Visible promotion criteria for every hospitality role and location.

Frequently asked questions

• Will this actually reduce turnover?

  We can't promise a percentage, but we can explain why this works. People often leave when they cannot see how to move forward or what managers expect from the next role. A concrete path on their phone gives them a reason to stay long enough for a real development conversation.

• Will the team actually use it, or will it sit unopened?

  People open what affects their own progression. Not because the screen is decorative, but because it tells them exactly what is complete, what remains, and what needs manager sign-off. Notifications stay tied to meaningful changes, so it does not become another noise channel.

• Does this add work for managers?

  No. The criteria you already check informally, role training, onboarding support, service standards, and compliance, get ticked once and stay in the record. Reviews open with the answers already on screen: who moved up, who is stalled, who is ready next. Managers document less, not more.

• How do we launch this without creating politics?

  Start with the standards you already use, then publish them before the first review cycle. Everyone sees the same level definitions and the same requirements. The conversation shifts from "why not me" to specific criteria, evidence, and timing. Manager decisions remain possible, but they are recorded with context.

• Won't this turn into unhealthy competition between staff?

  There is no public leaderboard, by design. Each person sees their own path and the requirements for their own level. The comparison is against the level definition, not against a colleague. Recognition can be visible, but the product is built around progression, not ranking.

• Does this work for part-time and seasonal staff?

  Levels and completed criteria stay attached to the person, not the season. A returning employee can pick up where they left off, and a new hire can see the first reachable step from day one.

• What does this look like across multiple locations?

  One system, every location on one screen. You can run a single set of levels across the whole network or different sets per location, if roles or service standards differ. New locations open with the same structure. No rebuilding from scratch.

• Does every level need to mean a pay rise?

  No. Some levels can mark training progress, readiness, responsibility, or eligibility for review. You decide which levels affect compensation and which are development milestones. That distinction helps managers recognize progress without promising a pay change every time someone completes a step.

• How do HR standards work with manager judgment?

  HR can define the baseline standards for each role or location, and managers can add context when real service situations require judgment. Manual level changes are allowed, but the reason is recorded. That keeps standards consistent without pretending every promotion decision is fully automatic.

• How is it priced, and what happens when the team grows?

  Pricing is per location, not per employee. As your team grows inside the same location, the bill does not rise with every new hire. For current plan details, use the pricing page.

  See current pricing →

• Where is data stored, and how do I get it back if we cancel?

  Data is stored in the European Union and handled under GDPR. You can export the full employee history, levels, and completed criteria as CSV at any time. Cancellation runs in two clicks, and the export stays available afterwards. The data is yours, not our leverage to keep you.