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Automated screening, profile tests and AI interviews available 24/7 for stores, e-commerce and distribution centers.
Retail hiring software helps you screen and hire people for stores, e-commerce and distribution centers when many roles open at once, as they do before Black Friday and the holidays. On Coodesh, screening combines library tests, questions about your own operation and an AI Interview in a single assessment that candidates complete on their own time, including on their phone.
At peak season, applications pile up in the same week store teams have the least time to interview. Without shared criteria, each store screens its own way and strong candidates get lost in the queue. A standard assessment per role runs screening without scheduling, results arrive already sorted, and a person on your team makes every hiring decision.
Combine sales or customer service questions, situational judgment and an AI Interview, and set how much each part weighs in the final score.
Set opening and closing dates and the invite deadline. Each store or distribution center gets its own link, and you can also bulk invite from a spreadsheet.
Each person takes the assessment and the interview whenever they can before the deadline, with email reminders before the invite expires.
Score bands sort results as soon as candidates finish. The store manager reviews, listens to the interview and decides. The platform never rejects anyone.
Built for the week when applications spike and store teams are short on time.
A virtual interviewer runs the same conversation with everyone, by voice or text, and asks for examples when answers are short. You get a transcript and recording to review.
The library includes role-specific questions for sales and customer success, plus situational judgment and cognitive ability tests you can mix with questions about your operation.
DISC or Big Five help managers prepare the interview. They are behavioral assessments that support a decision, with no better or worse profile and no pass mark.
Split assessments, invites and permissions by store, region or brand, and limit each member to the jobs they work on.
With AI Sourcing, search your own talent pool for people who applied to your jobs or took your assessments, and bring back the profiles that fit.
Greenhouse, Lever and other ATS platforms receive the score, performance by test and an integrity summary on the candidate card, so recruiters keep working in the ATS.
Situational judgment, sales questions and an AI Interview show how a person handles customer situations and how they communicate, before they meet the store manager.
One link per distribution center, bulk invites and a mobile-ready assessment handle the volume, with lighter proctoring rules for a first screen.
Combine customer success questions, an essay question and a Language Test when the role serves customers in English or Spanish, plus the Excel Simulator for spreadsheet-heavy work.
Start for free and set up store-level screening before the rush.
Build the assessment before the rush. Publish one assessment per role, set the opening and closing window and create one link per store or distribution center with a source marker. Bulk invites take up to 1,000 people per CSV or XLSX file. Candidates answer without scheduling, get up to two reminders, and results come back sorted by score band. Store teams only step in to review who moved forward and make the call.
Yes. The interview does not depend on anyone's calendar: the candidate opens the invite and talks to the virtual interviewer whenever they can before the deadline you set. If the connection drops, the interview picks up at the pending topic without repeating what was already answered. The recruiter reviews the transcript and recording later and sets the score. For people already working shifts, that means no interview slot during working hours.
Yes. In AI Sourcing, your own talent pool includes people who applied to your jobs or took your assessments. You describe the profile you need, see a criterion-by-criterion analysis for each person and decide who to invite. Searching your own pool does not count toward the daily search limit, and inviting people already in it does not use credits unless your plan says otherwise.
No, that is not what it is for. DISC and Big Five describe how a person tends to act at work and produce a report with no pass mark. They are behavioral assessments that support a decision, not a hiring filter. Use the profile to plan interview questions, compare candidates through knowledge tests and the interview, and keep the final call with a person on your team.
Yes. Coodesh has documented connectors for ATS platforms such as Greenhouse and Lever, plus an open REST API for in-house systems. Candidates receive the assessment when they reach a stage in your ATS. When they finish, the score, performance by test, suspicious activity and a link to the full report come back to the application. Each integration key belongs to one workspace, so stores or brands can stay separate.
Our ecosystem of deep integrations makes it easy to streamline your hiring processes.
Create your account and send your first assessment today.
