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Team Harri caught up with the CFO and Director of Accounting and Business Process at Cafua Management Company to learn more about their digital transformation initiative and how the Harri platform is helping to fulfill that vision.
With over 225 locations spanning seven different states, Cafua Management Company (CMC) is the largest private Dunkin’ Donuts franchise in the United States. Since its founding in 1980, CMC prides itself on being a family company, with a ‘People First’ culture, dedicated to providing the best in quality and service to our guests. CMC is about more than coffee and donuts – it is about people and principles. We believe in fostering a keen sense of commitment, integrity, respect, and teamwork within
our organization and within our relationships with customers.
After eclipsing 225 locations and 5,000 employees in 2019, CMC came to a tipping point. It became clear to leadership that a digital transformation was required to take the business forward. Specifically, to embark on a path that drove greater efficiency and profitability in their human capital and workforce management practices.
The hospitality industry is facing many challenges, more recently the rise in minimum wage which impacted 50% of the markets CAVA has infiltrated. Added to the external competition for talent, CAVA was in need of a hiring solution that could keep up with the fast pace of openings, the regulations of different hiring markets and increase employee retention rates.
Taking the Business Forward:
State of The Union
1980
225+
5,000+
FOUNDED
LOCATIONS
EMPLOYEES
CAFUA BY THE NUMBERS
The Cafua Story
Launching Radisson RED
Cafua's Unit Count Growth
Year
Unit Count
1980
2000
2010
2020
0
50
100
150
200
1
100
76
200+
Empowering General Managers
CAVA Looking To Expedite Applications
37mins
90secs
Driving managerial empowerment at the unit level was imperative. With mobile applications like Harri Live, managers are able to access live sales and labor data, full scheduling management, employee communications features, compliance related alerts and more.
By granting managers the ability to streamline day-to-day labor related responsibilities, Cafua Management is invigorated by the opportunity to allow their leadership to focus on improving employee performance, sales, and guest experience.
Reduce/Remove Data Entry
Mobile First
Remove Friction
Act Locally
Diversify Talent
Sourcing
Key Considerations for Cafua
After speaking with Scott Zeitlan, Chief Financial Officer, and Patty Collins, Director of Accounting and Business Process, it was clear that they desired for a technology partner to act as the foundation for this transformation. As such, this partner would need to deliver on a number of crucial fronts, all of which Harri was prepared to deliver at scale.
Managerial Empowerment
Transform the
Candidate Experience
Improve Business Performance
Consolidating Technologies
Stellar Support & Implementation
Interview Show Rates
Reduce "Short-Cycle" Turnover: Results
“
This mission is evolving in the right direction, despite the unprecedented challenges of COVID-19. We are concentrated on a phased approach that strikes a delicate balance between productive change management and transitioning the focus of our operators to the ways these tools can help them make good business decisions. Over time, this has been such an impactful way to change the business in the present to ultimately thrive in the future.
2017
2018
2019
25%
20%
15%
10%
5%
0%
0-29
30-59
60-89
Days On the Job Interval
Turnover Rate
CAVA's Short Cycle Turnover Has Significantly Reduced
THE RESULTS
BETTER HIRING
THE RESULTS
BETTER HIRING
Agility and Innovation
Living
Situation Change
24.4%
Implementation was amazing. The Harri team has been such a pleasure to work with. They were so helpful, attentive, and rose to the occasion to meet our needs. Most importantly, Harri needed to grow with us, and they were able to do so. It was such a challenging feat to navigate an ever changing business with our M&A activity and ambitious vision for digital transformation. I couldn't have asked for a better partner.
Scheduling
30%
Personal Reasons
11%
Management
15.9%
New Job
18.3%
Cava Website
Employee Referral
Walk ins
Job Board
Google Jobs API
Facebook Jobs
Top Talent
Optimized Time to Hire
Unify Hiring Practices
Hourly Hires: Apply to Start in 7.5 Days
Interview no-shows are a rapidly escalating problem in hospitality
1% increase in no-shows = 4% extra applicants needed
Solutions
Reduce time from application to interview > 48hrs
Syncing of interview schedule with calendars
Pushing timely reminders
Make rescheduling easy
NO SHOW
NO CALL
NO GOOD
APPLICANT ENGAGEMENT
INTERVIEW NO-SHOW
REDUCE GHOSTING
ACAF: Automated, Intelligent Applicant Engagement
A machine delivers multiple sets of Q’s
Staggered timing to mimic natural recruiter behaviors
Allows for custom rejection communications at any point in time
4x
within
24hrs
Reduce "Ghosting"
A candidate who accepts the role but never starts, typically dropping from interview or after onboarding
Today’s common practice is to issue offer letters only to managers
Employing the strategy of sending offer letters for hourlies is having an positive impact
24%
Candidate touchpoints from
the time of application
Decrease in Candidate Ghosting
- General Manager
Juan
Live Sales & Labor Data
Full Scheduling Management
Compliance Related Alerts
Employee Communications Management
- General Manager
John
Reduce "Ghosting"
There was evidence to suggest that wage creep behaviors were occurring but were without a way to strategically prevent it.
By leveraging TeamHub, Harri’s Time & Attendance module, Cafua was in a position to strategically control those behaviors from occurring at the point of clock-in.
With centralized control over early clock-in’s, permissions, and auditable histories of an employee’s interactions via a biometrically enforced time clock, CMC could predictively prevent this behavior.
This not only helped decrease labor costs, but also gave the payroll team the capability to audit specific clock-in’s and out’s to investigate suspect patterns.
With Harri’s Smart Scheduling platform, the ability to drive optimal scheduling formats to control labor costs, drive sales, consider employee preferences, and account for the nuances of Dunkin’s format became a reality.
NO SHOW
NO CALL
NO GOOD
Payroll Management
Preventing Wage Creep
Smarter Scheduling
Optimized Time to Hire
Unify Hiring Practices
Optimized Time to Hire
Unify Hiring Practices
Better Leverage Exit Interviews
Unify hiring practices and deploy a cutting edge experience for candidates. With over 200 locations, improving the hiring process, consistently attracting candidates, centralizing onboarding documentation, and replacing manual processes is priority to become a best-in-class employer.
By adopting a single system to manage all pre-hire related activities, Cafua is able to analyze and control cross-location hiring practices and performance.
By digitizing the application and onboarding process, a candidate could be hired 400% faster.
Simplified and enforced compliance measures by integrating I9 and background check systems.
With that time savings, managers could now focus their time training and properly inducting new hires.
10mins
50mins
With greater visibility into performance, labor cost, and employee availability, Managers were astronomically more efficient in building schedules.
Hours Saved Building Schedules
13K
Managers now had the capability to borrow employees from other locations, rehire previously employed individuals, and efficiently submit employees to payroll in response to a unique hiring scenario.
Payroll historically took 3 hours to process due to disparate systems, manual efforts, and disorienting reconciliation. This consistently resulted in an overwhelmed and frustrated HR team.
With reliably integrated systems to process payroll (Harri and ADP) a simplified and manageable process emerged resulting in clear lines of accountability and time savings.
30mins
180mins
NO SHOW
NO CALL
NO GOOD
CMC went from a human capital and workforce management technology stack of 11 unique technologies to a single platform in Harri.
Experienced cost savings in subscriptions, maintenance, and aggregate inefficiencies in process immediately.
Increased satisfaction and morale amongst users and administrators to have a single, frictionless platform to support multiple day-to-day activities.
Clock-in Declined.
See Manager for Early Clock-In Access.
Amidst the challenges of COVID-19, Harri presented CMC the ability to communicate and engage with employees in a safe and meaningful way. Messages, updates and alerts could be generated at an enterprise level and reach every employee at the unit level with confidence, despite being at home. PPE reminders and other health and safety messages could be pushed to the time-clock when reopening could occur.
On an evolving basis, Harri has been able to handle the adding of locations, employees, and integration needs as the broader transformation of the business has progressed.
“
Patty Collins
Director of Accounting and Business Process
Managerial Empowerment
Unify Hiring Practices
Optimized Time to Hire
Smarter Scheduling
Payroll Management
Preventing Wage Creep
The Power of One
Scott Zeitlan
Chief Financial Officer
300
HCM and Workforce Management Technology Built for Franchise Systems
Harri is helping enterprise brands to transform their HR and Operations practices. From the point of application, to the first day on the job, we have all your employee-facing technology needs covered.
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For more info contact please contact Mike Iannuzzi at miannuzzi@citrincooperman.com
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Managerial Empowerment
Transform the
Candidate Experience
Improve Business Performance
Consolidating Technologies
Stellar Support & Implementation
Agility and Innovation
Implementation was amazing. The Harri team has been such a pleasure to work with. They were so helpful, attentive, and rose to the occasion to meet our needs. Most importantly, Harri needed to grow with us, and they were able to do so. It was such a challenging feat to navigate an ever changing business with our M&A activity and ambitious vision for digital transformation. I couldn't have asked for a better partner.
Diversify Talent
Sourcing
Top Talent
Cava Website
Employee Referral
Walk ins
Job Board
Google Jobs API
Facebook Jobs
Driving managerial empowerment at the unit level was imperative. With mobile applications like Harri Live, managers are able to access live sales and labor data, full scheduling management, employee communications features, compliance related alerts and more.
By granting managers the ability to streamline day-to-day labor related responsibilities, Cafua Management is invigorated by the opportunity to allow their leadership to focus on improving employee performance, sales, and guest experience.
Cafua's Unit Count Growth
Unit Count
Year
1
100
200+
1980
0
100
200
2000
2020
1980
2002
2020
First Location Opened
Milestone of 100+ Locations Operated
Milestone of 225+ Locations Operated
