candidates on the network at its peak
Monsieur Jean Hospitality recruitment
A hiring network where both sides have a reputation.
Monsieur Jean connected hotels and restaurants with the people who make them run. Candidates showed verified skills and experience; venues showed what working there is really like. A matching engine did the rest.
The situation
Restaurant owners hire in days, without an HR department, and generic job boards sent them piles of CVs that did not fit.
Hospitality lives with high turnover and urgent needs. Candidates had no way to prove their skills or their references, and no way to know what a venue was like to work for before signing.
Owners, on their side, could not tell who would show up to an interview. Trust was missing in both directions, and a job board could not create it.
Around the company
Hospitality recruitmentMonsieur Jean
Key actorCandidatesA profile with verified experience, proposed directly to the venues that fit.
Key actorRestaurants and hotelsA ranked short list, a brand page that tells candidates what working there is like.
Training establishmentsAccredited courses offered to candidates on the network.
The sales teamTrained in a dedicated academy, working from a CRM kept up to date by billing.
What we decided
A few choices made the difference. Each one came with its reason.
- 01
A network built for the trade.
Hospitality hires on trust. Giving both sides a reputation does more than adding more listings.
- 02
Match on skills and experience.
Each application gets a score out of 100 from the roles held, the skills asked for, the distance, years of experience, languages, certificates and profile depth. Owners read the best fits first.
- 03
Verify both ways.
Past employers confirm a candidate’s experience; owners record whether a candidate came to the meeting. Venues show their working conditions and benefits on their own brand page.
- 04
Training and events alongside the job offers.
Accredited training raised candidates’ skills, and events brought venues and candidates face to face.
What changed, actor by actor
| Actor | Before | After |
|---|---|---|
| Candidates | A CV among hundreds, no way to show skills or references. | A profile with verified experience, proposed directly to the venues that fit. |
| Restaurants and hotels | Piles of applications, no-shows at interviews, a reputation they could not show. | A ranked short list, a brand page that tells candidates what working there is like. |
| Training establishments | Disconnected from the venues that hire. | Accredited courses offered to candidates on the network. |
| The sales team | Selling to owners who buy only from people who know the trade. | Trained in a dedicated academy, working from a CRM kept up to date by billing. |
The work
Match on skills and experience.
Web app
Verify both ways.
Documents
Real deliverables. Figures and personal data removed or replaced.
How it runs
What now runs on its own, and the detail behind each decision.
ProductThe matching score
A base of 30 points, then up to 15 for the roles already held, 15 for the skills asked for, 15 for distance to the venue, 10 for profile completeness, 8 for years of experience within the range, 4 for a shared language and 3 for a certificate. The score is recomputed whenever a profile or a job changes.
Process automationJobs that find their candidates
When a published job has ten applications or fewer, it is proposed to up to thirty nearby candidates whose profile and availability fit. After a week without enough applications, the team is alerted; a job expires after a month; venues and candidates who stall get a reminder.
ComplianceVerified experience
Candidates list past positions with an optional reference contact. When the past employer is on the network, it confirms or rejects the experience, with a monthly reminder of what is waiting.
SalesBilling that feeds the CRM
Venues pay by monthly subscription or by packs of job posts. Demo requests, new subscriptions and cancellations update the CRM on their own.
Tools and stackRuby on RailsPostgreSQLRedisSidekiqElasticsearchStripeHubSpotMailjet
The brand system
Colours
- Blue#272F4CPrimary: recruiter side, headers
- Red#992E2EAction, candidate side
- White#EDEDEACanvas
- Dark grey#1C1210Text, top bar
- Pure white#FFFFFFCards
- UX green#329664Confirmation
Typefaces
- AaMonsieur Jean 0123456789
- Two colours, two audiences: blue for the venues, red for the candidates.
- Kitchens and dining rooms in every visual: the product speaks the language of the trade.
M.Jean website design file (Figma) and the platform’s stylesheets.
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