Built for decentralised selection
Uniform procedure templates, local delivery: every region works independently, to the same standards.
Read moreRetail
Volume recruiting without chaos on the shop floor.
Store management, head office, seasonal staff: flynne organises selection at retail speed, decentralised, at volume and uniform nonetheless.
Consistent selection across many sites, at the speed of the regions
Many sites, seasonal peaks and decentralised responsibility make uniform selection hard. flynne gives head office its standards and the regions their speed.
Hundreds of stores, one overview.
Filtered by region, store or procedure type in the day overview.
Finished before the cut-off date.
Apprentice intakes planned backwards from the start of training.
The seasonal wave without chaos.
Series planning and a capacity overview for the Christmas trade.
Works without a CV.
Someone who shows what they can do does not need a CV that claims it.
Seasonal peaks under control
Series planning and a capacity overview make even the Christmas hiring wave plannable.
Read moreThe selection year in retail
Two waves a year, both against a fixed cut-off date and both across every region at once.
Late summer
The apprentice intake is advertised, procedure types and slot windows are fixed.
Autumn
Seasonal and temporary staff for the Christmas trade: three-figure numbers in a few weeks.
Winter to spring
The apprentice procedures run in the regions, head office sees the state per store.
Early summer
Late entrants and open places, planned backwards from the start of training.
From the shop floor to head office
Every role brings its own rules, its own participants and a bottleneck of its own.
Retail apprentices
Retail trains more people than almost any other sector, and every procedure has to be finished before training starts in the summer. This is volume selection against a fixed date: anyone still planning in July has not filled the places.
Store and market management
This is where it is decided whether a store works. What is needed is leadership behaviour, the handling of staff absence and decisiveness on thin data: things a conversation does not show. At the same time the candidates are spread across the whole region.
Seasonal and temporary staff
Before Christmas, three-digit numbers are moved within a few weeks, often for several stores at once. What counts is throughput without a loss of quality, and a procedure that can also deal with applicants who have no CV.
Head office and category management
Analytical roles with a negotiating element. Selection needs case work and assessors from the field who have negotiated themselves, and who are therefore only free on a few dates per quarter.
Logistics and distribution
Shift work, physical demands, high turnover. The procedures have to run continuously rather than in campaigns, and they have to fit the shift plan, on both sides.
Common questions from this sector
We select for hundreds of stores. Does that stay manageable?
Yes, that is what the day overview is built for: one overview of every running procedure, filtered by region, store or type of procedure. In one place you see where appointments are missing, where replies are outstanding and which sites are behind.
Many of our applicants have no meaningful CV. Is that a problem?
No, on the contrary: that is what structured procedures are made for. Anyone who shows in the procedure what they can do does not need a CV that claims it. flynne organises those procedures; which exercises you use stays your decision.
Can applicants book their own appointments?
Yes, into pre-planned windows and without creating an account. With large numbers that is the decisive point: nobody phones round to agree dates, and the reminder goes to the phone rather than into a portal.
How quickly is a training intake fully planned?
That depends on your date windows and assessors, not on the software. What flynne takes away is the coordination: a template procedure is multiplied instead of every appointment being negotiated individually.
What applies at volume and against a cut-off date
Vocational training act
Training contracts, the suitability of the training site and registration with the chamber follow fixed deadlines. A selection procedure that is only finished in August is too late for the start of training. flynne plans the procedures backwards from the deadline and shows where things are stuck.
JArbSchG § 32: initial medical examination
Applicants under eighteen are subject to their own rules on working hours and to a medical examination before employment begins. For selection that means above all: the evidence has to exist before the first working day. flynne carries it as a stage of its own.
German general equal treatment act (AGG)
Anyone selecting many people in a short time has to be able to show that everyone was treated alike. A structured procedure with the same exercises and documented criteria is the evidence for that; a short conversation on the shop floor is not.
BetrVG § 95: selection guidelines
If a company sets criteria for personnel selection, the works council has a right of co-determination. That is not an obstacle but an argument for structure: what is stored and applied uniformly can be discussed and agreed.
DIN 33430 and the EU AI Act
With hundreds of applicants a year the question is not whether you select in a structured way but whether you can prove it. The standard describes what belongs to it: the same exercises, trained assessors, documented criteria. The EU AI Act makes sure the decision stays with people; in flynne that is not a setting but how it is built.
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