Two Months of Beta: 1,100+ Properties, 15+ Hires, and 80% Less Screening Time

Two months ago, we opened Paathz to our first group of employers and candidates.

Paathz is a hospitality talent marketplace built to help hotels, restaurants and hospitality groups find the right people faster. Employers can post roles, manage applicants and use our matching technology to understand which candidates are most relevant to each position.

Since opening the beta, more than 1,100 properties have joined the platform, more than 15 people have been hired, and some employers have reduced the time they spend screening applicants by more than 80%.

Those numbers matter. But what has been more interesting for us is seeing how employers actually use the product once it becomes part of their hiring process.

Two months in

So far, we have:

• Onboarded 1,100+ properties across Southeast Asia and Switzerland

• Seen 15+ hires made through Paathz

• Helped employers reduce applicant screening time by more than 80%

• Moved into Beta-3

Over the past two months, employers across Indonesia, the Philippines, Thailand, Malaysia, Singapore and Switzerland have been using Paathz to post vacancies, review applicants and find people who match what they are actually looking for.

And that last part is important.

Getting companies to create an account is one thing. Seeing HR teams come back, post more roles, review candidates and eventually hire through the platform is something completely different.

More than fifteen people have already been hired through Paathz during the beta.

As a team building an early-stage product, that is probably the most rewarding metric we have. Behind every hire is a real person who found a new opportunity and a hospitality business that filled a role it needed.

The bigger problem is not the number of candidates

We have said this from the beginning: hospitality does not only have a labour shortage. It has a visibility problem.

For many HR teams, recruitment still involves opening large numbers of CVs and manually working out who is relevant.

Where have they worked before? What kind of property was it? Which department? What languages do they speak? Do they actually have the experience this specific role requires?

Doing that for ten applicants is manageable.

Doing it for fifty, one hundred or several hundred applicants across multiple properties is not.

A huge amount of recruitment time is spent sorting rather than speaking to candidates.

That creates a problem on both sides.

Employers spend hours working through applications before they can even start interviewing. At the same time, good candidates can disappear inside a large applicant pool simply because nobody reached their profile quickly enough.

That is the part of the process we are trying to improve.

Where the 80% reduction comes from

During the beta, employers using Paathz have reduced applicant screening time by more than 80%.

There are three main reasons.

First, candidate information is structured.

Instead of relying entirely on a traditional CV, Paathz captures information such as previous roles, departments, property types, languages, skills and experience in a format employers can actually work with.

Second, candidates are matched to individual jobs.

Paathz looks at the requirements of the position and compares them with the candidate's profile. Employers can then see which applicants are more closely aligned with what they are looking for instead of starting with one large, unsorted list.

Third, the process happens in one place.

Jobs, applications, candidate profiles, shortlisting and communication all sit within the same platform.

None of this is designed to remove people from the hiring process.

The goal is the opposite.

We want HR teams to spend less time sorting applications and more time doing the parts of recruitment where human judgement actually matters: speaking to candidates, understanding them, interviewing them and deciding who is right for the team.

And for candidates?

The same visibility problem exists on the candidate side.

Anyone who has applied for jobs online knows the feeling of sending an application and never hearing anything back.

That does not necessarily mean the candidate was wrong for the job.

Sometimes their application was simply one of hundreds.

By creating a structured profile and matching experience directly against the requirements of a role, we want to give candidates a better chance of being seen for what they can actually do.

It also opens up opportunities outside someone's immediate market.

A hospitality professional in Southeast Asia, for example, might be relevant for an employer in another country without having known that opportunity existed before.

Paathz is completely free for candidates. Creating a profile and applying for roles does not cost anything.

What we learned from the beta

The last two months have also shown us where the product still needs to improve.

Some of our biggest product changes have come directly from watching employers and candidates use Paathz, speaking to them and seeing where they get stuck.

That feedback is now going into Beta-3.

We are improving the employer experience, expanding the information available around candidates and continuing to build out the matching technology.

We are also expanding the types of hospitality opportunities available on the platform, including cruise-line hospitality roles from October.

There is still a lot to build.

But after two months, we are seeing the thing that matters most: people are using Paathz to make real hiring decisions.

Frequently asked questions

What is Paathz?

Paathz is a hospitality talent marketplace connecting hospitality professionals with hotels, restaurants and hospitality groups.

Employers can post roles, manage applicants and use matching technology to understand which candidates best match the requirements of each position. Candidates can create a profile and apply for opportunities for free.

Where does Paathz operate?

Paathz is headquartered in Singapore and currently operates across Southeast Asia, including Indonesia, the Philippines, Thailand, Malaysia and Singapore.

We also have live opportunities in Switzerland and are continuing our expansion across Europe.

How much does Paathz cost?

Paathz is free for candidates.

Employers use a subscription model based on factors such as the number of properties and roles they are hiring for, with separate plans available for restaurants.

How does Paathz reduce screening time?

Paathz structures candidate information and compares it directly with the requirements of each job.

Instead of beginning with an unsorted list of applications, employers can immediately see which candidates are most relevant and decide where to spend their time.

Can hospitality groups manage several properties?

Yes.

Paathz is built around organisations, individual properties and teams. Hospitality groups can manage recruitment centrally while keeping hiring organised by property.

See it for yourself

If you manage recruitment for a hotel, restaurant, hospitality group or multiple properties and want to see how Paathz could reduce the time spent screening candidates, we would be happy to show you the platform.

Book a demo | Post a role | Create a free candidate profile

Jan Jansen
Co-Founder, COO and CSO @ Paathz