130 restaurants, a single HR process: how Tashir Pizza automated hiring with Bitrix24

2025: Automation of personnel selection and adaptation with Bitrix24

How to digitize HR processes in a chain of restaurants where thousands of employees work and new hands are constantly needed? Tashir Pizza found an answer: they automated the selection and adaptation of personnel using Bitrix24. Managers have become active participants in the process, the HR department is a strategic partner, and each new employee is not just a tick in the sign, but part of a live digital route. Representatives of 1C-Bitrix told TAdviser about the progress and results of the project at the end of July 2025.

According to the company, in the Tashir Pizza restaurant chain, hiring staff has always been of paramount importance. But before the introduction of a single digital system, this process resembled chaotic manual labor.

The selection completely lay on the shoulders of restaurants, and each manager acted at his discretion. The work went "in the stream": vacancies appeared spontaneously, candidates were easily lost in the process. Restaurant managers independently placed ads, indicated their personal contacts and waited for responses. Who called - they will interview him. There was no proper analytics and understanding of how candidates pass the selection funnel, how effective it is.

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Фото: 1C-Bitrix

Before Bitrix24, the company formally existed another digital platform for automating processes, but it had minimal flexibility: it was almost impossible to adjust processes in its own way, so they used it in a limited way. It was not possible to implement the desired automation of personnel selection and adaptation. With the growth of the network and the number of employees, the need for a customizable and scalable system has become critical.

So began the transition to Bitrix24. The project was implemented by the company-integrator "Evolution."

When the chain has 130 restaurants in 45 cities and thousands of employees, hiring new people is an ongoing, lively process.

When introducing the updated system, it was important to adhere to the philosophy of distributed management: restaurant managers should remain active participants in the process - apply for selection, conduct face-to-face interviews, and monitor the adaptation of newcomers. All these actions should take place in a single secure digital circuit with convenient access for everyone, where the central office can see the full picture without loading the managers with unnecessary reports and helping where it is really necessary.

Each process participant has their own business tasks that must be closed in the system.

The main office was important to see:

• how many selection requests are open and for which items;
• what stage each candidate is at;
• how the adaptation goes and which of the new employees risks "falling out" of the process;
• the big picture: where there are not enough people, where the process slows down, what points require attention.

It is important for restaurant managers:

• it is quick and convenient to apply for selection;
• obtain suitable candidates without unnecessary bureaucracy;
• assign an interview, monitor the employee's exit to work;
• do not waste time on unnecessary reporting and forwarding of information.

It is important that the system is clear to both the HR specialist, who is immersed in digital tools, and the restaurant manager, for whom working with IT is far from the main task. The platform must be intuitive and not overloaded so that each participant in the process knows exactly what to do, when and how.

Instead of disparate communication and manual control channels, the company has a single digital funnel - from a selection request to work and subsequent adaptation. Everything is configured through smart processes in Bitrix24, which are interconnected and logically transfer the candidate from one stage to another.

The restaurant manager draws up an application for the selection of personnel in a separate funnel - indicating the position, requirements and wishes. The application is automatically approved by the territorial manager.

To avoid unnecessary load and reduce costs, the system implements a weekly reconciliation of the relevance of vacancies. The manager can make changes and resubmit the approval request - the update task is automatically assigned to HR.

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Фото: 1C-Bitrix

Restaurant managers work in Bitrix24 on a par with HR specialists. In addition to selection applications, they:

• receive notifications about candidates and appointed actions;
• conducting interviews with candidates;
• leave feedback in the candidate card.

Each stage of the selection funnel contains mandatory fields: without filling which you cannot move on. This eliminates errors and data loss.

Accesses are configured by role: each manager sees only his candidates, HR - the whole process. Everything is transparent and understandable.

Avito and HH.ru are integrated with Bitrix24, with responses coming directly to the system. Candidates immediately fall into the desired selection funnel - by city, vacancy and responsible HR. The candidate card includes:

• summary;
• contact details;
• the stage of the interview;
• assigned actions and results for each stage.

When responding, the robot can send a message to the candidate, and if they have not phoned, the autocall and WhatsApp notification will work. There is an automatic update of the HH.ru response status to maintain the company's rating.

To work with a potential talent pool, HR managers can manually save responses to favorites on job platforms. Such candidates fall into a separate funnel "Cold Base" - and then can be used when opening new vacancies.

The smart process card is fully adapted for HR tasks:

• contains the entire history of interaction with the candidate;
• Displays vacancy, response source, selection steps, test shifts, and adaptation.
• after the interview, a reminder is automatically sent to the manager - whether the candidate has come, whether there has been feedback, whether the next step has been assigned.

Candidate interaction scenarios are automated:

• the robot reminds the manager of the upcoming interview;
• the candidate receives a message in the messenger about the date of the meeting or exit for probation;
• HR - notification if the candidate is "stuck" at one of the stages.

As soon as the candidate receives the offer, he automatically enters the iSpring training system:

• a login and password are created;
• courses are assigned by position and adaptation plan;
• the process provides for tests, face-to-face trainings

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Фото: 1C-Bitrix

Future plans to develop employee training: gamification with a points system and their exchange for company merch.

At the Probationary Period stage, a series of CRM forms is launched:

• polls are sent after 1, 5, 10, 15, 30, and 45 days;
• responses are stored in the candidate's card;
• The HR manager tracks the momentum for each rookie.

All information is available in BI reports or can be uploaded to Excel if necessary.

If an employee quits, the system automatically changes his status - and the exit interview questionnaire is launched:

• the link is sent to the messenger;
• collection of responses does not require HR participation;
• all results are aggregated in a separate funnel, with the possibility of analysis by dates, regions and reasons for care.

This approach has made the matching process manageable, transparent and flexible. Each action is fixed, and HR and control work synchronously - without overload and data loss.

When Bitrix24 began to be introduced into Tashir Pizza, many employees were initially cautious about this. Before that, they worked with a limited system - a minimum of functions, a minimum of flexibility. This did not allow solving many problems, but this had its own comfort zone.

The transition to another platform was a challenge for part of the team: there were more opportunities, but so was responsibility. It was especially difficult for managers who do not interact with digital systems every day. The habit of doing everything in the old way does not disappear in one day.

But everything changed when employees began to see how the updated tools really optimize their work:

• Managers began to receive notifications, and not keep everything in mind.
• Applications were no longer lost in correspondence or oral agreements.
• Everything that used to seem like "paperwork" began to happen in a couple of clicks.

And then the effect of involvement went. People started trying, experimenting, studying.

The knowledge base, originally conceived as an auxiliary section, became a zone of enthusiasm: each department wanted to make its own. Someone was interested in structuring information, someone suggested collecting FAQs for beginners, someone suggested visualizing processes.

After the system was launched, the selection became noticeably faster and more transparent. Restaurant managers received a visual selection funnel, and HR managers received automation tools that saved hours of routine work.

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Фото: 1C-Bitrix

All information is in one window: from the chancellery to dismissal. This reduced reaction time and made the matching process more predictable.

At the same time, the culture has changed - employees have become more proactive, interest in digital tools has grown. The plans include scaling automation to other business processes of the company, finalizing current scenarios and increasing the involvement of all employees.

Project Zyfras:

• 100% of office employees use Bitrix24 for daily work
• eNPS of system usage is 96%
• The term for closing vacancies in restaurants decreased by an average of 22%
• The number of candidates successfully completing onboarding rose by 17%