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For franchise networks

One brand.
Hundreds of owners.
The same hire, every time.

Compono Hire is an applicant tracking system (ATS) for franchisors and multi-owner networks where every franchisee hires for themselves. It runs the posting and the pipeline any ATS runs, and finds fit against a standard head office sets once, so every owner hires to it. If award compliance is the problem, buy a rostering and payroll tool.

Talk to usSee how Hire works 
Compono Hire · Candidates
Senior accountant25 candidates
Ranked on
Organisation fit 55%Quals 30%Skills 15%
NameFitStage
1Jerrell Padberg82Interview 1
2Virgil Van Dyke78Invited
3Matilda Hauck78Invited
4Jackie Dev78Talent pool
5Anna Boden74Talent pool
JPJerrell PadbergWork personality1 of 8Coordinator
Coordinator

Aligns with the team on responsiveness and customer focus. Lower on individual autonomy than the current team average.

The same shortlist in every store

400 stores across 9 countries, hiring to one standard

Read the story 

One learning platform used by administrators and learners across the group

Read the story 

Hiring reach extended beyond the industry on transferable skills

Read the story 

80 staff, 14 people leaders, on Compono since 2017

Read the story 

4.8 out of 5 on CapterraISO 27001 and ISO 9001 certified

How it shows up for franchise networks

A duty manager briefing two instructors at the front desk of a fitness studio

Hiring quality varies by owner, not by brand

Two stores, same brand, same job ad, and two completely different teams. The owner who hires well keeps people. The owner who hires on gut churns through them, and the brand wears the customer experience either way.

Managers account for at least 70% of the variance in engagement between business units, so the owner is the variable, not the brand.

Source: Gallup, State of the American Manager

Every replacement hire is paid for twice

Franchisees in hospitality, retail, fitness and services hire constantly, mostly to replace someone who just left. The owner pays for the ad, the interviews, the training and the lost shifts, and then pays for all of it again in four months.

Recruitment difficulty is highest in retail and hospitality at 43%, against average turnover of 15% across all employers.

Source: AHRI, Quarterly Australian Work Outlook, December quarter 2025

Brand standards measured in stores, never in people

You audit the fit-out, the menu, the signage and the service script. Nothing in the audit says how the team behaves, which is the thing the customer actually experiences when they walk in.

One in five employees engaged worldwide in 2025, and roughly $10 trillion of lost productivity, about 9% of global GDP.

Source: Gallup, State of the Global Workplace (2025 data)

Onboarding done differently at every site

Head office writes the induction. Two hundred owners each run their own version of it, or run none at all, and nobody at the centre can show what a given team member was trained on or signed off for.

146,700 serious workers' compensation claims in 2023 to 2024, each one involving at least a week of lost working time.

Source: Safe Work Australia, Key Work Health and Safety Statistics Australia 2025

Everything a good system tracks.
And what only Compono finds.

Compono Hire

An applicant tracking system (ATS) shared by the whole network

  • Like any ATSJob posting, applicants and pipeline stages, per site
  • And what only Compono findsWho fits the brand, store by store

Hire posts the roles and runs the applicant pipeline the way any applicant tracking system does, from a phone. Head office builds customisable job templates for the roles every site hires, and franchisees post from them, manage their own applicants and track progress. Every candidate is also scored against the role, the team and the brand's culture benchmark, so the shortlist looks the same in store 4 as it does in store 340.

See how Compono Hire works 

Compono Engage

An employee engagement platform that reads culture site by site

  • Like any engagement platformEngagement scores and response rates, by site
  • And what only Compono findsWhich franchises are holding the brand's way of working

Engage collects the engagement score for every site, as an engagement platform does. Culture is then measured across 12 validated dimensions, current against desired, and reported by site and by region. You find out which franchises are holding the brand's way of working and which are quietly drifting, while it is still a conversation rather than a churn problem.

See how Compono Engage works 

Compono Develop

A learning management system (LMS) that makes induction identical everywhere

  • Like any LMSInduction assignment, completions and certificate expiries
  • And what only Compono findsWho has actually been trained, across the network

Develop assigns the induction and tracks completions like any learning management system, with certificate expiries sitting on the person's record. Build the induction and the compliance training once at head office and every site runs the same version. New team members work through it themselves, and the centre can see the whole network without emailing two hundred owners.

See how Compono Develop works 

Compono helped us create a consistent hiring process, which allows us to deliver a consistent customer experience.

Nikki Ward, Group HR Manager, The Coffee Club

400 stores across 9 countries, with hiring standardised nationwide

Read the Coffee Club story 

Two cafe staff working the counter together during a shift

The bar for a hire holds whoever owns the store

Wherever you operate

Written for a network with stores in Perth and Hamilton, and it reads the same way for the sites you open in Dubai or Dallas.

What it isAustralia and New ZealandEverywhere else
Where your data sitsBuilt and hosted in Australia and New ZealandData is hosted in Australia and New Zealand wherever your team sits
Where the roles goSEEK and the major Australian and New Zealand job boards, posted by head office or by the franchiseeThe same posting flow covers the boards each market uses
Certificates every site needsA food safety supervisor certificate, or a Responsible Service of Alcohol (RSA) certificate, recorded as a competency with its expiry dateA ServSafe certificate in the United States, or a personal licence in the United Kingdom, is recorded the same way
Security you can put in the franchise agreementISO 27001 and ISO 9001 certifiedBoth are international standards, so the certificates travel with the brand

What it costs

Indicative pricing by size band starts at circa $5.5k AUD a year for one product; every organisation in a band sees the same numbers.

See pricing by size band 

One platform, one engine.

Hire, Engage, Develop and Assure share the same validated behavioural science engine, so what you learn about people in one product informs the next. People decisions backed by behavioural science and AI.

See how the platform works 

Compono Hire

A. Okafor, senior account manager

Culture Fit91%
Job Fit86%

88% overall fit

Compono Engage

Delivery team, 16 of 16 responded

InnovativeRisk Averse
ResponsivePlanned
CurrentDesired2 of 12 shown

3 of 12 dimensions misaligned

Compono Develop

Site supervisor, 42 people in the role

Safety leadership88%
Coaching others44%

68% capability held

Compono Assure

Working at heights, 38 people hold it

Verified competency recordCurrent

Renewal due 14 Mar 2028

Four products, one behavioural science engine.

Common questions

Yes. Compono Hire is a full applicant tracking system, set up so head office owns the job templates and the culture benchmark while each franchisee runs their own hiring. The Coffee Club uses it that way across 400 stores in 9 countries.

Yes, and that is the design. Franchisees post the roles, review applicants, move people through the pipeline and make the offer, all from their own device. They are working from templates head office built, so the standard is baked in without anyone at the centre approving individual hires.

Yes. The centre sees hiring activity, shortlists, training records and culture reporting across every site, cut by site and by region. That is usually the first thing a franchisor notices, because the view replaces a spreadsheet somebody used to chase by email every month.

Yes, and it earns its keep hardest there. The talent database matches candidates before you advertise, so a site hiring for a summer peak can start from people who are already assessed. The Coffee Club keeps QR codes on store counters feeding the same pool.

Head office is configured first: the job templates, the culture benchmark, the induction pathways and the network reporting. Then sites come on in waves, usually by state or by region. The owner-facing part is deliberately small, because a rollout that needs training two hundred people will not land.

Pricing is set at network level by size band rather than charged per franchisee, starting at circa $5.5k AUD a year for one product. How the network recovers that from sites is your call. Bands are published rather than negotiated, and detail is on the pricing page.

Yes. The mechanism does not change by sector, but what it costs you does. Hospitality and retail feel it in churn and seasonal peaks. Fitness and services feel it in the gap between the owner who hires well and the one who does not. Same benchmark, same templates, same network view.

Compono is built in Australia and New Zealand and works with networks operating across English-speaking markets. Data is hosted in Australia and New Zealand wherever your sites sit. The certificates every site needs, from food safety to alcohol service, are recorded against the local scheme in each market.

Talk to us about the standard you want every site to hire to.

Tell us how many sites you have and who does the hiring in them today. We will show you what head office would own, what the franchisee would see, and tell you if a network your shape is a poor fit for it.

Rudy Crous, Compono's CEO, speaking on stage at a Compono event in Sydney

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