Crafting a loved experience for a loved brand

Joe & the Juice is taking the world by storm. Their (juice) bars serve up a flavour of cool unmatched by competitors. Juicers are mixologists and people are encouraged to be as different as they want – but never indifferent. 

The problem

Finding the ideal Juicer with ethical AI

Joe & the Juice is taking the world by storm. Their (juice) bars serve up a flavour of cool unmatched by competitors. Juicers are mixologists and people are encouraged to be as different as they want – but never indifferent. 

It’s a brand that believes in the power of opportunity. Management is home-grown, having started on the floor as juicers. It’s a culture that fosters growth, built from a humble start in Copenhagen in 2002 and now resident in 17 markets, with more plans for expansion.

But with exponential growth comes exponential hiring and an overloaded recruitment team. With over 300,000 applications annually, manual screening processes created inefficiencies that left candidates waiting; and invited space for human biases to creep into hiring decisions. 

The solution

An assessment experience aligned with Joe’s core values

What candidates get

Everyone who wants to join the Joe movement is interviewed over chat, in the language of their choice. Questions screen candidates for alignment with the ideal Juicer DNA and the one-of-a-kind Joe virtues. Faceless CV uploads have been replaced with an engaging chat that embodies the Joe brand, and all candidates receive a profile with personality insights and coaching tips, which 93% report as useful.

What the hiring team get

Joe’s recruiters receive a shortlist of the candidates who best fit with their Juicer DNA. Every candidate has a score and an insights profile that helps the hiring team quickly identify top candidates to move to the next round. All data is accessible within their ATS, Recruitio, for a seamless shortlisting process.

The outcome

Efficient, inclusive hiring that finds life-long Juicers

Using Sapia.ai, Joe is now hiring Juicers at the speed and in a manner which embodies their brand virtues.

Removing CVs and giving the hiring team a pre-vetted shortlist has reduced screening time by 26%, getting the candidates who belong with Joe onto the bar floor faster than ever.

By leveraging a platform that eradicates bias in screening and measures diversity through the funnel, Joe can be sure that they are hiring people who represent the communities that they serve, and are also closely aligned with the Joe DNA.

By offering candidates the option to choose the language in which they complete their interview, they’re inviting candidates to present their real and best selves.

“Our juicers are our future leaders, so using ethical AI to find the people who belong at Joe is critical to our long-term success. And now we do that with a fair, unbiased experience that aligns directly with our brand.” – Frederik Rosenstand, Group Director of People & Development

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