Hospitality
Hotels and restaurants are the front line of immigrant employment in the US — and the hardest hit by turnover. Astris HR matches the kitchen, housekeeping, and front-of-house roles where multilingual ability and self-reported reliability matter more than résumé polish.
Built for the kitchen and the floor
Astris's curated map covers line cook, prep cook, dishwasher, server, host, housekeeper, and front-desk roles. Knife skills, ServSafe awareness, recipe adherence, allergen handling — inferred from prior occupation, surfaced for matching.
Resumes parsed in Spanish, Haitian Creole, Tagalog, Vietnamese, Bengali, Punjabi, Arabic, Russian, and 25+ more. The candidate's native language is preserved on every credential.
Astris infers POS familiarity from any prior server or cashier role. Property-management systems (Opera, Maestro, Mews) tagged as skills when present.
Day vs. night vs. swing, weekend vs. weekday, AM dishroom vs. PM line — distinct schedule profiles. Candidates who can do nights get priority for night roles, not buried in day-only lists.
Astris's retention model flags placements likely to walk after the first paycheck. For a 200-room hotel hiring 5 housekeepers a month, a 10-point retention improvement covers Astris's annual cost in a single quarter.
Refugee resettlement and immigrant-serving orgs provide 90-day post-hire support that direct-hire workers don't get. Astris places caseworker-supported candidates first when the employer signals turnover risk.
Compliance and pay transparency
| Tip pool + service charges | Pay structure (hourly + tips + service-charge split + service-fee allocation) captured per job. Candidates see the realistic at-shift earnings, not just the base rate. |
| I-9 compliance | Astris tracks work authorization status; never shows employers more than the status code (asylee, refugee, permanent resident, US citizen, etc.). EAD details stay with the caseworker. |
| Background checks | Background check requirements tagged per job. Convictions that are not job-related (FCRA-compliant filtering) don't disqualify hospitality candidates. |
| ServSafe + RBS sponsorship | Employers that sponsor ServSafe / RBS get a hiring quality boost — surfaced to candidates as a real benefit. |
See Astris HR in your workflow
Run it against your candidate base or a sample JD. We'll set up a tenant in under a day and show you the matches your existing tools are missing.
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