Harri Applicant Tracking

Harri Hire is an applicant-tracking and hiring platform built for hospitality, bringing sourcing, screening, interviews, and onboarding into one workflow. It is best suited to restaurants, hotels, and retailers hiring teams at scale. Its connected hiring tools and mobile access are compelling, though custom pricing makes costs harder to assess upfront.

Overview

Harri’s focus is hiring for service-sector workforces rather than serving as a general-purpose ATS. The product combines candidate sourcing and screening with interview coordination and onboarding, aiming to move applicants from application to workforce scheduling without splitting the process across separate tools.

The approach makes particular sense for employers with recurring hiring needs across locations and frontline roles. A branded career site and job-board distribution support candidate acquisition, while digital offers and right-to-work checks carry the process toward a hire. The trade-off is that buyers outside hospitality, retail, or related service industries may find the product’s core orientation less relevant.

Key features

Candidate sourcing and screening

Harri says employers can post once to Indeed, ZipRecruiter, and a branded career site. That can reduce the work of distributing openings across common candidate channels. Its ATS is included in the Talent Acquisition bundle comparison, while Carri chats with applicants, asks screening questions, and ranks them automatically. This combination is useful when hiring teams need to manage a high volume of candidates, but automated ranking should complement rather than replace a recruiter’s judgment.

Interviews and onboarding

Candidates can submit video introductions, and interviews can be auto-scheduled with calendar sync. These tools can make coordination more manageable when applicants and managers have different schedules. After selection, Harri supports digital offer letters, e-signatures, and right-to-work checks, then hands the hire off automatically to scheduling. That continuity is a practical strength for operators trying to reduce manual transfers between hiring and workforce processes.

Mobile, integrations, and security

Harri says every feature in its bundles works on mobile for managers and employees at no extra fee. That is relevant for teams whose managers and staff are not regularly at a desk. Its integrations directory includes ADP, Checkr, Hire Intelligence, Indeed, and ZipRecruiter. Harri also states that it is ISO 27001 and SOC 2 certified and encrypts customer data at rest and in transit. For platform service questions, customers are directed to their assigned account representative.

Pricing

Harri is paid software with pricing on request. Both named plans use custom pricing, so a buyer will need to contact Harri to establish cost before comparing the platform against a fixed-budget shortlist.

Core

Core is the Talent Acquisition bundle, with custom pricing. It is the plan to consider when the priority is the hiring workflow itself. There is no published price or seat limit to use for estimating cost.

Perform

Perform is described as AI-powered hiring at enterprise scale and also uses custom pricing. Its positioning makes it the more relevant option for larger-scale hiring, but buyers should confirm the package scope and cost directly before deciding whether its enterprise focus fits their operation.

Platforms

Harri supports web, Android, and iOS. Mobile access to bundle features at no additional fee is especially useful for managers and employees working across locations or away from a desktop.

Who it's for

Harri is a strong fit for restaurants, hotels, and retailers that want recruiting, candidate screening, interview scheduling, and onboarding connected to workforce scheduling. The branded career site, job distribution, and mobile access suit operators coordinating frontline hiring. Businesses seeking a broadly positioned ATS, or buyers who need transparent prices before engaging a vendor, should weigh that focus and custom-price model carefully.

Pros and cons

• Pros: Sourcing, screening, scheduling, and onboarding connect within one hospitality-focused hiring platform, reducing handoffs between stages.
• Pros: Posting to Indeed, ZipRecruiter, and a branded career site from one place supports candidate reach without separate posting steps.
• Pros: Mobile access to all bundle features carries no additional fee, an advantage for distributed, frontline teams.
• Cons: Custom pricing for both Core and Perform makes upfront budget comparisons difficult.
• Cons: Its emphasis on hospitality and service-industry hiring makes it a less obvious match for employers with different recruiting needs.

Alternatives

For restaurant operators comparing adjacent workforce tools, see Restaurant Labor Management Software and Restaurant Scheduling Software. For a broader recruiting shortlist, browse Applicant Tracking Systems.

Choose 7shifts instead if a freemium restaurant workforce option is a better starting point: its free Comp plan covers up to 15 employees at one location, with a paid Essentials plan for up to 30 employees and unlimited locations. Sling is another freemium option; its free plan supports up to 30 users and includes shift scheduling, time-off requests, available shifts, news sharing, long-term scheduling, and private messaging.

Homebase is worth considering if task or tip management add-ons are the priority: its Task Manager add-on is $13 a month and its Tip Manager add-on is $25 a month. For paid scheduling and forecasting, Rosnet Scheduling & Forecasting is an alternative with pricing on request. Fourth Inventory, Fourth Forecast Manager, and Restaurant365 Workforce Management are other paid options to consider.

Lineup.ai is an alternative for buyers focused on forecasting: its Forecasts Only plan costs $79 a month, billed at $79 per location per month, and includes unlimited users and employees, automated AI-generated forecasts, and a custom labor allowance budget.

Verdict

Choose Harri if your organization hires for hospitality, hotels, or retail and wants a connected path from candidate sourcing through onboarding, with mobile access for frontline teams. Its strongest case is the combination of recruiting tools and the handoff to scheduling. Look elsewhere if published pricing or a less industry-specific ATS is essential to your decision.