Talk a job through once — it comes back in every language your crew reads, on their phone, at the station.
No credit card to try · Nothing for your staff to install · Works on any phone
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Getting a new hire productive on day one is the obvious win. The quieter ones are what separate a business that runs from one that runs you.
When close only lives in your head, you're the bottleneck — and the phone rings on your one day off. Written down and readable, it gets done right whether you're standing there or not.
Your shift lead shouldn't burn an hour walking through close every time somebody new starts. Say it once; they pick it up on their phone, in the language they read.
Everybody learns it the same way, so the guest gets the same plate and the customer gets the same finish — whoever's working. That's what shows up in your reviews.
Nobody new says “I didn't catch that” in the middle of a rush — they guess, and you eat the comp or the comeback. When they can pull it up in their own language and check it again, they guess less.
Trailing the new hire lands on your best server or your lead tech — on top of their own section or their own RO. Hand them a plan instead of the whole job and it stops being a punishment for being good.
Plenty of owners pass on a good walk-in application or a seasonal hire because nobody has time to trail them. When the plan is already built, taking someone on stops being a two-week hit to the crew.
Whoever runs the trail shifts gets a plan you approved — day one, week one, week two — so the new hire gets the same thing whether they trail Maria or Danny. A real two-week plan makes a five-person shop look like a company with an HR department.
Plenty of owners run a great business without wanting to write formal procedures in English. Say it out loud in your own language — Spanish, Arabic, Korean, Vietnamese — and it comes back clean in English and in whatever your crew reads.
A crew that knows the steps, chemicals handled right, a real plan for new hires — your people notice, the health inspector notices, and the customer sees it in the work. That's branding too.
Nobody has time to write up procedures, translate the safety parts, or build a training plan. Two minutes of talking gets you all three — the back office you can't afford to hire.
Turnover is a fact of this business. What it costs you isn't fixed — most of the bill comes from the weeks a new person is still learning, and the mistakes made while they do.
Annual frontline turnover in US restaurants — quick service runs higher still. National Restaurant Association
Fully-loaded cost per hourly replacement in hospitality, across five categories including orientation, training and lost productivity. Tracey & Hinkin, Cornell
How long a new hire typically takes to reach full productivity — the window where mistakes, waste and comps concentrate. Industry research
Want your own number? The turnover cost calculator works out what the ramp-up window costs your business each year — new hires, wage, weeks to full speed, manager hours.
Open the turnover cost calculator →No courses to build, no instructional design, nothing for your staff to install. Tiendo walks you through setup like a colleague would — it suggests what a place like yours usually needs, asks the right questions, and shapes your answers into routines in your own words.
Pick your trade and Tiendo suggests where to start, then takes one routine at a time. Walk through the job out loud — messy and natural is fine, like showing a new coworker. It asks a follow-up if something obvious is missing, and keeps your wording.
It comes back as tidy steps, safety notes and checkpoints — then translates into your team's language, every number and temperature exact. Add a photo to any step: seeing the right result beats reading about it.
Post a QR code at the station or hand a new hire one link. They read it on their phone, in their language, check back anytime, and tap “read and understood.”
Onboarding is the obvious one. The use that saves you most is the Tuesday somebody calls out and whoever's covering has never worked that station or that bay. They scan the code on the wall, pick their language once, get the safety points first, then go one step at a time — and can ask it a question instead of chasing down a manager who's already slammed.
Tiendo fits any frontline team where new people arrive constantly and the work has to be done right and safely every time.
BOH and FOH who don't all read English — food safety, close, prep, stations — without trailing somebody through the same thing every week.
Crews turn over and speak different languages. Get every new cleaner running the account to standard — chemicals included — from their first shift.
Same finish every car, whoever's on the tunnel or doing the recon — because every new hire follows the same process, in the language they think in.
Write-up, lift points, shop standards — taught once and understood by every new tech, on their phone in the bay. Fewer comebacks.
Unlimited routines and languages on every paid plan — the core value is never gated. Sign up with a card, no sales call. You pay by locations, because that's what tracks your value.
Start free, upgrade whenever you want · Cancel anytime · Yearly is billed once and works out to two months free
Build your first routine free — talk through a job and watch it come back clear, in your team's language.
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