Keep talent supply
ahead of store growth

SurSpark is a Shanghai-based AI recruiting technology company building an AI-powered workforce supply chain. We help service businesses develop a reliable talent supply that can keep pace with store growth.

Onboard Now is SurSpark’s core solution for full-time frontline hiring across multi-location service brands. It covers requirement discovery, talent search, screening, outreach, interview follow-up, arrival delivery and post-start retention tracking—and remains accountable for the arrival outcome.

Instead of asking store managers to post jobs, screen résumés, chase candidates and handle no-shows, Onboard Now uses AI to rebuild the workflow. Managers only need to submit the requirement, conduct the interview and arrange the start.

SurSpark currently serves more than 50 restaurant brands, including KFC, Banu Hotpot and Yun Hai Yao. We have generated over 10,000 interview referrals and built a dynamic pool of more than 50,000 workers across service, greeting, food running, kitchen and beverage roles.

Restaurants depend heavily on people. As a brand adds stores, hiring demand becomes fragmented across cities and trade areas and can spike with new openings, employee turnover and holiday traffic. Annual turnover in frontline restaurant roles often exceeds 80%, leaving many stores in a constant cycle of vacancy, hiring and renewed vacancy.

Frontline candidates may not have polished résumés or know how to express service awareness, personality and adaptability on paper. Conventional hiring overweights credentials and keywords, so people who genuinely fit the role can remain invisible.

Candidates also may not fully understand workload, scheduling, compensation or management expectations before starting. Employers struggle to find suitable people while workers repeatedly move through applications, starts and departures.

We began with restaurant chains to address both sides: help stores find people who truly fit, and help more workers be recognized and find roles where they can grow steadily.

China’s restaurant industry is entering a faster phase of chain expansion. The chain penetration rate reached 25% in 2025, up from 15% five years earlier, and Gaoyan Technology forecasts that it could reach 40% within another five years.

Central kitchens, cold-chain logistics, prepared-food infrastructure, digital tools and AI have made products, processes and remote store management increasingly repeatable. People have not become equally easy to replicate.

Every new location still needs a team capable of executing standards and operating reliably. Smaller formats and satellite stores use leaner teams, so each employee carries more responsibility and expectations for capability and stability rise.

That is the real bottleneck: when talent supply cannot keep pace with store growth, even mature products and operating systems cannot be implemented consistently.

Recruiting has traditionally relied on the judgment of experienced individuals. Those insights are difficult to standardize or reproduce across more cities and stores.

Our core team brings experience from Tsinghua University, Renmin University, Meituan, Ele.me, Lenovo and Innovation Works, spanning AI engineering, product, chain operations, recruiting and workforce supply. We turn tacit recruiting knowledge into three repeatable system capabilities: judgment, execution and dispatch.

Judgment converts vague preferences into explicit assessment standards. Large language models work with competency models, competency dictionaries and behavioral interviewing to evaluate capability, motivation and stability—and support one standard per store, one process per role and one profile per person.

Execution reliably completes repetitive recruiting work. Multi-agent workflows handle outreach, résumé screening, interview invitations, scheduling, follow-up and attendance reminders until candidates actually arrive.

Dispatch means talent does not need to be found from scratch after a vacancy appears. A dynamic network keeps candidate intent, preferences and availability current, then matches location, role requirements, capabilities and arrival probability for advance preparation and on-demand allocation.

Traditional recruiting often ends when a candidate starts. For SurSpark, every delivery result becomes evidence for the next match.

Whether candidates accept or reject a role, attend an interview, pass the store interview and remain after starting helps the system learn who fits a brand, which capabilities affect performance and which conditions lead to no-shows or turnover.

That evidence continuously updates role profiles, candidate profiles and delivery strategies. The system learns real store requirements, refreshes candidate capability, preferences, location and availability, and adjusts channels, screening questions, communication and follow-up timing.

More precise with every use means each delivery reduces uncertainty in the next one—helping employers find suitable people faster and helping workers find jobs that genuinely suit them.

Yes. When the role requirements are clear and the employer can respond promptly, our fastest achievable delivery time is 12 hours.

Speed does not mean lowering the screening standard. Matching, communication and interviewing still take place in full. This pace is supported by SurSpark’s dynamic talent pool and the KYMS.AI recruiting engine.

Onboard Now has built a dynamic pool of more than 50,000 workers—and it continues to grow—across service, greeting, food running, kitchen and beverage roles. We continuously refresh candidates’ preferred locations, job-seeking intent and available start dates, allowing a store to match directly with people who are actively looking for work.

At the same time, KYMS.AI converts location, compensation, scheduling, experience and required start date into explicit screening criteria, then advances matching, interest confirmation, interview scheduling and onboarding communication in parallel. Our recruiting consultants confirm that candidates fully understand and accept the role conditions, reducing no-shows and repeated referrals caused by incomplete information.

The dynamic talent pool allows people to be prepared in advance, while KYMS.AI coordinates matching, screening and workflow execution. Together, they make a start in as little as 12 hours possible.

Traditional recruiting provides either tools or labor. Recruiting platforms solve an information problem: employers buy accounts, traffic and résumés, but must still handle screening, outreach, interviews and onboarding themselves. The platform is not accountable for whether candidates actually start.

Staffing agencies provide execution capacity. They can source and contact candidates on an employer’s behalf, but screening often depends on individual recruiters’ experience and delivery capacity is constrained by team size. When demand grows, a traditional agency usually has to add more recruiters.

Onboard Now delivers the employment outcome. It connects requirement discovery, talent search, screening, interview progression, arrival delivery and retention follow-up in one continuous chain. Every stage advances toward the same result: helping people who genuinely fit the role start successfully.

Employers are no longer purchasing recruiting accounts, résumé volume or execution hours. They are purchasing a workforce supply chain that can deliver talent continuously and remain accountable for the arrival result.

Onboard Now charges for actual starts. Pricing reflects the role’s city, talent availability, hiring urgency, delivery timeline, hiring difficulty and purchasing volume, with a specific quote provided for each role.

For example, frontline positions below store-manager level in cities such as Beijing and Shanghai typically cost RMB 800–1,500 per successful start. If the candidate does not actually start, the employer does not pay. If an employee leaves within seven days, we provide one replacement candidate at no additional charge.

From project-based engagements to long-term service, the model is flexible and cost-effective. SurSpark takes responsibility for the end-to-end process of getting people started and helping them remain, freeing HR teams from day-to-day recruiting execution.

SurSpark has served more than 50 restaurant brands, including KFC, Banu Hotpot and Yun Hai Yao, and has generated over 10,000 interview referrals.

Across our delivery data, candidates recommended by Onboard Now attend interviews at an 85% rate, compared with an industry average of roughly 50%. Traditional staffing providers often need 10–15 interviews to produce one start; Onboard Now averages one start for every five interviews. Seven-day retention has reached 80% in some projects.

For a leading hotpot brand with more than 200 stores nationwide, we built store profiles and role-specific screening flows. The interview pass rate reached 70%, and 20% of interviewed candidates started—twice the result of the brand’s traditional staffing channel.

For a barbecue chain with more than 300 stores nationwide, we explained night-shift requirements upfront and focused on confirming genuine candidate intent. Over three months, 130 people attended interviews and 60 ultimately started.

Our customers now include large restaurant chains, distinctive independent stores and emerging small and midsize brands. We support standardized nationwide expansion and high-frequency replenishment as well as flexible single-store hiring and precise recruitment for niche brands. Results will continue to improve as the talent network expands and the system evolves.

The intelligent workforce delivery infrastructure for the service economy.

SurSpark’s ambition extends beyond recruiting. We want to use AI to redefine the boundaries of individual potential and organizational growth. Today, we begin with frontline hiring and solve store vacancies; over time, we aim to help employers build a long-term, stable talent supply.

When a brand enters a new city, opens a group of stores or responds to seasonal peaks and everyday turnover, it should not have to restart recruiting from zero. With SurSpark, talent supply should no longer constrain scalable growth.

This infrastructure serves workers as well as employers. We want AI to recognize each person’s strengths and growth potential, help people find work that genuinely suits them, and enable them to build skills and progress through their working lives.

When talent supply keeps pace with organizational growth, chain brands can move from hundreds to thousands of stores and from China to global markets. When AI understands each person’s experience and choices more accurately, more workers can be recognized and find their place in the service economy.