When you think of Hattie B’s, you probably think two things: hot chicken and Nashville’s Southern hospitality.
But the iconic family-owned restaurant isn’t just Nashville anymore. With 16 locations and counting, Hattie B’s is determined to spread its “cult of kindness and chicken” nationwide. And while the latter is fairly simple, the “kindness” part is a bit trickier—because that comes down to people, and by extension, hiring the right ones.
Strong teams start with the right frontline hire.
“Hiring the wrong person isn’t just a financial cost,” said Hattie B’s Director of Culture Lola Conway. “It’s a culture killer.”
The “wrong” hire impacts far more than the bottom line—it can disrupt team morale and undermine each store’s culture. In frontline environments especially, where teams work side by side and rely on one another every day, the wrong fit creates immediate strain. It can cause instability, increase pressure on high performers, and lead existing employees to question their own experience at work.
That’s why hiring isn’t just about filling a role. It’s about finding someone who strengthens the team and contributes positively to a fast-paced, customer-facing environment. The right person brings energy, accountability, and a collaborative mindset that elevates everyone around them.
When it comes to frontline talent acquisition, we’re looking for people who care about people.
Director of Culture
A frontline hiring solution to help scale.
Hattie B’s commitment to caring for people, exceeding expectations, and delivering stand-out service begins with its hiring process. As the brand expands its Southern hospitality nationwide, they partnered with Workday Paradox to scale their hiring alongside them.
With Workday Paradox Candidate Experience Agent, Hattie B’s leverages an AI agent named Hattie to guide candidates through the application process, all over text. If they meet minimum qualifications, Hattie is synced with hiring managers’ calendars and sends open interview times. No longer having to manually read resumes or schedule interviews, hiring managers can focus more on consistently identifying candidates who align with the brand’s culture and service standards.
Since implementation, the impact has been clear: a more streamlined interview process, faster staffing for restaurants, and teams made up of thoughtful, conscientious people who bring the ’s values to life every day.
We tried emailing. We’d tried calling. We’d tried hiring fairs. But the real push now is quick, concise communication. Texting candidates has been a game changer.
Director of Culture