An Hour of Setup. Years of Schedule.
Every shift on the calendar links back to a person, a position, and a location. Setup is where you define those three dimensions plus the rules that bind them — which employment types apply where, which positions each person is qualified for, which holidays each location observes. Most teams complete the initial setup in an hour, and only revisit it when they hire, open a new site, or change how they categorize roles. Once it's done, the scheduler has everything it needs to surface the right candidates for every shift you create — and to flag conflicts before they reach payroll.
Five Things, in This Order.
Each step builds on the last. Skipping ahead means re-doing work.
Add your locations.
One per physical site. Each location can have its own work rules, holidays, and country override — useful for cross-border operations.
Add areas and positions.
Areas group positions inside a location (front of house / kitchen, salesfloor / stockroom). Positions are the roles people work.
Invite your people.
Email invitation. They activate their own account, set their password, and pick their language.
Set eligibility.
Mark which positions each person can work at which locations. The scheduler only offers them as candidates where they're qualified.
Pick employment types.
Full-time, part-time, hourly, on-call. Each carries its own work-time rules, leave policies, and overtime thresholds.
Optional, but Worth Knowing.
None of these are required to start scheduling — add them when you need them.
Skills
Filter who can fill a slot beyond just position eligibility. A bartender might also be a barista; a nurse might also be a phlebotomist.
Holidays
Statutory and regional holidays preloaded per country. Add manual ones for company days off, opening events, or peak-season blocks.
Payroll & Budgets
Your payroll frequency sets the pay cycle (weekly, bi-weekly, monthly). Budgets set the labor-cost target the forecast report compares against, over the date range you choose.