Founded in 2009, Upserve is headquartered in Providence with other offices in San Francisco and New York City. They are the leading full-service Restaurant Management Platform, offering the highest cloud point of sale for restaurants and analytics. Thousands of restaurants use Upserve, receiving guidance in regards to their menu, workforce, and guest habits.
Learn more about the Upserve recruitment process below:
Application: The initial step is the application process can be accomplished when candidates submit an online form and attach their CVs. Applicants can also apply with a recruiter or through an employee referral.
Telephone Interview: An HR recruiter may call applicants over the phone as the first part of the interview stage. These phone calls seek out unfitting candidates by evaluating their character and skills.
In-Person Interview: Job seekers will then be asked to come in for in-person interviews. Each step of the interview may differ based on some aspects of the position. Individuals may also face panel or group interviews with other candidates.
Tests: Numerous pre-employment tests are applied for determining one’s cognitive and technical abilities. Tests may be given out online or as printed evaluations.
Psychometric exams are made up of several aptitude tests. These tests rate one’s responses and offer employers with a multitude of final scores presenting individuals’ level of aptness for the career. Assessment tests, such as the personality and situational judgement (SJT) exams which show one’s qualities concerning their potential success in the workplace. These tests are not pass or fail, nevertheless, they measure applicants’ overall assets.
Other aptitude tests may be expected to measure one’s cognitive abilities. These exams are comprised of the mathematical, verbal, and logical reasoning tests. These exams evaluate specific competencies, such as one’s decision-making capabilities and numerical knowledge. Before these evaluations, we recommend that applicants practice sufficiently.
The Upserve interview procedure can be performed one-on-one or in a group session. Interview methods vary depending on the position being applied for. Competency and technical questions may all be asked throughout this stage. Practising is very advised when wanting to perform well and acquire the chosen role.
Example interview questions are:
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