For hospitality

55% of Room Attendants leave within 90 days. We help you find the 45% who stay.

Tera talks to every applicant in just 15 minutes by voice or chat, in 34 languages and helps your front desk, housekeeping, and F&B managers understand who to hire and why. Built for hotel groups where shifts can't go uncovered and the impact of a bad hire reaches far beyond payroll. It reaches the guest experience.

Talk to us about your properties

A hotel concierge and front-desk colleague reviewing arrivals together at the reception counter

✓ 3 to 500+ properties✓ 34 languages✓ Live in 7-14 days

We see what your week looks like

The cost of a bad hire in hospitality doesn't show up on day one. It shows up by day 90.

You hire under pressure because the next shift can't go unstaffed. The cost of getting it wrong doesn't show up immediately. It surfaces 90 days later after you've already paid for recruiting, training, manager time, compliance paperwork, and the guest experience it took to recover.

01 · MANAGER BANDWIDTH

Your GM reviews 40 resumes to fill one Room Attendant role. Two candidates never show up for the interview. One leaves by week three because expectations were never clearly set.

02 · BRAND STANDARD AT RISK

You hire twelve people across three properties this month. By next quarter, seven are gone. Most never had the chance to consistently deliver the brand standard you expected from day one.

03 · FORCED CHOICES

The night shift can't go unstaffed, so you hire for availability. Then you pay over $5,000 to replace them and spend the next few weeks recovering through training, lost time, and guest reviews.

The industry math, in cold numbers

What the data actually says about hospitality turnover.

Industry-aggregated 2024-2025 data. These are the numbers that move CPOR, RevPAR, and guest review scores, even when nobody puts them on the slide.

55%

of Room Attendants quit within their first 90 days. One of the highest early-attrition rates across U.S. industries.

Hotel Blueprint, Oyster Link (2025)

70-80%

annual turnover in hospitality, higher than any other major sector.

BLS, Hybrid Payroll

of workers in U.S. leisure & hospitality leave their job every month. The highest monthly turnover rate of any industry in the U.S.

BLS JOLTS

$5,000+

average cost per turnover including recruiting, onboarding, training, lost productivity, and guest impact.

Hospitality research, 2025

+9%

Year-over-Year (YoY) increase in housekeeping labor Cost Per Occupied Room (CPOR). Now $7.32 per occupied room and still rising.

Hotel Data Q3 2025

2 yrs

to reach full productivity. Most hospitality hires don't make it past 90 days.

Cloudbeds, Hybrid Payroll

What changes when Tera runs your hiring

Three simple steps designed for multi-property operators, not individual hotels.

Built for multi-property operations. Corporate sets the standard once; every GM hires from a shared ranked list. Multi-language by default, matching the reality of your workforce.

Define each role once, centrally.

Your VP of People defines what "great" looks like across roles, from Room Attendant to GM and district manager. The brand standard stays consistent across every property, while candidate fit adapts to each location.

Tera talks to every applicant, in their language.

Fifteen minutes each. Voice or chat. 34 languages, including the ones your teams actually speak on property. The same conversation works across roles, whether it's a Room Attendant, F&B candidate, or front desk hire.

Each GM sees a ranked dashboard per property.

Candidates are scored on Outcome Fit, Brand Standard, and Risk with verbatim evidence behind every claim. GMs make decisions in 10 minutes, while corporate maintains visibility across retention and performance at every property.

The math at group scale For a 20-property group, every 10-point reduction in 90-day churn equals $1.05M in annual savings. You don't need a deck for this. A single hospitality turnover costs $5,000+. At group scale, those exits become a P&L line you can size in your sleep. The real opportunity is the percentage you can prevent, especially in housekeeping, where 55% don't make it past 90 days. The baseline, 20 properties, 3,000 staff Annual turnover @ 70% 2,100 hires All-in turnover cost $10.5M / yr With Tera, 10-point drop in 90-day churn Bad hires avoided per year ~210 Annual savings (per group) $1.05M At 50 properties: $2.6M / year. At 100: $5.2M / year. And that's before the impact on guest review scores, repeat bookings, and RevPAR (revenue per available room) gets counted.

Proof from the build

What we've already seen and why it matters at hotel group scale.

The data below comes from beta companies running Tera alongside their existing hiring process. In hospitality, where service standards matter as much as staffing levels, the accuracy gap compounds, and so does the cost of ignoring it.

8 out of 10

Candidate resume rankings flipped after a voice conversation in our first parallel test.

A conservative operator ran our voice screening alongside his existing resume-based ranking. Same shortlist. The two systems disagreed on 8 out of 10 candidates, and in hospitality, where service standard matters more than the resume, the resume got it wrong on nearly all of them.

90%

Voice ranking accuracy vs. 30% for resume-only.

In high-volume hiring, the voice signal outperforms the resume signal by 3x. Resumes are no longer a reliable filter especially when AI can generate them on both sides.

94%

Candidates rated the conversation as equal to or better than a human interview.

Across the first 100 voice screenings in closed beta, most candidates left more energized than they came in, and asked when they could speak to Tera again.

What you get

One platform. Every applicant, every property, every role.

Designed for operators who already have a tech stack. We don't replace your PMS, your payroll, your scheduler, or your time system. We sit on top, or work standalone, and we're the only thing in the stack that actually screens people, not paper.

✓Voice screening for every applicant in 34 languages.
✓Role-specific scoring, Room Attendant, GSA, F&B, House Person, GM, district manager.
✓Per-property dashboard for your GMs.
✓Pre-onboarding conversation for every hire, the 90-day-churn killer.
✓Manager-prep brief, one page, ready when they walk in for day one.
✓Brand standard scoring, every role measured against your standard, not generic competencies.
✓30 / 60 / 90 retention tracking across every property.
✓Integrations with UKG, ADP, Paycom, Workday, Hcareers, Hotel Effectiveness, M3, or works standalone.

What we are not

UKG, Opera Cloud, M3, Hotel Effectiveness, keep them. We're not them.

Hospitality tech is crowded. Most operators have already paid for tools that solve adjacent problems. We're sharp on one thing, screening, and we work with what you already run.

We are not a PMS.Opera Cloud, Cloudbeds, Mews keep their job. We don't touch reservations, room blocks, or guest-folio data.

We are not a payroll or time system.UKG, ADP, Paycom, Workday handle that. We don't replace paychecks, time clocks, or compliance reporting.

We are not a scheduling or labor-management tool.Hotel Effectiveness, M3, Deputy keep their job. Once Tera helps you hire the right person, the schedulers manage them just fine.

We are not a personality test.We refuse to flatten Room Attendants into four colors. The portrait is prose, evidence, and what the candidate actually said.

Why we built this for hotel groups

The brand promise is the same in every lobby. The math punishes you twice when the hire is wrong.

I ran a company that grew from 9 people to 40, and past 40 I stopped seeing the people behind the functions. In a hotel group, every property has that same problem multiplied by every GM. The brand promise is the same in every lobby. The candidate fit is property-specific. The math punishes you twice when the hire is wrong, once at the cost line, and once at the review score.

Valer Pinderi · Co-founder and CPO, Teracrowd

No-risk pilot

Run it on one property for 30 days. Free. No card. No procurement.

Pick one property. One role. We turn on Tera for thirty days, your GM uses it on the next openings, and you see the dashboard, the candidates, and the 90-day retention signal. If the math doesn't work for your group, you've lost nothing, and your housekeeping team got their first respectful application process in years.

Talk to us about a pilot Get the group-pricing sheet

FAQ

The questions hotel groups ask in the first meeting.

Will my GMs actually use this across multiple properties?

GMs use what saves them time. Tera removes screening, the most time-consuming part of hiring, and replaces it with a ranked list and verbatim evidence per candidate. Most GMs save 4-6 hours per role per week, across all roles their property hires for. In the pilots we’ve run, GMs are the loudest internal advocates by week two.

How does this integrate with UKG, ADP, Paycom, Workday, or Opera Cloud?

We have ready integrations with UKG, ADP, Paycom, and Workday for payroll and time data, and we sit standalone next to Opera Cloud, Hotel Effectiveness, and M3. The candidate flow goes through Tera; the post-hire workflow stays in your existing tools. Most groups are live in 7-14 days from contract signature.

Does it handle the multi-language reality of our housekeeping and F&B teams?

Yes, that’s a real differentiator, not a feature line. Tera conducts the full conversation in 34 languages, including Spanish, Portuguese, Haitian Creole, Tagalog, Mandarin, Arabic, and others. Your housekeeping applicant gets the same depth of conversation in their first language that your front desk applicant gets in English. The scoring is consistent across languages.

How does this work with our brand standards and corporate hiring policies?

Corporate sets the brand standard once, per role type. Tera scores every candidate against that standard, not against generic personality traits. Properties see the same scoring framework; GMs make property-level decisions. Brand consistency is enforced; property autonomy is preserved.

How does it handle seasonal hiring (resort properties, business cycles)?

Volume scales without limit, we screen 50 or 5,000 applicants in the same operational footprint. Resort groups hiring for high season can spin up campaigns per property, get ranked candidates in the same timeline as off-peak, and shut down the campaign when fully staffed. Pricing is volume-based, not seat-based.

What's the compliance story, tipped roles, OSHA, NYC LL 144, Illinois AIVIA?

Tera scores against behavioral evidence drawn from the candidate’s own words, not protected characteristics. Every score is backed by a verbatim quote, so any audit (EEOC, state, internal) can trace a decision back to what the candidate actually said. We’re in active conversation about NYC Local Law 144 and Illinois AIVIA compliance for groups operating in those jurisdictions, and we handle tipped-role and OSHA-covered hiring (housekeeping in particular) without screening on tip income or physical capability.

See it in one property. Decide for the whole hotel group.

Thirty days, one property, one role. No card, no procurement, no procurement deck. The dashboard will tell you whether the math works for the rest of the group.

Talk to us about your properties