5 lessons from Juvo Jobs CEO on making the most of part-time hiring.

Although I’d already spent 30 years in the HR technology space, my real education started when I set out to address the gaps I saw firsthand in the hourly workforce in my startup Juvo Jobs. As a father of four children, I had a front-row seat to the obstacles faced by millions of hourly workers across the country, watching my own kids struggle to find hourly jobs and deal with challenges like bureaucratic and impersonal application processes and rigidly structured shifts that didn’t consider their other obligations. I also knew that many employers were struggling to find the talent they needed.

I couldn’t shake the feeling that something was deeply wrong with the way we support hourly workers and the businesses that hire them. Founding and growing Juvo Jobs, my startup in Atlanta, opened my eyes to the realities of the current system leaving both sides short.

More than 80 million people in the U.S. work hourly jobs, representing more than half the workforce. These are the people who keep industries like retail, hospitality and manufacturing alive, but supporting them requires rethinking much of what has become the status quo in hiring. Here are five key takeaways I’ve learned that have shaped my perspective on how we can improve the experience for hourly workers and the businesses that employ them.

1. Local Hiring Matters More Than We Realize

Turnover is one of the greatest expenses and challenges in the hourly workforce. Roughly 70% of hourly workers change jobs each year, with some switching employers up to four times a year, adding both financial strain and operational instability for businesses. This constant churn also affects worker morale and productivity, but I’ve found that there’s a powerful, simple solution that too many businesses overlook: hiring locally.

Workers who live near their jobs have shorter commutes, which reduces tardiness, boosts retention and improves employee financial wellness; some workers currently spend up to 20% of their paychecks on gas for distant jobs. If I could offer one piece of advice to hiring managers, it would be this: Look closer to home. It might sound like a small shift, but I’ve watched employers experience measurable improvements in stability just by focusing on hiring in their own backyard.

2. Simplicity Is the Best Competitive Advantage

If there’s one thing I learned from building technology for hourly workers, it’s that complex hiring processes deter applicants and cost businesses great talent. Lengthy application forms and redundant paperwork push candidates away.

Smaller and mid-sized businesses don’t need the complexities of advanced technology or extensive applicant tracking systems. Traditional hiring methods, like job boards, result in an average three-week hiring timeline. Hourly workers, many of whom are balancing multiple roles, don’t have time to wait for an answer. They need jobs quickly, and employers need open shifts filled just as fast.

Our team found that by simplifying the entire hiring process, businesses can fill roles more quickly. With our technology specifically, its digital and user-friendly design has reduced their time-to-hire by more than 50%. The less friction in the hiring processes, the greater the likelihood of securing great employees in a competitive market. The businesses that embrace simplicity are already seeing the payoff.

3. A Genuine Connection Can’t Be Automated

I firmly believe that hiring is, at its core, a human connection — something that many HR systems have gradually lost. As HR technology advances, I’ve noticed a tendency to rely on systems that filter resumes, screen candidates and automate most of the hiring process. But in the world of hourly hiring, people hire people, not algorithms. Many of the best hires come from moments of genuine connection, where candidates have the chance to show their personality and skills. Particularly for hourly positions, attitude and reliability are often as important as experience.

We’ve seen the impact of using short video introductions to showcase workers beyond resumes and highlight company culture for better job matches. These interactions help both discover the potential of candidates/workplaces who might otherwise be overlooked. Taking this extra step to making hiring personal has helped us bring businesses more authentic connections with the communities they serve.

4. Flexibility and Financial Stability Are Key to Retention

Today’s hourly workforce, made up of 60% millennials and Gen Z, prioritizes flexibility as much as they do compensation. Lack of control over scheduling is a top reason hourly employees quit. This was an eye-opener for me: Workers need jobs that fit their lives, not the other way around.

I’ve found that offering even small adjustments, like shift swaps or shorter workday options, can make a meaningful difference in retention. Additionally, I’ve seen the power of financial wellness benefits, like earned wage access. For those living paycheck to paycheck, this option can be a lifeline, reducing stress and building loyalty.

5. It’s Time to Put People Back at the Center of HR

Over the years, HR has drifted from its original purpose of supporting people, focusing instead on data and efficiency. I’ve watched as hiring processes have become bogged down with systems and automation designed for efficiency but lacking in humanity. The more I work in this space, the more I believe that the future of HR needs to prioritize people over processes.

The human element can’t be replaced. As we move away from personal interaction, we lose in building strong, engaged hourly workforces. Despite advancements in AI and automation, real connection in hiring will always matter. Whether leaders begin to acknowledge the potential behind a first-time jobseeker or start to show more empathy for the challenges workers face, this approach will create a more people-centered hourly workforce.

Moving Forward: A Collective Effort

The topics I’ve touched on here only slightly cover the depths at which I wish leaders knew and understood more about the hourly workforce. Improving the hourly hiring process means re-examining the costly, unproductive role of traditional job boards.

It will take a collective commitment from HR professionals, business leaders and technology providers alike to create a hiring process that truly supports hourly workers and builds stronger, more resilient communities. I’m excited to be part of this movement, and I look forward to seeing how leaders in our industry evolve to meet the needs of today’s workforce.

Mark Emery is a seasoned entrepreneur and HR technology expert, with more than 35 years of experience in the hiring and HR tech space. A four-time founder, Mark has built and exited successful businesses, becoming a well-respected voice in the industry. He’s led numerous workshops and webinars for employers, sharing his deep knowledge of the hourly hiring space. While his titles also include investor and board member, Mark’s current passion lies in his role as CEO of Juvo Jobs, where he’s focused on revolutionizing the way hourly workers and employers connect.