NeuroHireBehaviour-first hiring for UK hospitality · Evidence-based recruitment
Hire hospitality staff on behaviour, not on a CV.
NeuroHire puts every candidate through a 3–8 minute hospitality micro-shift simulation, then hands the employer an evidence report — so restaurants, hotels, bars and cafés make better hiring decisions than CV screening alone can support.
- Assess candidate
- Behaviour analysis
- Evidence report
- Hire with confidence
- £646,654
- Year 3 revenue
- 175
- Paying customers, Year 3
- 12
- UK jobs, Years 1–3
- £50,000
- Founder equity, no debt
The problem
Hospitality hires on credentials, then pays for it
Sector turnover is structural, and every mis-hire is paid for twice — in replacement cost and in lost productivity.
£272m
Annual UK hospitality productivity loss from turnover
52%
Sector-wide staff attrition rate
£11,000
Full replacement cost per employee (£5,000–£7,500 typical)
3–8 min
Length of a NeuroHire micro-shift assessment
The platform
Five layers we operate
From a simulated shift to a validated hire, with a full audit trail behind every decision.
Scenario data layer
Structured hospitality incident library: 30–50 simulations in Year 1, over 100 in Year 2, more than 250 by Year 3.
Behavioural signal extraction
Eight core signals — empathy, communication, ownership, safety awareness, prioritisation, teamwork, escalation judgement, emotional control — scored 1 to 5. Sub-500ms latency.
Explainable scoring
Competency scorecards with percentile benchmarks, evidence-linked strengths, risk indicators and tailored interview questions. Full audit trail per decision.
Post-hire calibration
30-day performance and 90-day retention feedback correlated with pre-hire scores. 500 records in Year 1, 2,000 in Year 2, over 5,000 in Year 3.
Workforce intelligence
Target predictive accuracy above 80% for 90-day retention outcomes, improving as the dataset compounds.
Market size
A £530m market, entered at under 1%
TAM
~£530m
176,685 businesses
£3,000 / year
SAM
~£193m
~64,000 businesses
£3,000 / year
SOM
£647,000
175 active customers
£3,000–£4,200
- £69.6bn
- Sector GVA (2023)
- 176,685
- UK hospitality businesses
- 2.6m
- Jobs supported
- 30,885
- Public houses and bars
Year 3 targets 175 active paying customers — less than 1% of the serviceable market of more than 64,000 recruitment-intensive hospitality businesses, of which a 40% digitally-active share gives a reachable ceiling of 25,600.
Platform capabilities
What NeuroHire actually does
Five capabilities, each drawn straight from the behaviour-first hiring model.
Behaviour-First Assessment
Candidates are judged on how they act in a shift, not on how a CV reads.
Hospitality Micro-Shift Simulations
Role-specific 3–8 minute simulations built from a structured hospitality incident library.
Behavioural Evidence Reports
Competency scorecards with percentile benchmarks and evidence-linked strengths.
Explainable Hiring Insights
Every score is traceable — risk indicators, tailored interview questions, full audit trail.
Hiring-to-Development Intelligence
30-day performance and 90-day retention feedback loops back into scoring and training.
Hiring workflow
From open role to hiring decision
Six steps, no CV sift, under ten minutes of candidate time.
- 01
Employer
Venue or group opens a role in NeuroHire.
- 02
Invite candidate
Candidate receives a link, no CV screening required.
- 03
3–8 minute hospitality simulation
Role-specific micro-shift scenario.
- 04
Behaviour analysis
Eight behavioural signals scored 1 to 5.
- 05
Evidence report
Explainable scorecard with benchmarks and risks.
- 06
Hiring decision
Employer hires on evidence, then calibrates post-hire.
Evidence-based hiring
What the employer receives
Every completed simulation returns one explainable evidence pack.
Evidence
Behaviour scores
Eight core signals — empathy, communication, ownership, safety awareness, prioritisation, teamwork, escalation judgement, emotional control — each scored 1 to 5.
Evidence
Competency breakdown
Competency scorecards with percentile benchmarks against the scored population.
Evidence
Role suitability
Fit for the specific hospitality role the simulation was built for.
Evidence
Behavioural strengths
Evidence-linked strengths drawn from the candidate's own decisions in the shift.
Evidence
Interview recommendations
Tailored interview questions to probe what the simulation surfaced.
Evidence
Risk indicators
Flagged behaviours to verify before hiring, with the evidence behind each flag.
Sample evidence report
Candidate A
Front-of-house · Micro-shift simulation
4.4
/ 5.0
- Communication4.5 / 5
- Customer empathy4.5 / 5
- Decision making4.0 / 5
- Teamwork4.5 / 5
Interview recommendation
Probe escalation judgement during a double-seated service. Verify safety awareness flag before offer.
Illustrative example. Each of the eight behavioural signals is scored 1 to 5 with percentile benchmarks and a full audit trail.
Innovation
Why this is new
The innovation is behavioural, hospitality-specific and explainable end to end.
Behaviour-first methodology
Hiring decisions are made on observed behaviour in a simulated shift rather than credentials.
Hospitality simulations
30–50 scenarios in Year 1, over 100 in Year 2, more than 250 by Year 3.
Explainable assessment
Scoring is explained line by line with a full audit trail per decision — not black-box AI.
Operational behavioural intelligence
Sub-500ms scoring latency across eight behavioural signals per assessment.
Workforce development continuity
500 post-hire records in Year 1, 2,000 in Year 2, over 5,000 in Year 3, targeting above 80% predictive accuracy.
Employer outcomes
Benefits for hospitality employers
Reduce mis-hires
Every mis-hire costs up to £11,000 to replace, with £5,000–£7,500 typical.
Improve 90-day retention
Post-hire calibration targets above 80% predictive accuracy on 90-day retention.
Faster candidate screening
A 3–8 minute simulation replaces the CV sift.
Fair and consistent hiring
Same scenario, same eight signals, same 1 to 5 scale for every candidate.
Better workforce readiness
30-day performance feedback feeds development, not just selection.
Reduce recruitment costs
Against £272m of annual UK hospitality productivity loss from turnover.
Revenue model
Four subscription tiers plus usage overage
Starter
Independent venue
£99 / month
- Year 3 price
- £109
- Included
- 25 / month
- Overage
- £4.50 each
Growth
Small group (2–10 venues)
£299 / month
- Year 3 price
- £319
- Included
- 100 / month
- Overage
- £3.00 each
Professional
Medium groups (10+ venues)
£799 / month
- Year 3 price
- £849
- Included
- 350 / month
- Overage
- £2.00 each
Agency / Education
Agencies, colleges
£999 / month
- Year 3 price
- £1,049
- Included
- 500 / month
- Overage
- £1.75 each
Blended overage assessment price falls from £3.00 to £2.75 to £2.25 as average volume per customer rises from 8 to 18 assessments per month. Subscriptions are 89–91% of total revenue in every year.
Three-year plan
Pilot, region, nation
Year 1
MVP, pilots and first customers
- Paying customers
- 30
- Overage assessments
- ~700
- Revenue
- £22,967
- Gross margin
- 84%
- Operating profit
- −£27,103
- Team size
- 2 FTE
3–5 London pilots. Revenue begins Month 9, so Year 1 is a partial trading year.
Year 2
Regional expansion and repeatable sales
- Paying customers
- 99
- Overage assessments
- ~9,800
- Revenue
- £257,309
- Gross margin
- 87%
- Operating profit
- +£24,019
- Team size
- 6 FTE
London, Manchester, Birmingham, Bristol. 3–5 multi-site groups of 5–20 venues.
Year 3
National growth and enterprise sales
- Paying customers
- 175
- Overage assessments
- ~30,000
- Revenue
- £646,654
- Gross margin
- 90%
- Operating profit
- +£117,290
- Team size
- 12 FTE
10–15 large multi-site groups of 20+ venues. Monthly break-even between Months 24 and 30.
Financial statements
Profit and loss, three years
| £ | Year 1 | Year 2 | Year 3 |
|---|---|---|---|
| Total revenue | £22,967 | £257,309 | £646,654 |
| Total cost of revenue | (£3,790) | (£34,737) | (£67,899) |
| Gross profit | £19,178 | £222,572 | £578,755 |
| Salaries (expensed) | (£22,500) | (£116,967) | (£305,708) |
| Marketing & sales | (£6,000) | (£30,000) | (£40,800) |
| R&D (four lines) | (£8,400) | (£24,000) | (£43,200) |
| Total operating expenses | (£46,281) | (£198,553) | (£461,465) |
| Operating profit (EBIT) | (£27,103) | £24,019 | £117,290 |
| Corporation tax | £0 | (£4,564) | (£27,332) |
| Net profit | (£27,103) | £19,456 | £89,958 |
| Net margin | −118.0% | 7.6% | 13.9% |
| Closing cash | £10,470 | £26,143 | £121,662 |
Unit economics
| Metric | Y1 | Y2 | Y3 |
|---|---|---|---|
| Blended CAC | £400 | £560 | £780 |
| Revenue per customer | £757 | £2,602 | £3,691 |
| Lifetime value | £1,756 | £7,815 | £13,764 |
| Monthly churn | 3% | 2% | 2% |
Funding & runway
£50,000
Founder equity, Month 1. No loans, no external rounds.
- Tangible setup, equipment & company formation£12,300 25%
- Capitalised MVP development£8,850 18%
- Developer salary & employer oncosts£8,000 16%
- Marketing & customer acquisition£9,000 18%
- R&D & infrastructure (Year 1)£8,400 17%
- Working capital & contingency£3,450 7%
Cash stays positive in all 36 months, with a low of £6,914 in Month 15 and £121,662 by Month 36. Startup and capitalised costs total £21,150.
UK job creation
Twelve full-time UK roles
Year 1
1 new hire
2 total · £22,500 salary budget
Developer / Engineer
Year 2
4 new hires
6 total · £116,967 salary budget
Scenario Author, Customer Success & Ops Lead, Sales Representative, Data Analyst
Year 3
6 new hires
12 total · £305,708 salary budget
Full-stack Engineer, Enterprise Sales Manager, Marketing Specialist, Customer Success 2, Scenario Author 2, Support / Ops 2
Revenue per employee rises from £11,484 to £42,885 to £53,888. Salary as a share of revenue falls from 98% to 45%, settling at 47% in Year 3.
Founder
Pawanpreet Kaur — Founder and Chief Executive Officer
UK-based Human Resources and business operations professional with experience across hospitality operations, workforce management and administration. MSc in Human Resource Management, University of Bedfordshire (2023–2024).
As a Buddy Trainer in a leading hospitality organisation she trained and mentored new employees and supported operational performance during service periods — the frontline insight behind the behaviour-first hiring model and the requirement for explainable scoring rather than black-box AI.
Harsh Modanwal has been appointed Chief Technology Officer on a full-time salaried basis at £30,000 per annum, a UK-based skilled technology role funded within the financial model.
- NeuroHire Hospitality Ltd
- Proposed company name
- UK Private Limited
- Limited by shares
- SaaS
- Innovation-led nature of business
- Month 9
- First paid revenue month
Get started
Transform hospitality hiring with behaviour-first assessments
See a 3–8 minute micro-shift simulation and the evidence report your hiring managers would receive.
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