Grupo DGK, a Subway franchise group operating 24-hour stores in southern Brazil, needed a steady hiring pipeline to keep up with their growth. With no structured interview process and no candidate tracking system, the recruiter role had no playbook. Three months after deploying Visio Recruitment and Selection, DGK had processed 325 applications with AI-assisted screening and built a 104-person talent pool for future hiring.
- 325 job applications processed in ~3 months (late Oct 2025 to Jan 2026)
- 124 applications in January 2026, the record month, with 20 in a single day
- 104-person talent pool built for future hiring needs across 3-4 stores
Who is Grupo DGK
Lucas Knebel is a Subway franchisee who runs 4 stores in Passo Fundo and Ijui, in Rio Grande do Sul, Brazil. He operates without partners. Two of his stores run 24 hours, a model almost no one attempts in smaller Brazilian cities. The Passo Fundo store went from underperforming to consistently ranking among the top 5 highest-selling Subway locations in the southern region. The Ijui store, managed by Camila, saw a 40% revenue increase after going 24 hours.
Running 24-hour operations in smaller cities means constant hiring pressure, especially for overnight shifts. Isadora Werlang Lira joined DGK as an HR intern to handle recruitment.
The challenge
DGK had no structured interview process. There was no question framework, no candidate evaluation criteria, and no way to track where applicants came from or what stage they were in. The recruiter role existed, but the playbook didn’t.
I never studied to do an interview. It's like a normal conversation, right?
That approach worked for Lucas after years of experience, but instinct doesn’t transfer. A growing franchise with 24-hour stores needed a repeatable system, not one person’s gut feeling.
Beyond the interview gap, DGK had no visibility into their hiring pipeline. There was no way to know how many candidates were in the funnel, where they came from, or what stage they were in.
What they did
In late October 2025, DGK deployed Visio Recruitment and Selection. The platform introduced three capabilities that didn’t exist before:
AI-powered resume screening. When a job description is registered, the platform analyzes every submitted resume for alignment with the position. It flags gaps and mismatches before anyone opens the resume.
AI-generated interview questions. Based on each candidate’s resume and the job description, the platform generates specific questions designed to uncover blind spots. This gave DGK’s recruiter exactly what was missing: a structured target for every interview.
Full pipeline visibility. Every candidate is tracked through stages: screening, HR interview, practical test, admission process, admitted, or talent pool. For the first time, Lucas and Isadora could see the entire funnel.
Lucas promoted openings on Facebook. Camila, his store manager in Ijui, promoted through other channels. The platform tracked which channels drove results.
Results
| Metric | Before | After | Improvement |
|---|---|---|---|
| Total applications (~3 months) | Untracked | 325 | New capability |
| Applications per month (peak) | Untracked | 124 (Jan 2026) | New capability |
| Peak single-day applications | Untracked | 20 (Jan 6, 2026) | New capability |
| Talent pool | None | 104 candidates | New capability |
| Hired through platform | N/A | 3 | New capability |
| Interview preparation | No framework | AI-generated questions per candidate | From guessing to structured |
| Channel visibility | No data | Facebook 62.5%, WhatsApp significant, QR Code 5% | New capability |
| Pipeline visibility | No stages tracked | Full funnel: screening > interview > test > admission | New capability |
The growth trajectory tells the story: 71 applications in October, a dip to 14 in November as the team learned the platform, then 116 in December and a record 124 in January.
We reached a new record. We have 325 applications in Visio Recruitment and Selection. Since it started, which was there at the end of October.
And Isadora, who had stepped into a role with no playbook three months earlier?
Isadora is excelling with resumes.
What’s next
DGK now has channel effectiveness data showing Facebook drives 62.5% of applications, while QR codes in-store account for only 5%. This intelligence can guide where Lucas and Camila invest their recruiting effort. The 104-person talent pool means DGK doesn’t start from zero every time they need to fill a position, a significant advantage for a 24-hour operation where staffing gaps directly impact service.
For Lucas, the transformation is about giving a growing franchise the structure it needed. What started as one person’s instinct is now a system: AI screens resumes, generates interview questions, tracks the full pipeline, and builds a talent pool that serves all four stores.