Overview
The Challenge
Tacoria is a high-growth brand built on strong food, loyal teams, and hands-on
operators. But as the business scaled to 12 locations, with four new stores
opening in rapid succession, the cracks of manual workforce management became
harder to ignore.
Leadership faced growing complexity across:
Labor costs fluctuating widely by store (20%–40%)
Manual scheduling with little predictive insight
Unexpected overtime driven by last-minute callouts and store shifting
Limited visibility into early clock-ins, late clock-outs, and labor creep
Fragmented communication across WhatsApp groups
No centralized system for hiring, onboarding, scheduling, labor analysis,
and payroll export
“We’re successful today, but we know we’re leaving money and time on the
table.”
Tacoria didn’t want more tools. They needed
clarity, control, and consistency across every location.
Why Tacoria Chose Harri
From the first conversation, Harri aligned with how Tacoria actually operates.
The leadership team saw Harri as a way to
centralize workforce operations without slowing down managers who are
already stretched thin.
Key decision drivers included:
One platform for
employee data, scheduling, communication, and labor analysisPredictive scheduling to move beyond fixed labor assumptions
Real-time visibility into clock-in behavior, overtime risk, and
store-to-store varianceSeamless payroll export to ADP Workforce Now
Mobile-first tools that managers and hourly staff would actually use
“With pressure on margins coming from every direction, we knew technology
had to help us get more efficient.”
Identifying the ROI Levers
During the evaluation process, Tacoria’s team uncovered several immediate
opportunities for ROI. Many of which had previously gone unseen.
Labor Cost Control
Across 12 locations, leadership knew labor felt high, but lacked
concrete data.
Harri surfaced the biggest cost drivers:
Early clock-ins and late clock-outs adding up daily
Overtime caused by unplanned store shifting
Inconsistent scheduling efficiency between mature and newer locations
“I would bet my life that more than 50% of employees are clocking in 10
minutes early. That adds up fast.”
With Harri, Tacoria gained real-time dashboards to spot issues
before payroll, not after.
Manager Time Reclaimed
Before Harri, labor analysis meant hours of back-and-forth between operators
and store managers, often during live shifts.
“It took me two and a half hours for one store, going back and forth with a
manager who was also working the line.”
Harri replaces manual audits with:
A single labor risk dashboard
Store-level and employee-level visibility
Proactive alerts instead of reactive investigations
The result: less admin, more time on the floor.
Flexibility Without Chaos
Tacoria regularly shifts employees between stores to handle callouts, new
openings, and staffing gaps, often triggering unexpected overtime and
efficiency loss.
Harri enables:
Approved “floater” scheduling
Overtime alerts before shifts are published
Clear visibility into downstream labor impact
“When it rains, it pours. Harri helps us prepare for when things go
sideways.”
Stronger Hiring & Retention Foundations
Tacoria’s FOH workforce naturally churns more—but leadership saw clear links
between scheduling friction and turnover.
Harri addresses this with:
Mobile schedules employees can actually see and trust
Built-in shift swapping with manager approval
Clear expectations around hours and availability
On the hiring side, Harri replaces:
Google Forms and manual onboarding
Disconnected job postings with no visibility
With:
Centralized applicant tracking
Reusable talent pools across locations
Faster response times for candidates
“We don’t know our time-to-hire today, but we know it’s slower than it
should be.”
Centralized Communication. Finally.
Like many operators, Tacoria relied heavily on WhatsApp: Fast, familiar, but
chaotic.
Pain points included:
Important messages getting lost
No accountability or read confirmation
Sensitive photos and files living on personal devices
Harri brings communication into the workflow:
Announcements tied directly to shifts
Messages employees must see before clocking in
One system for operations, not 15 group chats
Built for What’s Next
As Tacoria prepares for expansion into Manhattan and other regulated markets,
Harri provides confidence around:
Predictive scheduling and labor forecasting
Fair Workweek readiness
Minor labor compliance
Scalable processes that don’t break as the brand grows
“Harri gives every manager superpowers, not just the ones who already know
how to analyze the data.”
The Bottom Line
Tacoria chose Harri to move from
gut feel to operational clarity.
The platform gives leadership:
Visibility they’ve never had
Control without micromanagement
A clear path to lower labor costs and better-run stores
“We’re already successful. Harri helps us be intentional, and scalable,
about it.”
