Vacancies, queues and interview slots,
on your agency's screens
A candidate walks past, sees today's vacancies in the window and scans the QR to apply without coming in. Those who do come in take a number and see how long they have to wait. Inside, the team has interview slots and onboarding requirements up on screen. Instead of an outdated paper job board, the screen shows what's available today. You update it from your phone.
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Warehouse op · Waiter/ess · Forklift driver · Scan QR to apply
What you show on screen
from day one
Ready-made templates for the high-street branch and the high-volume agency running back-to-back hiring drives. No design work, no learning curve.
Window job board with QR apply
Today's vacancies in the window — each one with the role, shift pattern and area — plus a QR code that takes anyone walking past straight to the application form. They apply without stepping inside, and the board never shows a role that's already been filled. You update vacancies from your phone the moment they open or close.
Candidate queue and waiting area
Candidates take a ticket on arrival and see how many are ahead of them and the estimated wait. On high-volume days — a seasonal campaign, a logistics or hospitality surge — the queue flows and nobody walks out not knowing how long they have left. Reception stops managing the queue verbally and gives each candidate proper attention.
Interview slots and onboarding documents
The day's interviews and group assessment sessions with time and room, plus the documents candidates need to bring for onboarding (right-to-work check, National Insurance number, bank details). Candidates arrive prepared and registrations go through first time. The recruitment team has their day's schedule on screen without chasing emails.
Placements, clients and internal comms
Monthly placements, filled roles, new clients and team notices. The branch sees how it's tracking against its placement target, and candidates see an agency that actually places people — not just a drop-box for CVs.
The plan your
agency needs
Small agency with 1 window job board screen: Starter €9/month. Agency with window + waiting area + interview zone: Pro €19/month (3 screens, most popular). Large branch with high-volume hiring: Business €59/month. Multi-branch staffing network: Network €199/month. All plans include a 14-day trial with no credit card required.
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The window screen:
what works and what fails
It is the only screen seen by candidates who have never come in. And it is the one most often installed badly.
Brightness before anything else
An indoor TV reaches 300 nits. Behind a south-facing window at midday, the candidate sees only their reflection. For a window you need a screen from 700 nits, ideally 1,000 if the street faces south or west. This is not where you save: a dim screen costs no less, it simply does nothing.
Portrait, and at eye level
The passer-by reads standing, a metre and a half from the glass, for four to six seconds. A portrait screen shows three readable adverts; a landscape one shows six, unreadable. One advert per screen: job title, town, contract type, and a QR code to apply from the phone. The salary, if it is good, doubles the scans.
The window works while the branch is shut
The argument almost nobody uses. Your branch is open 40 hours a week; the window is seen for 168. On Saturday afternoon and in the evening, the people passing are exactly the ones who cannot come in hours, because they already work. Schedule an "out-of-hours" playlist: the current adverts, the QR to apply, and tomorrow's opening time.
What it costs
The software starts at €9 a month. A high-brightness 43" window screen runs around £600 to £1,000, bought once. If you start with the reception screen you already have, you are at €9 a month and a £39 Chromecast, with no installer and no minimum term.
What Digisini
does not do
So you do not test for a fortnight before finding we do not do what you are after.
It is not an ATS
We do not manage applications, assignment contracts or payroll. Digisini shows what you give it: the day's adverts, the queue number, the interview slots. Your ATS or in-house program stays where it is.
We do not post your adverts to job boards
The window screen feeds neither Indeed, nor LinkedIn, nor Reed. If your adverts are already on a web page, you can show that page on the screen and it refreshes itself. If not, you add the advert by hand: thirty seconds from the phone.
No candidate names on screen
The queue shows a number and a desk, never a name. It is not a technical limit, it is GDPR: the name of a jobseeker, on display in a window, is personal data exposed to the street. The number does exactly the same job. For the rest, talk to your data protection officer — we are not legal advisers.
The people most likely to apply
walk past when the door is locked
Somebody currently in work does not visit an agency at eleven on a Tuesday. They pass it on the way home, or on a Saturday. That single scheduling fact decides more about a window screen than any argument about what to put on it.
A lit window with a QR code is an open branch
Current vacancies, the shift pattern, the pay range where it can be shown, and a code that opens the application form: that combination turns closed hours into the branch's best hours, because the person reading is exactly the one an agency wants and cannot normally reach. The cost of running the screen a few hours longer is trivial next to the cost of a member of staff, and those hours are the only ones where the shop front is doing the work on its own.
A filled role left on display costs more than an empty window
Somebody reads the sheet taped to the glass, comes in, and finds the role went last week. They do not come back, and they tell people. The failure is not carelessness — a printed sheet costs nothing to leave up and takes time to remove, so it stays. On a screen, an assignment with an end date disappears on that date without anybody thinking about it, and in this trade that is the only difference that genuinely matters.
Two audiences, one door, opposite questions
A client company wants to know how quickly you can supply; a candidate wants to know what is available today. The window has room for one of them, and it is almost always the candidate — because the client rings rather than reads a window. Deciding that on purpose is worth more than any layout choice, and it frees the second screen, the one in the meeting area, to talk to the client while they wait.
What an advert must say does not change with the medium
Role, location, duration and the qualification expected are what a passer-by looks for in fifteen seconds, and an advert missing them produces visits that lead nowhere for both sides. Alongside that sits the basic rule of any job advert — no discriminatory wording, on a screen exactly as on paper. What is new is only the speed: something that can be changed in thirty seconds gets changed in thirty seconds, which means nobody reads it back. A fixed template with the required fields removes that risk once.
Common questions
from staffing agencies
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