Tacoria’s Success Story

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 analysis

  • Predictive scheduling to move beyond fixed labor assumptions

  • Real-time visibility into clock-in behavior, overtime risk, and store-to-store variance

  • Seamless 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.”