How to Get More (and Better) Shifts

Your rating is the single biggest factor in how many shifts you see. After each shift, employers rate you 1-5 stars based on punctuality, work quality, attitude, and professionalism.

Here is what each rating tier unlocks:

Four behaviors that drive 5-star ratings:

1. Arrive 10-15 minutes early (the #1 factor supervisors mention)
2. Stay positive and engaged throughout the entire shift
3. Go above what's expected ("What else can I help with?")
4. Thank supervisors by name when you leave

A warehouse supervisor in Houston shared: "I have 200 workers in my pool. The ones who show up early and ask for more work are the ones I add to Talent Pools."

See our guide: How to Get 5-Star Ratings on Every Shift

Talent Pools are your ticket to preferred status and consistent income. When a company adds you to their Talent Pool, you get:

• First access to their shifts before the general pool
• Higher booking rates and schedule predictability
• A direct relationship with that employer
• A path toward permanent positions

The 5-shift strategy to earn invitations:

1. Complete your first shift with a strong performance
2. Return for a second shift at the same company when available
3. By shift 3, supervisors recognize your name
4. At shift 4-5, express interest: "I'd love to be on your preferred workers list"
5. Maintain your 4.8+ rating across all their shifts

Target: 5+ Talent Pool memberships. Workers who reach this threshold report 40-60% more available shifts and steadier weekly income.

Where Talent Pools matter most: In competitive markets like New York, Los Angeles, Chicago, and Dallas, Talent Pool members often fill shifts before they reach the general feed. In smaller markets like Nashville or Charlotte, being in 3-4 pools can fill your entire week.

Every certification you add expands your eligible shift pool. Here is the ROI by certification:

Cross-training strategy: Workers who qualify for both hospitality and warehouse shifts double their available pool. In a city like Chicago, that could mean 15-20 more shifts per week to choose from.

Add certifications to your profile immediately after earning them. Workers with complete, updated profiles receive more shift offers.

Use our Skills Analyzer to identify the most valuable certifications for your market.

Premium shifts get claimed within minutes. Your speed matters as much as your rating.

Peak posting times (when employers list new shifts):

Set up for speed:

1. Enable push notifications in the app
2. Allow notifications in your phone settings (check that battery optimization doesn't block them)
3. Check the app during peak posting windows even if you haven't gotten a notification
4. Have your weekly schedule planned so you can book instantly

Pro tip: Last-minute shifts (posted same-day because someone canceled) often pay $1-3/hr more than shifts posted days in advance. If you're flexible, keep 1-2 open slots per week for these opportunities.

More availability means more opportunities, but strategic availability matters most.

Highest-demand time slots:

• Weekend evenings (especially Saturday nights for hospitality)
• Early mornings (5-8 AM warehouse starts)
• Holidays (premium pay + bonuses; see our Holiday Warehouse Jobs guide)
• Late-night shifts (typically +$1-3/hr differential)

Strategic tips:

• Keep your calendar updated in real-time. Outdated availability means missed offers
• Expand your travel radius by 5-10 miles, especially if you're in a suburban area
• Enable all industries you're qualified for (even if you prefer one)
• Accept 1-2 shifts per week outside your comfort zone to build a broader rating history

City-specific demand patterns:

• New York and Los Angeles: Event staffing surges on weekends year-round
• Chicago and Dallas: Warehouse demand peaks in Q4 (October-December)
• Houston and Atlanta: Hospitality stays steady year-round due to convention traffic
• Phoenix and Las Vegas: Tourism-driven, with peak season November through April

Use our Shift Planner to organize your schedule and maximize earning potential.