Quick answer
Use Shiftly to roster, onboard, track time and manage pay rules for people already working in your operation, or to access its on-demand workers where available. Use HospoMatch to source, compare and progress candidates for a direct role before they enter the roster.
What Shiftly is built to do
Shiftly markets free rostering, timesheets, leave, onboarding, messaging, award tools and Xero integration. Its public pages also describe a pay-as-you-go on-demand staffing marketplace, initially focused on Sydney. HospoMatch starts earlier in the employee lifecycle: finding and selecting suitable hospitality candidates.
Product status
Shiftly’s core workforce product is available; its public site described the on-demand marketplace as coming to Sydney in September at the time reviewed. Confirm current launch coverage.
Where Shiftly is strong
- Rostering, availability, timesheets, leave and digital onboarding.
- Award interpretation, pay rules, job costing and Xero payroll integration.
- Staff mobile apps, shift swaps and team messaging.
- A planned/on-demand temporary worker marketplace with an 8% platform fee.
How HospoMatch is different
HospoMatch is designed around an ongoing hospitality role and the quality of the hiring decision. It aims to reduce candidate chasing and repeated admin while helping the venue see whether the person can do the job and whether the practical arrangement makes sense.
- Hospitality candidate sourcing across the venue’s own pool and eligible network profiles.
- Role matching with hard requirements and practical factors before a hire is made.
- Candidate pipeline, contact workflow and hiring records.
- Plan-dependent AI interviews and trial-shift scheduling.
The intended outcome is a team member who has a realistic chance to settle into the roster, learn the venue and contribute over time. That is an objective, not a retention guarantee: management, pay, safety, hours, onboarding and the worker’s circumstances still matter.
Shiftly vs HospoMatch: feature comparison
| Decision factor | Shiftly | HospoMatch |
|---|---|---|
| Primary model | Workforce management plus on-demand staffing | Hospitality recruitment and matching |
| Lifecycle stage | After hire: roster, time, leave, pay; temp shifts where launched | Before hire: source, shortlist, communicate and decide |
| Rostering / clock-in | Included | Not included |
| Award / payroll tools | Included, with Xero integration | Not included |
| Candidate network | On-demand shifters in rollout areas | Eligible HospoMatch network plus venue private pool |
| Hiring pipeline | Application acceptance for on-demand shifts | Role-based candidate stages and notes |
| Pricing style | Core platform free; on-demand percentage fee | Free entry plan plus weekly subscriptions |
Which should your venue choose?
Choose Shiftly when…
Use Shiftly when your biggest problem is managing the team you already employ: rosters, time, leave, award calculations and payroll handoff.
Choose HospoMatch when…
Use HospoMatch when your problem begins before onboarding: creating the role, reaching suitable hospitality candidates, comparing practical fit and moving the right people through a consistent hiring pipeline.
Pricing and total cost
Shiftly advertised its core workforce platform as free and its on-demand service at an 8% fee added to the standard shift cost. HospoMatch advertised Free, Solo, Growth and Venues tiers from A$0 to A$35 per week. Both providers can change pricing or rollout details.
A fair calculation includes the platform charge, wages and statutory costs where relevant, manager time, screening, onboarding and what happens if the role must be advertised again. Temporary staffing and direct recruitment solve different problems, so their headline prices are not interchangeable.
What HospoMatch cannot do
HospoMatch cannot replace Shiftly’s roster, clock-in, leave, award interpretation or payroll integration. Shiftly’s broad operational suite is not evidence that its candidate sourcing is identical to HospoMatch’s recruitment workflow; its on-demand availability also depends on geography and rollout.
Bottom line
Use Shiftly to roster, onboard, track time and manage pay rules for people already working in your operation, or to access its on-demand workers where available. Use HospoMatch to source, compare and progress candidates for a direct role before they enter the roster.
Run a small trial with a real vacancy and judge shortlist relevance, candidate response, manager time and total cost. Applicant volume by itself is not a hiring outcome.
Frequently asked questions
Did you mean Shiftly or Swiftly?
For Australian hospitality workforce software, the relevant product found in this research is Shiftly at shiftly.au. A separate product called Swiftly serves a different use case.
Can HospoMatch do payroll or award interpretation?
No. Those are not HospoMatch features. A workforce platform such as Shiftly may complement HospoMatch after a candidate is hired.
Can the two products be used together?
Conceptually, yes: HospoMatch for recruitment and Shiftly for workforce operations. Check each product’s current export and integration options before designing a formal workflow.
Sources and research notes
Product descriptions and prices come from the linked first-party pages where available. Any performance figure belongs to the vendor that published it and is not independently verified by HospoMatch.
Product information and public prices reviewed 9 August 2026. Features, fees and availability can change; verify directly before purchasing.