How Retro Wolf increased repair volume in 60 days
Camden Boyd runs Retro Wolf Games in Taylorsville, Utah, a retro gaming shop where console repairs, trade-ins, and weekend foot traffic all compete for his attention. With repair backlogs growing and customers walking out when no one was free to help, Camden needed to hire without pausing the business to do it. Using Truffle's one-way video interviews, he screened candidates on his own schedule, skipped the calendar juggling, and made two strong hires within weeks.
Retro Wolf Games is a beloved retro gaming shop in Taylorsville, Utah, run by Camden Boyd. Between console repairs, trade-ins, and a rush of weekend shoppers, Camden found himself underwater. He needed help fast, but couldn’t pause operations to dig through dozens of applications.
The challenge
Camden was facing what many small retail owners deal with:
- Wearing too many hats at once: sales, repairs, marketing, and customer service
- Growing backlogs as repair delays started costing loyal customers
- Lost revenue when walk-ins left because no one could help at the counter
- Not enough hours in the day, with manual screening burning more time than it saved
“I was fixing consoles at midnight and still missing sales the next day.” — Camden Boyd
The solution
Camden used Truffle to streamline hiring without sacrificing quality or control. In just a few clicks, he:
- Created one-way video interviews tailored to each role
- Shared one smart link across job boards, with no logins or calendars required
- Let Truffle surface the most promising candidates so he could focus his time
- Scheduled short in-person trials only for the top fits, saving hours of guesswork
This let Camden spend his time where it mattered: testing skills live, not sorting through AI-polished résumés.
The result
Within weeks, Retro Wolf had hired a part-time repair tech and a weekend sales associate. The shop now moves through repairs faster, keeps more customers engaged at the counter, and runs smoother on Saturdays, all without adding hiring stress to Camden’s plate.
Why it worked
- One-way interviews meant no more scheduling headaches
- Built-in summaries helped Camden keep track of dozens of applicants without losing the thread
- Soft-skill fit was obvious from the videos, which helped avoid no-shows and quick quits
- Trial shifts confirmed the best picks before committing
Key takeaway
For owner-operators, the bottleneck isn’t finding candidates, it’s finding time to screen them. One-way interviews let Camden hire without pausing the business he was hiring to grow.