A global staffing firm’s recruiters were drowning in résumés every busy season. We built an AI that runs the first-round interviews, so recruiters only spend time on the people worth meeting.
The problem
Our client fills high-volume roles, many of them in BPO. In peak hiring seasons, applications arrived faster than the team could read them.
First-round interviews were slow, and every recruiter judged candidates a little differently. Good people got lost in the backlog. Clients waited too long for shortlists, and when they asked why someone made the list, there was no easy answer.
What we built
- 01
An AI interviewer that never runs out of time
Candidates talk to a conversational AI by voice or WhatsApp. It adapts its questions as it goes and listens for what matters for the role: clear communication, relevant experience and fit. For roles where it counts, it even checks accent and pronunciation. Every interview is scored the same way, every time.
- 02
A search that remembers past applicants
Strong candidates from earlier roles used to be forgotten. A smart search, one that understands meaning rather than just keywords, now brings them back the moment a matching role opens.
- 03
Plugged into the tools they already use
We connected it to their hiring software and job sources. Candidates move from “applied” to “shortlisted” on their own, and no one copies data between systems.
- 04
Scores anyone can check
Recruiters won’t use a tool that feels like a black box, and clients won’t trust scores they can’t see. So every score comes with the reasoning and the full interview record. When a client asks “why this person?”, the answer is one click away. We also review the AI’s questions regularly to keep them fair.
The result
- Time to shortlist down 79%, from weeks to days
- Candidate quality up 45%, measured by client pass-through rates
- Almost 3x more candidates per recruiter, without longer hours
- Candidates hear back in minutes instead of days
- Happier clients, and more repeat business
Could this work for you?
Something similar could help if:
- You hire in volume, and first-round screening eats your team’s week
- Good candidates slip through because no one has time to look back
- Your clients want to know why each person made the shortlist
