The operating situation
High-volume hiring is a logistics problem wearing a judgement problem's clothes. Applications arrive in bulk, most need the same five questions asked, and the recruiter's actual expertise is only needed at the end. Coordinators spend their week scheduling and chasing rather than assessing.
Inside the workflow
- 01
Job posting and application collection across channels
- 02
First-round screening conversations in the candidate's own language
- 03
Structured scoring against the criteria the hiring manager actually uses
- 04
Interview scheduling and rescheduling against panel calendars
- 05
Candidate communication through to outcome, including rejections
An end-to-end hiring system covering posting, application collection, AI screening conversations, structured scoring, scheduling and candidate communication, producing a ranked shortlist.
What changed
Screening ran at full applicant volume rather than at coordinator capacity, and recruiter time moved to the end of the funnel where judgement is actually required.
The operating boundary
The economics only work when there is enough recurring hiring volume. Discovery tests that arithmetic, and we will say clearly when the coordination cost being removed does not justify a build.
Read the evidence and publication record
- Client disclosure
- Identity withheld under confidentiality.
- Result evidence
- The published outcome is qualitative; no public metric is attached.
- Client reference
- Shared only with the customer’s permission.
We publish a client name only where the client has approved that disclosure. We publish a number only where it is measured and cleared for public use. A missing number means either we are not authorised to publish it or we do not have a measurement we would defend. References and deeper evidence are shared only with the customer's permission.