Case study · HR
AI-Native Hiring Operating System
Contract, permanent and executive placements for corporate clients, with many open roles running at once.
Engagement record
- Client
- Recruitment & staffing agency
- Industry
- HR
- System
- CV screening · AI interviews · Candidate pipeline
About this write-up
This case study describes the engagement as recorded. The client is not named; figures and outcomes are as reported by the client and have not been independently audited.
The challenge
Recruiters spent most of their week on first-round phone screens, voicemails and CV formatting. Shortlists took days, candidates dropped out while waiting, and competing agencies often submitted first.
Objectives
- CV reading and scoring
- AI qualification calls
- AI video interviews
- Pipeline board
Discovery
We built this hiring operating system for a recruitment and staffing agency. It reads and scores CVs against each client's criteria, phones candidates for a first qualification call, runs recorded AI video interviews, books interview slots and chases candidates who go quiet — while recruiters can pause, override or take over any step.
What was built
- CV reading and scoring. PDF and Word CVs are read, duplicates removed, and each candidate scored against the client's own criteria.
- AI qualification calls. An AI voice agent phones candidates to check availability, salary expectations and notice period, and logs the call.
- AI video interviews. Candidates record a spoken interview from any device; answers are transcribed and assessed with evidence.
- Pipeline board. Every candidate moves through six stages, from CV screening to selected, with a full history of each move.
- Automatic follow-ups. Reminders go out on schedule to candidates who haven't responded, so nobody slips through the cracks.
- Branded, blind CVs. Candidate profiles are formatted in the agency's style with contact details removed before they go to clients.
Outcomes as reported
Reported summary: < 4 hrs — from CV to client shortlist, down from 3–5 days.
| Figure | What it refers to |
|---|---|
| < 4 hrs | From CV to client shortlist, down from 3–5 days |
| < 8% | Candidate drop-off, down from 35–42% |
| 4x | Screening capacity per recruiter |
Figures as reported in the engagement record; not independently audited.
