The problem
A recruiting agency — six recruiters, roughly $1.8M a year — was losing its recruiters to admin. Thirteen hours a week each on resume screening, candidate follow-up, and keeping the pipeline current.
Candidates who applied waited hours or days for a response. Time-to-fill sat at 40 days. In recruiting, both of those are the same problem: the firm that responds first gets the candidate.
What we built
- 1A resume-screening agent that reads, scores, and ranks inbound candidates against the role.
- 2Sub-60-second response to every applicant, so nobody waits on a recruiter surfacing from a call.
- 3Pipeline automation that keeps candidate stages current without manual data entry.
The results
- Recruiter admin time: 13 → 3 hours per week
- Time-to-fill: 40 → 26 days
- ~3 additional placements per recruiter per year
- ~$340K in added revenue in year one
Why it worked
The recruiters' own screening judgment was encoded into the agent, so speed went up without quality going down. That distinction matters: a screening agent built on generic criteria would have filled roles faster with worse candidates, and the firm would have switched it off within a month.