A high-profile leisure company with a 115+ particular person crew, got here to Braintrust with a problem acquainted to many small however rising firms: too many candidates, not sufficient time.
With no devoted recruiter or Expertise Acquisition operate, the corporate’s sole HR chief was tasked with managing the whole end-to-end hiring course of—from sourcing to screening to advancing candidates. And for every open position – anyplace from 12-24 per yr – they had been receiving over 1,000 candidates.
“Every open position introduced overwhelming quantity,” mentioned the corporate’s Head of HR. “Screening even a fraction of the inbound candidates took time and bandwidth we simply didn’t have. We weren’t even anxious about lacking nice individuals – we had been simply racing to search out ok candidates to fill the seats.”
With a rising enterprise and bold hiring plans, the crew wanted a greater solution to establish the proper candidates—rapidly and effectively.
The Answer: Letting Braintrust AIR Lead the First Spherical
As a substitute of hiring a full-time recruiter—which might have meant a prolonged ramp-up interval, a big annual wage funding, and nonetheless counting on handbook processes— the corporate’s CFO instructed exploring AI options.
That led them to Braintrust AIR—a sensible, AI-powered recruiting answer. They determined to pilot Braintrust AIR throughout two open roles over the course of some weeks.
“The implementation was seamless: AIR was built-in immediately into the hiring course of, requiring minimal oversight whereas providing rapid worth. Candidates started finishing asynchronous interviews inside days, permitting me to shift my focus from resume triage to extra strategic work,” mentioned the consumer.
They went forward and applied AIR as a digital first-round interviewer. The method ran like this:
- Candidates accomplished asynchronous interviews proper after making use of
- Structured scorecards and video clips had been generated routinely
- The Head of HR reviewed the scorecards and chosen who she would interview for tradition match
- The Head of HR superior the individuals who handed her screening to the hiring managers
This new method eliminated the handbook burden of early-stage screening from the Head of HR’s plate, gave hiring managers confidence the candidates they had been spending time with had been worthwhile, and ensured the crew was casting a large internet to make sure they discovered the perfect candidate for the job.
What adopted was clear proof of affect:
✅ 100+ interviews performed throughout two open roles
✅ 30–40% interview completion price — properly above common
✅ Candidates superior to hiring managers with minimal HR carry
✅ Scorecards and movies surfaced missed expertise with non-traditional backgrounds
✅ Construction and effectivity delivered with out disrupting the hiring supervisor expertise
The Takeaway: AI as a Power Multiplier for Small Groups
For this small crew with large ambitions, Braintrust AIR proved to be the good, scalable different to including headcount. It gave their lean HR crew a solution to:
- Scale hiring efforts with out hiring a recruiter
- Save hours per position on early-stage screening
- Discover the needle within the haystack by figuring out high-potential candidates others may overlook
- Assist hiring managers with deeper candidate insights and structured evaluations
“AIR supported our greatest yr of progress in 13 years—and now we’re geared up with instruments that scale for future years of excessive progress,” mentioned the crew.
Able to Remodel Your Hiring Course of?
Contact Braintrust to learn the way AIR can assist your progress. Higher but; attempt it totally free in the present day!
