A 60-person recruitment firm placing engineering and finance talent
The firm was losing placements to speed. Strong candidates went cold while recruiters worked through a backlog of CVs by hand. They stood up Roster, our talent management product, and it now reads every application, scores it against the live role, and books the first call automatically. They own the system and run it on their own infrastructure.
Representative engagement. Numbers are directional outcomes typical of builds of this type, not figures from a single named client account.
Every open role generated hundreds of applications across three job boards, a careers page, and inbound referrals. Recruiters were spending the first half of each day triaging CVs instead of talking to people. By the time a good candidate surfaced, the best ones had already accepted offers elsewhere. The CRM held the data but did none of the thinking, and no one trusted the keyword filters enough to rely on them.
We started where the time was bleeding out: the screen. Rather than bolt another filter onto the existing ATS, Roster ingests every applicant, parses the CV into structured evidence, and reasons about fit against the actual requirements of the live role, not a list of keywords. Recruiters stay in the loop on every decision, but they review a ranked shortlist with reasoning attached instead of a raw pile.
Recruiters now open their day to a ranked shortlist with reasoning, not a backlog. The first response to a strong applicant goes out in minutes instead of days, and the firm stopped losing candidates to faster competitors. Roster runs on the firm’s own infrastructure with unlimited seats, and they own the source outright.
We stopped competing on who had the biggest team and started competing on who answered first. That turned out to be the whole game.
Managing Director, recruitment firm
