The Challenge
TechCorp, a fast-growing enterprise software company headquartered in Austin, Texas, found itself at a critical inflection point in late 2025. After closing a Series D funding round of $280 million, the company's board approved an aggressive expansion plan that called for hiring 500 engineers within six months to staff three new product lines. The existing talent acquisition team of 12 recruiters was already stretched thin managing the company's steady-state hiring of roughly 30 positions per quarter. Scaling to nearly ten times that volume with the same infrastructure was simply not viable.
The company's existing recruitment workflow relied heavily on manual resume screening, unstructured email communication between hiring managers and recruiters, and a patchwork of spreadsheets to track candidate progress. The average time-to-hire sat at 45 days, with some specialized roles taking upward of 70 days to fill. For a company that needed to move fast, every day a role remained open translated directly into delayed product timelines and lost market opportunity. TechCorp estimated that each unfilled engineering seat cost the company approximately $1,200 per day in unrealized productivity.
Beyond speed, quality was a serious concern. With a manual screening process, recruiters could realistically evaluate only 40 to 50 resumes per day per person. When TechCorp posted roles on major job boards, the volume of applications overwhelmed the team. High-potential candidates were slipping through the cracks or accepting offers elsewhere before TechCorp's recruiters could even schedule an initial phone screen. The company needed a system that could handle massive application volume without sacrificing the quality of its candidate pipeline.
The Solution
After evaluating five applicant tracking platforms, TechCorp selected Workisy ATS for its AI-powered screening capabilities, seamless integration with their existing tech stack, and the platform's proven track record with high-volume technical hiring. The implementation began with a detailed scoping session between Workisy's customer success team and TechCorp's talent acquisition leadership. Together, they mapped out every stage of the hiring funnel, from job requisition approval through offer letter generation, and configured the platform to mirror TechCorp's existing approval workflows while eliminating redundant manual steps.
Workisy's AI screening engine was configured with TechCorp's specific technical competency frameworks. Rather than relying solely on keyword matching, the system was trained to evaluate candidates across multiple dimensions, including relevant project experience, technology proficiency signals, open-source contributions, and career trajectory patterns. The AI also incorporated TechCorp's culture-fit indicators, which had been developed through an analysis of the company's top-performing engineers. This meant that when applications arrived, the system could intelligently rank candidates and surface the strongest matches to recruiters within minutes rather than days.
The platform's automated communication workflows replaced the ad-hoc email chains that had previously caused candidates to go days without hearing back. Every applicant received a personalized acknowledgment within two hours of submission, and top-tier candidates were automatically routed into an accelerated screening track that included self-scheduled phone screens and asynchronous technical assessments. This alone eliminated an estimated 15 hours per week of manual scheduling work across the recruiting team.
The Implementation
The rollout was completed in three weeks. During the first week, Workisy's team migrated TechCorp's existing candidate data from their legacy system and configured the AI screening models. Week two focused on recruiter training, which included hands-on workshops covering candidate pipeline management, AI-assisted screening review, and the platform's analytics dashboard. By week three, the system was live across all open engineering requisitions, with Workisy's customer success manager embedded on-site to provide real-time support during the critical first days of operation.
Change management was smoother than expected. TechCorp's recruiters initially had concerns about AI making screening decisions, so the team implemented a "human-in-the-loop" configuration for the first 30 days. Recruiters reviewed every AI recommendation alongside their own assessments, which quickly built confidence in the system's accuracy. After the first month, the team transitioned to a model where only borderline candidates required manual review, freeing recruiters to focus their energy on high-touch engagement with top prospects.
The Results
Over the six-month hiring sprint, Workisy ATS processed more than 50,000 applications across 500 open engineering positions. The AI screening engine evaluated each application in an average of 12 seconds, a task that would have taken a human recruiter approximately 8 minutes per resume. This alone saved the recruiting team an estimated 6,600 hours of manual screening work, the equivalent of adding 18 full-time recruiters to the team without increasing headcount.
Time-to-hire dropped from 45 days to an average of 18 days, a 60% reduction that allowed TechCorp to stay on track with its product development roadmap. Cost-per-hire fell by 45%, driven primarily by reduced reliance on external recruiting agencies (which the company had previously used for roughly 30% of technical hires) and the elimination of manual administrative overhead. Over the six-month period, TechCorp estimated total savings of $3.4 million compared to what the hiring push would have cost under their previous process.
Candidate experience improved dramatically as well. Post-hire surveys showed a satisfaction score of 4.8 out of 5, up from 3.6 under the old system. Candidates consistently cited fast response times, transparent communication, and a streamlined interview process as the top reasons for their positive experience. Notably, TechCorp's offer acceptance rate climbed from 72% to 89%, as the speed and professionalism of the process gave candidates confidence in the company before they even started. By the end of the six-month sprint, all 500 engineering positions were filled, with 94% of hires still with the company at the six-month retention checkpoint.
What's Next
With the hiring sprint complete, TechCorp plans to expand its use of Workisy ATS beyond engineering to cover all departments, including sales, marketing, and operations. The company is also exploring Workisy's onboarding module to create a seamless transition from candidate acceptance to first-day readiness. Rachel Torres and her team are working with Workisy to develop custom AI screening models for non-technical roles, with a goal of reducing time-to-hire across all departments to under 20 days by the end of 2026.
Client Quote
"Before Workisy, we were drowning in spreadsheets and losing top candidates to faster-moving competitors. The AI screening didn't just speed things up — it fundamentally changed the quality of our pipeline. We went from hoping we'd find enough qualified engineers to having the confidence that every candidate reaching the interview stage was genuinely exceptional. Hiring 500 engineers in six months would have been unthinkable a year ago. Workisy made it not just possible, but surprisingly smooth."
Rachel Torres, VP of Talent Acquisition, TechCorp