Artificial intelligence continues to transform recruiting and staffing, offering new ways to source, screen, and engage candidates faster and more effectively. Three industry leaders shared how they\u2019ve adopted AI to address specific hiring challenges, from automating interviews to expanding sourcing reach to filtering out spam applicants, and the results they\u2019ve seen so far. <\/p>\n\n\n\n
This is the second showcase in the AI in Action series. You can read the highlights of the first showcase here<\/a>.<\/p>\n\n\n\n When Mariah Szarek, Director of Recruiting at Benchmark IT<\/strong>, began looking for a new solution, her team faced two common challenges: managing high applicant volume and preserving time for high-value recruiting activities. She explains that the goal was to \u201callow our recruiters to have more time in the day for high-impact activities,\u201d and Alex, an AI-powered interview automation platform, provided exactly that. <\/p>\n\n\n\n The system conducts initial video screenings, evaluates responses, and feeds results directly into their ATS. It automatically schedules and runs interviews, allowing recruiters to focus on top candidates without lengthy back-and-forth scheduling. Szarek describes it as \u201cvery customizable but also smart enough to give a great baseline,\u201d noting that the platform generates relevant questions they can adjust to suit each role. <\/p>\n\n\n\n Her team uses Alex to set specific skill weightings, filter out candidates who don\u2019t meet dealbreaker requirements, and even collect feedback on the interview experience, which she says has been \u201coverwhelmingly positive.\u201d The payoff has been clear: calls with high-scoring candidates now take ten minutes instead of thirty, and placements are happening faster. \u201cOverall, it\u2019s saving us time,\u201d Szarek says, \u201cand we\u2019ve already had placements happen faster because of it.\u201d <\/p>\n\n\n\n David Berthiaume, Resource Manager at Solutia Consulting<\/strong>, turned to HireEZ as an alternative to LinkedIn Recruiter, seeking both cost savings and broader reach. \u201cI wanted something that didn\u2019t cost as much as LinkedIn Recruiter but still gave me powerful sourcing capabilities,\u201d he says, noting that HireEZ comes in at roughly one-fifth of the price. <\/p>\n\n\n\n The platform aggregates profiles from multiple sources including LinkedIn, Facebook, GitHub, CareerBuilder, and others, and allows recruiters to apply precise filters for skills, location, industry, years of experience, and even likelihood of being open to new opportunities. Berthiaume appreciates its built-in automated outreach but has found that customizing messages is key. \u201cRefining the messaging with my own language makes a huge difference in response rates,\u201d he says. <\/p>\n\n\n\n By pulling from multiple networks instead of relying solely on LinkedIn, HireEZ helps Solutia connect with candidates they might otherwise miss. \u201cOne of the biggest advantages is that it searches beyond LinkedIn, pulling in profiles from other platforms,\u201d Berthiaume explains. For roles requiring niche skills or when building talent pipelines for the future, that broader reach has proven invaluable. <\/p>\n\n\n\n While many AI tools focus on sourcing or assessment, Nick Nordin, VP of Recruiting at BridgeView IT<\/strong>, wanted something that would save his recruiters\u2019 time before they even engaged a candidate. \u201cBoostie makes it easier for candidates to apply to our postings while screening out bots and unqualified applicants before they reach the recruiters,\u201d he explains. <\/p>\n\n\n\n Boostie integrates with the ATS and acts as a top-of-funnel filter, intercepting applications from multiple sources including LinkedIn, job boards, and email campaigns. It uses prescreening questions to remove candidates who don\u2019t meet key requirements, flags suspicious IP locations, and automatically filters out spam. For Nordin, this has been a major time saver. \u201cThe bot filtering is a game changer. On LinkedIn, 90% of the first-hour responses can be spam, and now my team doesn\u2019t have to waste time sifting through them,\u201d he says. <\/p>\n\n\n\n Beyond screening, Boostie has become a tool for re-engaging past candidates. Nordin\u2019s team uses it to reach out to people in their database including former placements and silver-medalist candidates with targeted campaigns. The results have been strong. \u201cWe\u2019ve used it to re-engage passive candidates in our database, even people we placed years ago, and the response rates have been impressive,\u201d Nordin says. <\/p>\n\n\n\n Each of these tools addresses a different part of the hiring process, but together they show how AI can remove bottlenecks and help recruiters focus on the most impactful work: <\/p>\n\n\n\n Automate without losing control: Alex streamlines interviews while allowing full customization. Expand your reach: HireEZ opens access to candidate pools beyond a single platform. Protect recruiter time: Boostie filters spam and unqualified applicants before they ever reach the team. <\/p>\n\n\n\n For staffing firms, the lesson is clear. AI doesn\u2019t replace recruiters. It frees them to build relationships, advise clients, and make better hiring decisions. <\/p>\n\n\n\n TechServe members can view this showcase here<\/a>, as well as the first showcase in the series, here<\/a>.<\/p>\n\n\n\nAlex: Interview Automation for Faster, Smarter Screening<\/strong> <\/h2>\n\n\n\n
HireEZ: Expanding Sourcing Beyond LinkedIn<\/strong> <\/h2>\n\n\n\n
Boostie: Filtering Bots and Building Candidate Pipelines<\/strong> <\/h2>\n\n\n\n
Key Takeaways for Staffing Leaders<\/strong> <\/h2>\n\n\n\n