Cutting Recruiter Workload by 90+ Hours a Month with an AI Screening Agent

Business context

Glorium Technologies is a full-cycle software development company that has built custom digital products for startups and growing businesses since 2010, with delivery teams across Houston, Kyiv, and Warsaw. That scale of delivery depends on a steady pipeline of technical talent, which makes internal recruitment a core operational function for us, not a side process. As our hiring volume grew, so did the repetitive manual work behind each vacancy, and we started looking for a way to protect time for the parts of recruiting that actually require human judgment. We needed to scale hiring volume without adding recruiter headcount or letting response speed and evaluation quality slip, while keeping the final judgment on every hire firmly in human hands.

Challenges

High-volume candidate screening

With 10–15 screenings per vacancy and 15–25 roles open at once, our recruiters ran hundreds of 30–45 minute pre-screening calls a month — most of it spent on standard checks before any real assessment began.

Repetitive administrative workload.

Recruiters absorbed tasks that didn't require recruiting expertise: writing job descriptions, posting vacancies, importing CVs, and reformatting them into our corporate template — time taken away from candidates.

Screening left little room for fit.

Standard qualifying checks (location, rate, cooperation format, availability, English level) ate up most of each call, leaving little time to assess soft skills, motivation, and true fit for the role.

Manual feedback and reporting follow-up.

Recruiters had to manually chase hiring managers for feedback and compile recruitment analytics by hand — necessary work that added further load on top of an already high-volume process.