AI Tools That Speed Up Candidate Screening

Rex was paying a ton on recruiting tools that couldn't even text their field workers. With 300+ hires annually and candidates ghosting left and right, their VP of Talent had enough. Here's how they went from 3 broken tools to 15-day hires… WITHOUT spending a penny more: THE CHALLENGE: Rex spans property management to private equity, facing 60% annual turnover. Their property management roles receive 75-100 applications weekly. But their tech stack was breaking down: - Separate platforms for ATS, SMS, and reporting - Sourcing tool providing incorrect contact info more often than not - Manual Excel reporting eating hours of productivity - Field workers who rely on text, not email - Facing $15,000+ in additional costs just to add proper sourcing As Mike Walsh, their VP of Talent, put it: "They're out on the field or on-site. They're not like IT workers who are on their computer for the majority of the day." —— THE GEM SOLUTION: —— Instead of adding more tools, we consolidated: One platform replacing three: ↳ Unified ATS with native SMS capabilities ↳ Integrated CRM for candidate nurturing ↳ AI-powered sourcing and screening ↳ Real-time analytics dashboards Smart automation for high-volume hiring: ↳ Bulk candidate messaging for 75-100 weekly applicants ↳ SMS sequences reaching field workers effectively ↳ Projects feature storing past candidates for future roles Cost-conscious approach: ↳ Maintained their existing budget ↳ Avoided $15,000 in additional sourcing costs ↳ Added capabilities without adding complexity REAL RESULTS: Mike's team recently needed a Senior Property Accountant. Using Gem's campaign feature, they messaged previous candidates stored in their project database. Result: Hire made in 15 days. Their second hire took just 21 days. For executive reporting, Mike shares: "I can do deep dives into data right away when the COO asks." No more manual Excel. Just instant insights. The deeper lesson here: High-volume hiring doesn't require high-complexity tools. Integration beats proliferation. When you unify your stack, you multiply your impact. As Mike told us: "Gem listens to their customers. There's a willingness to take feedback and try to build that into their product, which gives me confidence in the future of the company and its tools." That's what partnership looks like. P.S. If your team is managing multiple recruiting tools for basic workflows, we should talk. Sometimes the best upgrade is actually a consolidation.

How we rebuilt an ATS using Clay (and why it works better for dynamic revops, sales & marketing roles) Hiring for sales, marketing, and revops is always a challenge, especially when the roles are niche, dynamic, and hard to spec. Most teams either outsource to rigid recruiting firms or burn cycles filtering through 300+ resumes manually. Neither approach scales well. So we built something better. My team and I engineered a recruiting workflow in Clay that acts like a lightweight ATS—but more flexible, more intelligent, and tailored to how we hire at FullFunnel. Here’s how it works: 1. Export all applicants from LinkedIn Recruiter into CSV 2. Upload to Clay and enrich profiles with AI 3. Score candidates on: • Role fit • Skills match • Red flags or gaps • Seniority & experience • Industry/domain knowledge 4. Auto-route based on fit score: • 9–10: Direct to scheduling • 6–8: Trigger a Google Form for more info • <6: Rejected * You can create whatever works for your organization. This entire process saves time, removes bias, and keeps us nimble. We’re even automating the screening process now. We processed 335 applicants in 5 min and boiled it down to 30+ interviews with the best candidates possible. I haven’t seen anyone do it this way yet (I bet someone already has), but this has been a game-changer for us. AI is replacing humans - full stop. Our recruiting team has gone from a fair amount of human capital to process engineering time, directly into the hiring manager now. Speed + Quality = efficiency => margin improvements and better outcomes. #recruiting #saleshiring #revops #ai #workflowautomation #clay

I just automated HR Talent Aquisition. Are you spending countless hours sifting through resumes? HR professionals spend an average of 𝟮𝟯 𝗵𝗼𝘂𝗿𝘀 screening resumes for a single hire. I built an AI-powered HR assistant that reduces screening time from 𝟮𝟯+ 𝗵𝗼𝘂𝗿𝘀 𝘁𝗼 𝘂𝗻𝗱𝗲𝗿 𝟲𝟬 𝘀𝗲𝗰𝗼𝗻𝗱𝘀, while enhancing the quality of candidate evaluations through consistent, evidence-based insights. 𝗜𝗻 𝗺𝘆 𝗹𝗮𝘁𝗲𝘀𝘁 𝗮𝗿𝘁𝗶𝗰𝗹𝗲, 𝗜 𝗰𝗼𝘃𝗲𝗿: 1️⃣ 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮𝗻 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝘁 𝗿𝗲𝘀𝘂𝗺𝗲 𝗮𝗻𝗮𝗹𝘆𝘇𝗲𝗿 using Azure OpenAI Assistants & Semantic Kernel. 2️⃣ 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗶𝗻𝗴 𝗼𝘃𝗲𝗿 𝟭,𝟬𝟬𝟬 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 𝗺𝗼𝗻𝘁𝗵𝗹𝘆 𝗳𝗼𝗿 𝗹𝗲𝘀𝘀 𝘁𝗵𝗮𝗻 $𝟭 in API costs. 3️⃣ 𝗣𝗿𝗼𝘃𝗶𝗱𝗶𝗻𝗴 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲-𝗯𝗮𝘀𝗲𝗱 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀 with automatic skills assessment. 𝗞𝗲𝘆 𝗙𝗲𝗮𝘁𝘂𝗿𝗲𝘀: 📄 Supports multiple resume formats (PDF, DOCX, TXT) 📊 Generates automated competency matrices 🤖 Offers smart candidate comparisons 📈 Tracks quantifiable achievements #AzureOpenAI #AI #HR #Recruitment #AzureAI #MSFTAdvocate #Azure #HRTech #FutureOfWork #TalentAcquisition #Agents

LinkedIn launched its Hiring Assistant today. We generally don't cover Talent Acquisition technology, but we're writing about this one today because it's a good example of how AI can take some of the 'stupid work' off the plates of people professionals. What is LinkedIn's Hiring Assistant? It’s LinkedIn’s latest tool for recruiters, designed to automate routine tasks like intake, candidate evaluation, and outreach. With AI screening candidates based on skills and assisting with personalized outreach, Hiring Assistant promises a simpler workflow and more time for recruiters to focus on strategic tasks. 1. Role Setup Pulls in details from the ATS, past job descriptions, and notes, making it easier to post jobs. 2. Initial candidate evaluation. Moves beyond traditional filters like titles or degrees by also evaluating skills and experiences. This aligns well with orgs already heading down the skills path. It also may reduce bias. 3. Human-in-the-loop efficient outreach Generates bulk AI-generated messages that still feel personalized, which can save hours of writing, and can also boost response rates (early data indicates that there's a 40% uptick in response rates). 4. Prescreening Automates basic questions like work authorization, location, and skills checks. Recruiters set the questions, introduce the Hiring Assistant into the conversation, and candidates can respond upfront. For the full press release, see here: https://lnkd.in/e3y8A7TE AI Hiring Assistant is a good example of how “ride-along” or “copilot” AI applications can enhance productivity across the people functions (instead of replacing them). In a day when everyone is thinking about efficiency, we think the demand for tools that solve specific challenges will grow - especially ones as accessible and integrated as this one seems to be. We'd love your thoughts. Drop them below; or if you happen to be at @LinkedIn Talent Connect, look for Stacia Sherman Garr. She'll be talking about AI and #TalentDevelopment :)