Recruiter spending 60% of time on screening calls that CVs had already failed to predict
A Series B fintech growing rapidly. The recruiter was spending 60% of their time on screening calls because resumes were proving to be unreliable predictors of technical performance. Candidates with strong CVs were consistently underperforming on technical assessments. Offer rejection rate was 28% — candidates were using the offer as leverage to negotiate counter-offers from their current employers. The full hiring cycle was running 6–8 weeks per role.
Prism-verified shortlists and Skill Passports that change how technical interviews work
All tech roles were placed on Hire with mandatory Prism technical assessments. AI matching reduces the recruiter's review from 40+ candidates to a shortlist of 8–12 with verified skills. The candidate's Skill Passport is visible to hiring managers before the interview begins — shifting the conversation from 'can you do X?' to 'we can see you've done X, tell us about the context.'
Screening time down 65%; offer acceptance up to 84%; hiring cycle halved
Screening time per role reduced by 65%. Skills-verified candidates comprised 91% of interview shortlists, eliminating the unpredictable assessment drop-off. Offer acceptance improved from 72% to 84% — candidates who invested in the Prism assessment were more committed to the process. The hiring cycle reduced from 6–8 weeks to 3–4 weeks.
“The Skill Passport changed how our technical interviews work. We spend the interview going deep on things the candidate has already proven, not testing basics. It's a better use of everyone's time.”