Cutting Recruiter Workload by 90+ Hours a Month with an AI Screening Agent
Aug 13, 2026
1 min read
Aug 13, 2026
1 min read
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.
- Software development
- USA
- 200+ employees
- 150–375 screenings/month
- Candidate pre-screening
- Qualification
- AI Recruiting Agent
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.
Solutions we implemented
We built this on CogniAgent's AI Recruiting Agent template, configured to our hiring stages, our CV format, and Team Tailor. It covers the hiring workflow end to end: drafting and posting vacancies, importing and formatting CVs, running structured pre-screening calls, producing candidate summaries, and chasing feedback and reporting. Two of its built-in components carried most of the load.
AI-led voice pre-screening — the AI Candidate Screening Agent.
This component of the AI Recruiting Agent runs structured pre-screening calls in English, working through the same qualifying checks for every candidate — location, rate, cooperation format, availability, English level. Recruiters receive a completed screening instead of a blank call.
Automated vacancy and CV processing.
The agent drafts vacancy text and job descriptions, checks them for structure and clarity, posts vacancies, imports CVs into Team Tailor, and reformats each one into our corporate template, removing the manual steps.
Structured candidate summaries — the Candidate Qualification Agent.
For every screened candidate, this component applies the same qualifying criteria and prepares a structured summary that highlights relevant skills and experience, giving recruiters a consistent starting point so more of the conversation can go toward soft skills, motivation, and fit.
Automated reminders and reporting.
The agent sends reminders to hiring managers and interviewers to keep feedback moving, drafts rejection messages, and pulls recruitment data and analytics into a structured, ready-to-use format.
Results
| Low | High | |
|---|---|---|
| Pre-screening | 50 hrs | 220 hrs |
| CV formatting | 20 hrs | 50 hrs |
| Vacancy creation | 25 hrs | 70 hrs |
| CV import and review | 15 hrs | 40 hrs |
| Total saved every month | 110 hrs | 380 hrs |
50–220 hours saved on pre-screening
Automating standard checks saved 20–35 minutes per candidate across 150–375 screened monthly.
20–50 hours saved on CV formatting
Reformatting every CV into the corporate template no longer required manual work.
25–70 hours saved on vacancy creation
Drafting, structuring, and posting job descriptions became automated end-to-end.
15–40 hours saved on CV import and review
Importing and running a first pass on incoming CVs no longer required manual effort.
110–380 hours saved overall, every month.
That's roughly 0.7 to 2.4 recruiter FTEs a month (assuming a ~160-hour recruiter month), scaling with hiring volume.
We didn't bring in AI to replace judgment, but to protect it and give it enough time to realistically assess candidates. Our recruiters were spending so much of every call just getting through the basics that there wasn't much left for the actual conversation. Now that the agent handles the repetitive part, we're having better conversations with candidates.
Olena Korkh
Human Resource Development at Glorium Technologies
