Case study
How Zippy found an office manager with plotter skills in 10 working days
The challenge
The company hires accountants for the construction industry, as well as architects and designers. For such roles it is hard to tell from a resume whether the person can actually do the job.
Even the office manager role is special here. The company produces design documentation, and the person in this position must know how to operate a plotter. Resumes almost never mention this skill, so the right candidate is easy to miss.
What we did
As part of the pilot, 5 vacancies were launched on Zippy. For each one a screening scenario was built around the specific requirements: from accounting cases to design tasks.
The office manager vacancy went live on September 24. AI screening evaluated every applicant against the vacancy requirements, including plotter experience, and brought the candidate with the right experience to the top of the list.
Result
The vacancy was closed on October 7. From launch to the employee's first day it took 10 working days.
HR did not have to manually go through all the applications looking for a rare skill. The platform found the right person on its own, and the team only spent time on the meeting with them.
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10 working days
from vacancy launch to the employee's first day
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5
vacancies in the pilot
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September 24
office manager vacancy launched
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October 7
employee started work
Client testimonial
I have worked in hiring for many years and know well where HR loses time. We are an engineering company, and our requirements are specific even for office positions. For example, our office manager must know how to operate a plotter. Searching for such a person manually takes a long time: there are many applications, and the right skill is often mentioned in a resume in a single line — or not mentioned at all.
In the pilot we launched 5 vacancies on Zippy. The office manager vacancy opened on September 24, and on October 7 the person had already started work. Scoring immediately surfaced a candidate with plotter experience; all we had to do was hold the meeting.
When we started the pilot, I immediately began telling the team what was missing: which stages are needed for specialist vacancies, how to make candidate results easier to review, what gets in the way of daily work. I was surprised by how fast the team responded. My comments appeared in the product within days. Usually you have to adjust a service to fit you — here, the product was being refined around a real process. For me, that shows the team listens to practitioners and develops the platform together with them.
We also like that candidates complete tasks before the interview. We can see in advance who performs well and spend time on the people who really fit.
This is the second Astana Inzhproekt case study. The first one is about how a practicing HR helped refine Zippy for specialist hiring: read it here.
The key takeaway
Zippy finds candidates by the skills that hide in the details. For the company that means less manual resume screening and fast closing of even narrow roles.
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