Case study
Case 1. PBO
The challenge
The company regularly hires interns and receives a large flow of applications. Most of the burden on HR came before the interview even started: processing applications, communicating with candidates, explaining terms and making the first assessment.
The goal was to reduce the amount of manual work without losing suitable candidates.
What we did
Zippy became the candidate's first point of contact with the company.
Candidates get to know the company and the vacancy on their own, complete the required screening stages and do the assignments.
As a result, by the time of the interview, candidates already understand:
- what the company does;
- what position they are applying for;
- what tasks they will be performing;
- what is expected of them.
Integrations were also built around the client's processes, with an option to deploy the system on-premise.
Results
-
≈40%
of candidates complete the full funnel
-
≈30%
stop at intermediate stages
-
10–15
candidates are invited to an interview
-
2–3
candidates get hired
According to the client's estimate, without Zippy the team's manual workload would have grown by roughly 60–70%.
At the same time, candidates arrive at the interview already familiar with the company and their future responsibilities.
Client testimonial
Before the platform, a huge amount of time went into manual work: we had to process applications ourselves, sort through candidate information, run the first screening round and explain to people what the company is and what the role involves.
Now most of that work goes through the platform. If we went back to the old format, the time this process takes would grow by about 60–70%.
What we value most is that only prepared candidates make it to the interview. They already know what the company is, which role they are applying for and what their responsibilities will be. So at the meeting itself we don't have to spend time on basic explanations — we can get straight to the point.
We also like that the platform evolves together with our tasks. We tell them how we would like something to look, and it gets fixed and delivered. Then we realise something else would be convenient — and that gets done too. That's really great.
So for us it's not just a tool you set up once and leave behind. We can give feedback, see that our tasks are taken into account, and gradually adapt the platform to how our process actually works.
If the platform disappeared tomorrow, we would very quickly feel how much of this work we would have to do manually again.
The key takeaway
High volume of applications → automated screening → prepared candidate → less manual work for HR.
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