The starting point
The customer is a 75-person B2B SaaS company hiring 6–10 engineers per quarter for React, Node, and platform roles. Before EchoHire, their funnel looked like this: post on LinkedIn / Naukri → HR generalist screens resumes for keywords → 30-minute phone screen → senior-engineer technical loop. The bottleneck was the phone-screen step: senior engineers were burning ~12 hours/week each on first-round screens, most of which ended in "no".
What changed with EchoHire
- AI resume screening on every inbound application, scored against a frozen JD-aligned rubric.
- AI first-round interviews replaced the 30-minute phone screen. Candidates take it async, in their own timezone.
- Bi-directional sync with Lever so the recruiting team didn't change pipeline tools.
Results after 90 days
- Time-to-shortlist dropped from 21 days to 8 days on engineering roles.
- Recruiter hours saved: ~120 per month, redirected to candidate experience and onboarding.
- Offer acceptance rate up 18%, attributed by the customer to a much faster process.
What the customer says
"The biggest unlock wasn't even the time saved — it was that every engineer now arrives at the technical loop with a structured evidence report. Our seniors spend the loop probing depth, not re-doing the screen."
How they roll it out
One role first (Senior React Engineer), measured the baseline (time-to-shortlist and senior-engineer hours), then expanded to all engineering roles after week 4. Lever stayed the system of record; EchoHire scores and evidence reports sync back automatically.