At a glance
| Metric | Before | After |
|---|---|---|
| Application to hire | 30 days | 5X faster |
| First contact with an applicant | 1–2 days | Under 5 minutes |
| Phone screens run by HR | 10,000 / month | 0, fully handled by AI |
The challenge
This home care provider's growth depends on its caregiver workforce. Every new client needs a caregiver, and caregivers keep leaving, so the company had to hire constantly just to stand still, let alone grow.
Its 40-person HR team was screening 10,000 applicants a month, about 250 per person, and every screen was a manual phone call. A new applicant could wait one to two days for that first call, and getting from application to hire took 30 days. In high-volume hiring, delay loses candidates: the longer someone waits, the more likely they are to take another job first.
The approach
We replaced manual phone screening with a Voice AI agent connected to the company's existing Fountain ATS (applicant tracking system). The agent:
- Calls every applicant within 5 minutes of their application.
- Runs the screening conversation and qualifies the candidate.
- Books qualified candidates directly into an interview with the HR team.
- Logs everything back to Fountain: the call transcript, a summary and a sentiment analysis. Recruiters start each interview with full context, and every screen is on record.
Interviews and hiring decisions stay with the HR team.
Live in 10 weeks
Kickoff to full rollout took 10 weeks. From then on, the agent handled every phone screen, and the HR team spent its time on candidate interviews, the part of the process where human judgment matters most.
The results
Reaching candidates within five minutes, while they were still actively looking, raised the share of applicants who made it to an interview. That carried through the whole funnel: candidates went from application to hire 5X faster.
The HR team got its time back too. All 10,000 monthly phone screens moved to the AI agent, so the team could focus on interviewing.
Because this company's revenue grows with its caregiver workforce, faster hiring meant faster growth. It could hire faster than caregivers left, take on more clients, and grow EBITDA.
Why it matters
When revenue grows with frontline headcount, time to hire is a growth metric, not just an HR metric. This project shows you can fix it without replacing your hiring systems: the agent ran on top of the ATS the team already used.