Bulk Hiring

Retail company needs to hire 500 seasonal workers in 6 weeks.

"AI orchestrates the campaign: "I've created a comprehensive hiring plan for your 500 seasonal positions across 25 locations. Week-by-week plan: Week 1-2: Launch & Source. Job postings optimized for seasonal keywords live on 12 job boards. Geotargeted ads running in each location. Goal: 3,000 applications (6:1 ratio). Week 2-3: Screen & Assess. AI screening all applications against criteria (availability, location, basic requirements). Phone screens automated for qualified candidates. Goal: 1,500 qualified candidates. Week 3-4: Interview & Select. Hiring events scheduled at each location - 2 per store. Group interviews to maximize efficiency. Goal: Interview 1,200, extend 600 offers (accounting for 15% decline rate). Week 5-6: Offer & Onboard. Digital offer letters and paperwork. Background checks in parallel. Training scheduling begins. Goal: 500 confirmed starts. Current status (Day 4): 1,247 applications received (42% of target), 312 already screened and qualified, first hiring event scheduled for next Tuesday. I've also identified 3 locations with lower application volume and boosted advertising spend there. Dashboard live with real-time metrics. Want me to walk through any specific location's progress?""

Company opening new call center with 200 positions to fill in 8 weeks.

"AI manages end-to-end: "I'm coordinating your 200-person call center build in Phoenix. Here's the operation: Sourcing strategy deployed: Partnered postings with local workforce development. Social media campaign targeting Phoenix metro. Employee referral bonus program activated. Indeed Sponsored Jobs for customer service keywords. Assessment pipeline: 847 applications received so far, 423 completed initial screening (communication skills, typing test, schedule flexibility), 234 scored 'qualified' and moved to phone interview stage, 156 phone interviews completed - AI-conducted with standardized questions. Interview logistics: I've scheduled 3 interview days at your Phoenix facility. Day 1 (tomorrow): 45 candidates, 3 hiring managers. Day 2 (Thursday): 50 candidates, 4 hiring managers. Day 3 (next Monday): 48 candidates, 3 hiring managers. Each candidate gets 20-minute interview plus 10-minute practical assessment. Offer status: 67 offers extended, 54 accepted, 52 background checks cleared, 48 confirmed start dates for Training Class 1 (March 1). Projected to have first 50 in seats on schedule. Two concerns flagged: Bilingual Spanish requirement (15 positions) - currently short by 8 candidates. Recommend expanding search radius. Night shift positions filling slower - suggest shift differential messaging. Shall I adjust the strategy for these gaps?""

Company running annual graduate program with 100 positions across 5 departments.

"AI runs the program: "Your 2024 Graduate Program is fully operational. I'm managing the pipeline across all 5 departments. Application overview: 2,847 applications received by deadline, 892 from target universities (31%), 423 with GPA above 3.5 threshold, gender diversity: 47% female (meeting goal). Assessment funnel by department: Engineering (40 positions): 1,204 applicants → 312 passed online assessment → 89 video interviews completed → 52 assessment center invites sent → targeting 40 offers. Finance (25 positions): 634 applicants → 198 passed numerical reasoning → 67 video interviews completed → 34 assessment center invites → targeting 25 offers. Marketing (15 positions): 412 applicants → 156 case study submissions → 48 reviewed and scored → 22 finals → targeting 15 offers. Operations (12 positions): 298 applicants → 112 situational judgment passed → 38 interviews completed → 18 finals → targeting 12 offers. Sales (8 positions): 299 applicants → 98 sales simulation completed → 29 role plays done → 12 finals → targeting 8 offers. Campus events scheduled: 6 universities, virtual info sessions next week. Assessment centers running March 10-21 at headquarters. Diversity initiative: Partnered with 3 diversity organizations, seeing 40% increase in applications from underrepresented groups. Current projected fill rate: 100% across all departments. Detailed scorecard attached. Want me to prepare the assessment center schedules?""