380 hires. Same recruiting team.
VisionCraft was opening 60 new stores in 90 days. Their 4-person talent team couldn't phone-screen the 4,200 applicants. AI Interviewer ran the first round across the entire pipeline — in 6 Indian languages.
60 new stores. 90 days. No throughput.
VisionCraft's expansion plan required 380 trained store associates by end of Q1. The talent team was sourcing 4,200 applicants across 28 cities, most of whom needed to be interviewed in their regional language. The existing process — phone screens by recruiters in Bengaluru — created a bottleneck the business couldn't afford and a language gap candidates couldn't bridge.
- 4-person talent team couldn't phone-screen 4,200 applicants in 90 days
- 60% of candidates were more fluent in their regional language than in English
- Schedule conflicts and no-shows wasted 22 recruiter-hours per week
- Inconsistent screening across cities — different recruiters, different bars
One job, one round, six languages.
VisionCraft created one job in AI Interviewer ('Store Associate') with a 15-minute behavioural round scoring on Communication, Customer Empathy, Product Curiosity, and Reliability. The round was made available in Hindi, Tamil, Telugu, Kannada, Marathi, and Bengali. Candidates picked their language at the start of the interview. Every applicant in the funnel was bulk-uploaded by city and sent a link with 3-day validity.
- Bulk applicant upload (CSV)
- Per-round language selection (6 languages)
- Defined questions (4 behavioural)
- 15-min single round
- Proctored by default
- Recommendation-sorted shortlist
Q1 numbers from the VisionCraft talent team.
We didn't grow the talent team. We didn't even hire one more recruiter. The 4 of us moved from grinding through phone calls to interviewing the top 8% AI Interviewer surfaced. Our store openings went live on time — that's never happened before.
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