Springworks is an HR tech company building products that help organizations engage and retain talent. With thousands of applicants flowing into their own hiring pipeline, they needed a way to screen at scale without burning out their recruiting team.
The challenge: 10,000 applicants, one recruiter bottleneck
Springworks was running 10,000+ applicants per role through a manual first-round pipeline. Recruiters were the bottleneck, not hiring managers. Quality candidates were dropping out because the first-round scheduling was taking weeks.
The recruiter team was spending the majority of their time on phone screens that could have been handled by a structured, consistent process. Every phone screen took 25-30 minutes, and most candidates were filtered out after the first few questions.
The result: a slow, inconsistent hiring funnel where the best candidates were often lost to faster-moving competitors before Springworks could even get to them.
"Over the years, I've tried several assessment platforms, but most were either too expensive or too static. Their questions stayed the same, and candidates often copied answers. I wanted something more adaptive and real-time. GoodFit offered that flexibility at the right price point, so we decided to try it, and within hours, we saw great results."
Kartik Mandaville
Founder & CEO, Springworks
Why Springworks chose GoodFit
Springworks needed a solution that could handle volume without sacrificing quality. They evaluated several tools but chose GoodFit because of the voice-first approach, which felt more human than form-based screening, and the per-candidate pricing model, which aligned with their variable hiring volume.
The setup was straightforward: Springworks shared their interview questions and rubric, and the GoodFit team configured the AI interviewer within a day. No lengthy implementation project, no IT tickets, no onboarding calls.
"Earlier we had to review every assignment, get on screening calls, and then coordinate two more panel rounds. Now the AI handles that first layer for us. The portal instantly shows whether a candidate is a good fit or not, and we can directly schedule the final interview the next day."
Bhargavi Venkatagiri
Talent Acquisition Specialist, Springworks
The solution: AI voice interviews on WhatsApp
Springworks switched every first-round interview to GoodFit voice AI. Candidates got the interview link on WhatsApp, completed the conversation whenever it suited them, and scorecards surfaced in the recruiter queue within seconds.
The AI interviewer asked role-specific questions, followed up based on candidate responses, and captured notice period, salary expectations, and location automatically. Every completed interview produced a structured scorecard with written reasoning per criterion.
Consistent scoring across all candidates
Every candidate was evaluated against the same rubric, regardless of which day they interviewed or how busy the recruiter team was. Scorecards were comparable across the entire pipeline.
Recruiters could click to any moment in the transcript to verify the AI reasoning. Every score was overridable with a logged note.
Recruiter time redirected to high-value work
With AI handling first rounds, recruiters focused on sourcing, candidate relationship management, and closing. The recruiter team did not grow, but the pipeline they could handle tripled.
The outcome
Time-to-hire dropped 80%. First-round screening went from days to hours. Recruiters only looked at candidates worth talking to. Hiring managers got better-qualified shortlists in a fraction of the time.
The hiring process became predictable: post a role, share the link, review scorecards in the morning. No scheduling back-and-forth, no phone-screen burnout, no quality drop when volume spiked.
