Your recruiting team's output — without adding headcount.
US HR and TA teams are running more roles than ever with the same team size. The answer is not another recruiter. It is giving the team you have a better way to work.
The problem
The problem every US HR leader is trying to solve.
The business is growing. Hiring targets are higher than last year. The recruiting team is not. Every quarter the gap between the volume the business needs and what the team can physically produce gets harder to close — without a headcount ask, an agency escalation, or both.
The problem is not the recruiters. Most US recruiting teams are skilled, experienced people who know how to hire well. The problem is the process. A recruiter who spends their morning making 25 screening calls to find 3 worth advancing is spending 22 calls of capacity on work that produces zero decisions. That is the bottleneck — and hiring another recruiter just adds another person to the same bottleneck.
The ceiling
Why the current approach hits a ceiling.
| The current process | What it costs | Why it does not scale |
|---|---|---|
| Manual candidate sourcing | 4–8 hours per role per week across job boards and LinkedIn | Adding roles multiplies the cost linearly — 10 roles is 10x the sourcing time |
| Inbound screening calls | 3–6 hours per role per week (20–30 calls to find 3 worth advancing) | Call pile grows with application volume — cannot be absorbed without adding people |
| Tool switching | 4–6 tools per role — ATS, sourcing, scheduling, job board, screening product | Context loss and data gaps compound as role volume increases |
| Candidate follow-up | 1–2 hours per role per week chasing non-responders | Good candidates go cold while the recruiter is working another role's call pile |
| Status reporting | 30–60 minutes per week compiling pipeline updates for leadership | Increases with role count — reporting on 20 open roles takes 4x longer than 5 |
What changes
What changes when Gia handles the pre-hire workflow.
Gia sources from 75M+ profiles, calls every applicant within 3 minutes of submission, runs structured assessments, and delivers a ranked shortlist with notes. Your recruiters open that shortlist and spend their day on the conversations that close offers — not the ones that determine basic fit.
| Without Gigin | With Gigin |
|---|---|
| Recruiter sources manually from job boards and LinkedIn — 4–8 hours per role per week | Gia sources from 75M+ profiles — recruiter approves profiles, Gia initiates outreach immediately |
| 20–30 screening calls to find 3 worth advancing — 3–6 hours per role per week | Shortlist of pre-assessed candidates waiting — recruiter starts with the conversations that matter |
| Good candidates accept competitor offers while waiting for first contact | Gia calls every applicant within 3 minutes — first-mover advantage on every inbound application |
| 4–6 tools to manage one role — ATS, sourcing, scheduling, screening, job board | One platform — Gia and the Hiring Suite cover the full workflow from req to offer |
| Role open for 3–6 weeks on average | Roles closing in days because the pre-hire work is already done before the recruiter picks up the phone |
Day in the life
A day in the life — before and after Gigin.
| Time | Head of TA without Gigin | Head of TA with Gigin |
|---|---|---|
| 8:00 AM | Opens 4 separate tools. Checks email for application alerts. Triage begins. | Opens Gigin. Sees overnight shortlists from Gia across 3 open roles. 12 pre-assessed candidates. |
| 9:00 AM | Weekly status call with hiring managers. Apologises for slow movement on 2 open roles. No shortlists to show. | Status call with hiring managers. Shares Gia's shortlists. 3 interviews confirmed by 9:30. |
| 10:00 AM | Recruiter team debrief. Two recruiters spent yesterday entirely on screening calls. No shortlists produced. | Recruiter debrief. Team spent yesterday on offer conversations and second-round interviews. Two roles moving to offer stage. |
| 12:00 PM | Responds to hiring manager who is threatening to escalate a backfill role to an agency. | Sends the hiring manager Gia's shortlist for the backfill role. Five pre-assessed candidates. Agency escalation cancelled. |
| 3:00 PM | Begins putting together a case for the CHRO to approve 2 additional recruiter headcount. | Reviews time-to-fill data in Gigin analytics dashboard. Prepares a different CHRO presentation: same headcount, output up 60%. |
Year one savings
What US HR teams typically save in year one.
| Saving | Typical Range | What Drives It |
|---|---|---|
| Recruiting tool stack consolidation | $40K–$80K/year | Replacing 4–6 tools (ATS, sourcing platform, job boards, scheduling tool, screening product) with one platform |
| Recruiter hours recovered | 2,000+/month per team | Top-of-funnel sourcing and screening hours that move to Gia — redirected to offer conversations |
| Agency fee reduction | Significant — varies by escalation rate | Roles that previously hit the wall and went to agency are now filled internally because Gia keeps the pipeline moving |
| Time-to-fill improvement | Visible within 30 days | Gia's 3-minute first contact vs 24–48 hour industry average eliminates the first-touch lag that costs placements |
Fit
Which teams Gigin is built for.
| Team profile | Fit | Why |
|---|---|---|
| Growing company, 50–500 employees, 5–20 concurrent open roles, TA team of 2–5 | Strong fit | High role volume relative to team size — Gia absorbs the top-of-funnel load that would otherwise require additional hires |
| Mid-market company, 500–2,000 employees, 15–60 open roles, TA team of 5–15 | Very strong fit | The exact profile Gigin is built for. Multiple role types, multiple hiring managers, volume that exceeds manual capacity |
| Enterprise, 2,000+ employees, 50+ concurrent roles across business units | Strong fit — Enterprise plan | Multi-team dashboards, SSO, custom workflows per BU, US data residency, dedicated CSM |
| Startup, under 50 employees, under 5 open roles | May be early | Lower volume may not fully utilise Gia's capabilities. Consider as hiring scales past 5 concurrent roles |
Integrations
How Gigin fits your existing stack.
| Current situation | Path with Gigin |
|---|---|
| Using Greenhouse, Lever, or Ashby | Gigin integrates directly. Gia's shortlists appear in your ATS pipeline at the stage you configure. Your team's ATS workflow is unchanged — Gia adds the agentic pre-hire layer on top. |
| Using Workday Recruiting | Gigin integrates with Workday Recruiting. Gia's shortlisted candidates feed the Workday pipeline. Compatible with HiredScore for enterprise setups. |
| Using Bullhorn | Gigin integrates with Bullhorn. Gia handles first-touch and qualification; Bullhorn manages the placement workflow. |
| Running on spreadsheets or legacy ATS | Gigin replaces the stack. The native ATS covers the full pipeline — from req to offer. No migration project. Start with your next role. |
See this in action
See what Gigin does for your specific team.
Tell us your team size and current ATS. We will show you how Gia fits your workflow — live, in 20 minutes.
- Live demo on your role
- 20 minutes
- Reply within one business day
FAQ
Frequently asked questions.
No. Gia handles the pre-hire workflow — sourcing, calling, assessing, shortlisting. Every hiring decision stays with your recruiter. The recruiting team's job changes from processing the pile to reviewing the shortlist and closing candidates. Output increases; headcount stays the same.
We run Gigin in parallel with your team for the first role — Gia produces a shortlist, your recruiter produces a shortlist independently. You compare the two. In practice, match rates are high because Gia is assessing against the same criteria you configured. This is the fastest way to build confidence in Gia's output.
One day. The first role configuration — assessment criteria, question set, scoring rubric — takes 30 minutes with Gigin's customer success team. Your first Gia-generated shortlist arrives the same day. No IT project, no training programme, no implementation consultant.
No. Gigin integrates with Greenhouse directly. Gia handles the pre-hire work — sourcing, calling, assessing. Shortlisted candidates appear in your Greenhouse pipeline at the stage you specify. Your team's Greenhouse workflow is unchanged.
This is where Gia's value compounds fastest. A role that receives 200 inbound applications in a week is processed the same way as one that receives 20 — Gia calls every applicant, scores every call, and delivers the ranked shortlist regardless of volume. The recruiter's workload does not scale with application volume when Gia is handling the assessment.
Gia's call quality is designed to reflect your company's brand positively. The call is structured, professional, and sets clear expectations. You can listen to any Gia call from the candidate's workspace in the Hiring Suite. The Experience Gia page lets you trigger and hear a live demo call before deploying Gia on real candidates.
Yes. Each role type has its own configuration — the skills that matter, the experience range, the compensation band, and specific requirements. You configure it once per role type; Gia reuses it on every future role of that type. Assessment questions are also configurable per role.
Gigin uses a credit-based model — credits are consumed by Gia's actions (assessment calls, sourcing searches, outreach sequences). The ATS, analytics, team collaboration, and workflow tools are included in every plan at no credit cost. Request a quote and we will size a credit block to your hiring volume.
Have questions? We're here to help.
Reach out to our team and we usually reply within one business day.
Let's talk
See what Gigin does for a team like yours.
20 minutes. Bring one open role. We run it through Gia live.
