Growing company, 50–500 employees, 5–20 concurrent open roles, TA team of 2–5
Fit
Strong fit
Why
High role volume relative to team size - Gia absorbs the top-of-funnel load that would otherwise require additional hires
For US HR Teams
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.
Singapore US Sales Team Reply within one business day
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
4–8 hrs
Manual sourcing per role per week - 10 roles is 10x the time
20–30
Screening calls to find 3 candidates worth advancing
4–6
Tools switched per role - ATS, sourcing, scheduling, screening
1–2 hrs
Per role per week chasing non-responders
≤1 hr
Per week compiling pipeline updates - 4x longer at 20 roles
What changes
What changes when Gia handles the pre-hire workflow
Gia sources from 100M+ 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.
100M+
Profiles Gia sources from - recruiter approves, Gia reaches out
0
Screening calls - a pre-assessed shortlist is already waiting
<3 min
Gia calls every applicant - first-mover on every application
1
Platform from req to offer, replacing 4–6 tools
Days
Time-to-fill, down from 3–6 weeks
Day in the life
A day in the life - before and after Gigin
8:00 AM
Morning routine
8:00 AM
Morning routine
With Gigin
Opens Gigin. Sees overnight shortlists from Gia across 3 open roles. 12 pre-assessed candidates.
Without GiginOpens 4 separate tools. Checks email for application alerts. Triage begins.
9:00 AM
Status call
9:00 AM
Status call
With Gigin
Status call with hiring managers. Shares Gia's shortlists. 3 interviews confirmed by 9:30.
Without GiginWeekly status call with hiring managers. Apologises for slow movement on 2 open roles. No shortlists to show.
10:00 AM
Team debrief
10:00 AM
Team debrief
With Gigin
Recruiter debrief. Team spent yesterday on offer conversations and second-round interviews. Two roles moving to offer stage.
Without GiginRecruiter team debrief. Two recruiters spent yesterday entirely on screening calls. No shortlists produced.
12:00 PM
Urgent request
12:00 PM
Urgent request
With Gigin
Sends the hiring manager Gia's shortlist for the backfill role. Five pre-assessed candidates. Agency escalation cancelled.
Without GiginResponds to hiring manager who is threatening to escalate a backfill role to an agency.
3:00 PM
CHRO presentation
3:00 PM
CHRO presentation
With Gigin
Reviews time-to-fill data in Gigin analytics dashboard. Prepares a different CHRO presentation: same headcount, output up 60%.
Without GiginBegins putting together a case for the CHRO to approve 2 additional recruiter headcount.
Year one savings
What US HR teams typically save in year one
$40–80K
Per year from consolidating 4–6 recruiting tools into one
2,000+
Recruiter hours recovered per month per team
Lower
Agency fees - roles that hit the wall are now filled internally
30 days
To visible time-to-fill improvement
Fit
Which teams Gigin is built for
Mid-market company, 500–2,000 employees, 15–60 open roles, TA team of 5–15
Fit
Very strong fit
Why
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
Fit
Strong fit - Enterprise plan
Why
Multi-team dashboards, SSO, custom workflows per BU, US data residency, dedicated CSM
Startup, under 50 employees, under 5 open roles
Fit
May be early
Why
Lower volume may not fully utilise Gia's capabilities. Consider as hiring scales past 5 concurrent roles
Integrations
How Gigin fits your existing stack
Greenhouse, Lever & Ashby
Gigin integrates directly - Gia's shortlists appear in your ATS pipeline at the stage you configure. Your team's workflow stays unchanged.
Workday Recruiting
Gigin integrates with Workday Recruiting - Gia's shortlisted candidates feed the pipeline. Compatible with HiredScore for enterprise setups.
Bullhorn
Gigin integrates with Bullhorn - Gia handles first-touch and qualification, and Bullhorn manages the placement workflow.
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.
