Gigin for the team that does the hiring.
Mid-market companies, staffing agencies, and healthcare systems use Gia differently. Here's how it works for each.
Mid-size staffing firms with 15–200 open requisitions and small coordinator teams buried in sourcing and phone screens.
Every coordinator is running 25+ reqs simultaneously. Sourcing alone takes half the week. Phone screens eat the rest. The work that earns revenue — client conversations, placement calls — gets squeezed out.
Gia handles all first-touch candidate outreach, runs structured voice assessments for every applicant, and returns a shortlist ranked by role fit. Coordinators move from running the process to running the placement conversations.
Teams running 25+ reqs per coordinator are now managing 50+ with the same headcount — without adding to the sourcing and screening burden.
Agencies placing travel nurses, per diems, and allied health — where speed determines whether you place before a competitor does.
Clinical roles are time-sensitive. A travel nurse confirms fast or moves to the next offer. Manual phone screens, credentialing paperwork chased by hand, and days spent waiting for document submissions mean placements are lost before they're closed.
Gia calls clinical candidates within minutes of application with role-specific questions. Credentialing coordination — license verification, certification expiry tracking, document collection — runs automatically alongside the assessment. Placement teams see a candidate who is both assessed and credentialing-confirmed before they pick up the phone.
Healthcare staffing customers see credentialing-related placement delays drop significantly when Gia runs the coordination process in parallel with assessment rather than after offer.
In-house TA functions with 5–50 recruiters managing a mix of role types — often across multiple hiring managers and departments.
Tool-switching tax is real. Resume parsing in one system, scheduling in another, ATS in a third, sourcing in LinkedIn Recruiter, assessment notes in a spreadsheet. Recruiters spend more time managing tools than managing candidates.
Gigin unifies sourcing, resume screening, assessment, scheduling, and ATS in one platform. Gia handles the high-frequency steps across all of them. Recruiters open Gigin, see their shortlist, and focus on moving candidates forward rather than managing the process.
TA teams on Gigin typically reduce the number of active tools by 3–4 while increasing the number of roles each recruiter can manage in parallel.
Recruitment process outsourcing firms running hiring for multiple clients — each with SLAs on time-to-shortlist and quality of candidate delivered.
Client SLAs create pressure at both ends. Time-to-shortlist commitments are difficult to honour when the pre-screening work is manual and volume spikes unpredictably. Quality consistency across different recruiters working different client accounts is hard to enforce.
Gia delivers shortlists within hours of a role opening — regardless of application volume. Consistent assessment criteria mean the same quality bar is applied across every client role and every recruiter. Gigin's analytics dashboard gives RPO operations leads visibility into SLA performance across the portfolio in real time.
RPO operators on Gigin can expand client capacity without proportional headcount growth. Consistent assessment quality makes shortlist quality predictable regardless of who is running the role.
CHROs and VP-level HR leaders in organisations with 1,000–10,000+ employees — buying decisions focused on headcount efficiency and demonstrable ROI.
The board question is: why do we need more recruiters to hire more people? The honest answer is that most recruiter time goes to the process, not the decision. Headcount grows to keep up with hiring volume — not because decision-making is hard.
Gia handles 65% of pre-hire recruiter hours — sourcing, resume evaluation, first-round assessment, scheduling. The same team makes more decisions with fewer handoffs. ROI is measurable: hours saved per role, cost per hire, time-to-fill. The dashboard shows this in real time.
Enterprise customers document $120K+ in annual cost reduction per recruiting team, and expand hiring capacity without proportional headcount increase — a metric CHROs can take to a board conversation.
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Every team is different. Book a demo and we'll walk through Gia in the context of how your team actually hires — not a generic walkthrough.
