The starting point
The trading firm opened junior roles that attract thousands of applicants. A recruiter used to work through applications by hand. On the quantitative internship that did not scale. Further roles stayed closed because nobody could get through those thousands.
The problem
- Volume, not a shortage of people. There are many applications. Recruiter capacity is the bottleneck.
- The same round on repeat. The same criteria, the same questions, manual sorting.
- Bias risk. If AI “rejects” people, the firm has a problem. People ask who the system quietly put aside.
The solution: an agent that moves people forward
We built an internal system for processing applications. The agent gets clear instructions. It estimates whether a candidate will pass the first rounds. Strong candidates are invited first to a test and an interview. It does not silently reject. People stay in the process. The order changes.
How it works:
- The firm writes the criteria. Not a model from the internet. The recruiter and hiring manager say what they are looking for.
- Priority, not a bin. The agent ranks who to take first. It does not decide the end of the process.
- A person in the loop. The team sends the invite and runs the interview. The agent prepares the queue; it does not jump over people. More on bias in AI hiring.
What changed
- Hundreds of candidates a day. The recruiter can do that without a full day in CVs.
- More junior roles. The team can open them, because someone can get through the applications.
- Managers interview the people who matter. Interview time goes to candidates with the highest potential.
What transfers to your company
- Say out loud what the agent does not do. If it only ranks, write that down. People ask about rejection. A precise sentence protects trust.
- Criteria before the model. Without clear instructions from the hiring manager you get an average ranking.
- Junior roles often fail on volume, not appetite. When AI works through the queue, the firm can open them again.
How to bring this into your company
If you want to know what a first project like this would look like for you, let us start with a 15-minute call. We go through whether it makes sense in your company and which of our workshops is the best starting point. More deployments are in case studies.