CASE STUDY
From agency dependency to an internal talent engine
How a 1,000+ employee B2B software company reduced sourcing dependency, standardized candidate screening, and unlocked more value from its existing ATS with Talis.
CASE STUDY
How a 1,000+ employee B2B software company reduced sourcing dependency, standardized candidate screening, and unlocked more value from its existing ATS with Talis.
THE CHALLENGE
As the company scaled, its recruiting organization was dealing with a familiar problem: finding qualified candidates was becoming increasingly expensive.
For harder-to-fill positions, recruiters frequently relied on external sourcing and recruitment agencies. While this helped maintain hiring velocity, it also created significant sourcing costs and made the company’s existing candidate database less valuable than it could have been.
The team already had an ATS containing years of candidate data, but much of that talent pool remained effectively dormant.
The underlying problem: they didn’t need another ATS. They needed an intelligence layer on top of the recruiting infrastructure they already had.
THE SOLUTION
Talis connected to the company’s existing recruiting infrastructure and began analyzing candidate data against the company’s actual hiring requirements.
Instead of simply storing resumes and application history, Talis helped recruiters answer questions such as:
01 / DEEPER SCREENING
For every open role, Talis evaluates candidates against the specific requirements of the position. Rather than relying on basic keyword matching or a generic AI score, recruiters can define the criteria that actually matter for the role.
Talis provides structured candidate reasoning around:
02 / STANDARDIZATION
One of the biggest changes was not simply that recruiters could screen faster. It was that different recruiters could now evaluate candidates against the same framework.
Talis allowed the company to establish consistent screening criteria for different roles and departments while still giving recruiters room to apply role-specific requirements.
One role. One screening framework. A more consistent candidate evaluation.
03 / REDISCOVERY
Before Talis, sourcing a candidate could effectively happen twice. A recruiter might spend money and time sourcing someone who had previously applied, been interviewed, or reached a later hiring stage.
Talis changed that. Before looking externally, recruiters could search their existing candidate pool for people who matched the requirements of the new position.
Instead of sourcing the same candidate twice, they rediscovered them.
04 / INTELLIGENCE
Talis also helped recruiters prepare hiring teams with better candidate context. Rather than sending a resume to a hiring manager and expecting them to interpret the profile independently, recruiters could provide a structured view of:
05 / ANALYTICS
The company also used Talis to understand its candidate pool at a higher level. Instead of treating its ATS as a historical database, the team could use candidate data to identify patterns across its talent pool.
Analytics helped the team understand where qualified candidates were coming from, which candidate pools contained relevant talent, and how much existing talent was available for different functions.
This gave TA leadership a better understanding of the talent they already had access to before spending more money to find more.
THE IMPACT
By combining candidate screening, rediscovery and analytics, the recruiting team was able to make better use of the candidate data it had already accumulated.
“We already had years of candidate data sitting in our ATS. Talis helped us actually use it.”
Your ATS shouldn’t just be where candidates go to be stored. It should be where your recruiting team starts finding the next hire.
Talis adds an intelligence layer to your existing recruiting infrastructure — helping teams screen candidates, rediscover existing talent, standardize evaluation and understand their candidate pools.
Keep your ATS. Get more from it.
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