CASE STUDY
From application overload to faster hiring
How a 500+ employee US fintech company used Talis to handle high application volumes, reduce time-to-hire, and turn its existing candidate pool into a source of qualified talent.
CASE STUDY
How a 500+ employee US fintech company used Talis to handle high application volumes, reduce time-to-hire, and turn its existing candidate pool into a source of qualified talent.
THE CHALLENGE
As the company expanded its presence into Europe, hiring demand increased across multiple functions.
The problem wasn’t a lack of candidates — it was almost the opposite. The company was receiving large numbers of inbound applications, creating a significant screening burden for recruiters.
The recruiting team needed to process large candidate volumes while maintaining hiring quality and keeping time-to-hire competitive with the market.
Their ATS helped manage the application process, but recruiters still had to spend significant time reviewing candidates and determining which profiles deserved attention. At the same time, the company already had a substantial historical candidate database that represented a missed opportunity.
The team wanted to reduce manual screening, prioritize stronger candidates faster, rediscover qualified talent already in the system, and understand candidate-pool trends as they expanded into Europe.
THE SOLUTION
Rather than asking recruiters to manually process every candidate in the same way, Talis helped the team identify which candidates deserved attention first.
Candidates were analyzed against the requirements of each individual role, allowing recruiters to quickly understand:
This allowed recruiters to spend less time performing repetitive first-pass evaluation and more time on candidates who warranted deeper consideration.
01 / INTELLIGENT SCREENING
The company used Talis to analyze high volumes of inbound candidates against role-specific requirements. Instead of relying primarily on resumes, keywords or a basic ATS-generated score, recruiters could use deeper structured analysis across the candidate profile.
Talis evaluated:
Recruiters could move from hundreds of applications → manual review → shortlist, toward hundreds of applications → intelligent prioritization → recruiter review.
02 / REDISCOVERY
Expansion also meant that the company was repeatedly hiring for similar roles. Talis allowed recruiters to look back into their existing candidate pool before launching another sourcing cycle.
A candidate who wasn’t right for one role could become highly relevant for another. A previous applicant could become a fit after gaining additional experience. A candidate who had reached the final stages of a previous process could potentially be reconsidered for a new position.
Instead of new role → new sourcing → new candidates → new screening, the team could start with: new role → search existing talent → rediscover qualified candidates → source externally only when necessary.
03 / INTELLIGENCE
As the company expanded into new European markets, the recruiting team also needed a better understanding of the talent it already had access to.
Talis analytics provided visibility into the composition and behavior of its candidate pools. The team could use this intelligence to understand candidate availability across different functions, where qualified candidates were concentrated, which roles generated the strongest candidate pools, and how rediscovery contributed to hiring outcomes.
This turned recruiting data into something the team could use for planning, not just reporting.
04 / EFFICIENCY
The benefits extended beyond recruiters. By providing structured candidate analysis, Talis helped recruiters give hiring managers clearer context around candidates.
Hiring teams could enter interviews with a better understanding of relevant candidate experience, evidence supporting role fit, potential gaps, areas requiring validation, and questions worth exploring.
This helped reduce the back-and-forth that can occur when hiring managers receive large numbers of profiles without sufficient context.
05 / ANALYTICS
The team also used Talis analytics to track how its recruiting operation was changing over time. Rather than measuring only traditional metrics such as applications and hires, they could look at the efficiency of their candidate pool itself.
This helped TA leadership connect candidate intelligence to operational outcomes such as application volume → qualified candidates → screening → interview → hire, and understand where time and candidate value were being lost.
Talis helped the team handle more candidate volume without making screening the bottleneck.
THE IMPACT
The combination of intelligent screening, rediscovery and analytics allowed the company to make better use of both new applications and existing talent.
“Our challenge wasn’t getting applications. It was knowing where to focus our attention.”
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.
See how Talis works →MORE CASE STUDIES
Get started
Book a 30-minute demo and we'll show you exactly how Talis fits into your current setup — no pressure, no hard sell.