Game 7 Staffing Saves Recruiters 13,000+ Hours While Increasing Candidate Pipeline With Tenzo AI

Game 7 Staffing partners with Tenzo AI to scale technical recruiting, surface more qualified engineering talent, and transform outbound recruiting into a structured, interview-ready pipeline.

• 13,480 recruiter hours saved in under one year

• 1,218 AI-facilitated interviews completed

• 27-minute average interview length

“Tenzo AI has fundamentally changed how we think about recruiting and helped us scale without compromising the quality of our conversations with candidates.”

— Nathan Alderman, Co-Founder and Chief Operating Officer, Game 7 Staffing

About Game 7 Staffing

Game 7 Staffing is a specialized semiconductor-specific staffing and design services firm that connects highly skilled engineers with organizations like NVIDIA and Qualcomm. With more than 16 recruiters, the company recruits for some of the industry’s most technically demanding roles.

Challenge

Building a More Scalable Way to Recruit Specialized Engineering Talent

Recruiting semiconductor engineers isn’t a volume game — it requires identifying, evaluating, and building relationships with highly specialized, deeply technical talent. Co-founder and COO Nathan Alderman built Game 7 Staffing with that philosophy, and it’s how his team sets itself apart in a crowded recruiting space.

In practice, that means their screening interviews go well beyond standard questions. They involve probing candidates’ technical knowledge through nuanced follow-up questions to assess both depth of expertise and role fit. The goal is to ensure candidates are well-suited for business-critical, highly technical positions, reducing the risk of expensive mis-hires that can delay product development. This rigorous evaluation worked — but it also demanded significant recruiter time.

Recruiters were responsible for making hundreds of outbound calls each week, sourced from Game 7’s internal database of 50,000 candidates, in order to schedule and conduct first-round technical assessments.

To support continued growth while keeping recruiters focused on higher-value conversations, Nathan knew it was time to automate the earliest stages of the hiring process. Because Game 7 had already built its own recruiting platform, which already surfaces relevant candidates from their talent pool, Nathan’s first instinct was to add AI interviewing capabilities in-house. But rather than divert significant engineering resources into building and maintaining the technology, he decided to evaluate specialist vendors instead.

Nathan quickly found that none of the platforms he demoed could replicate the technical conversations Game 7’s recruiters had every day. Most followed scripted interview paths, collecting answers before moving on to the next question instead of probing deeper based on a candidate’s response. For a company recruiting highly specialized chip, board, and verification engineers, that conversational depth wasn’t optional.

He also wanted more than an off-the-shelf product. “We were really looking for somebody that would co-design and co-develop with us,” he explains. Any solution would need to integrate with Game 7’s custom recruiting platform and evolve alongside the business.

When Nathan discovered Tenzo AI through a referral, he immediately saw the potential. Tenzo combined the conversational depth his team needed with the flexibility to build around Game 7’s existing recruiting operation.

“We wanted recruiters to stop spending their day making phone calls, hoping someone would pick up. We wanted them to come into work with qualified conversations already waiting for them.”

— Nathan Alderman, Co-Founder and Chief Operating Officer, Game 7 Staffing

Solution

Co-Designing an AI Recruiting Workflow That Accelerates Technical Hiring

From day one, Tenzo AI worked with Game 7 as a technology partner.

Instead of forcing Game 7 to change its recruiting process, Tenzo AI worked alongside Nathan and his team to build an AI-driven interview workflow tailored to the company’s existing hiring approach. Together, they configured custom prompts, interview frameworks, and integrations that reflect how Game 7 evaluates engineering talent.

Today, that workflow sits at the heart of the firm’s entire recruiting model. After Game 7’s systems surface relevant candidates from its existing talent network, Tenzo AI’s agents automatically reach out by phone, SMS, and email to gauge availability and schedule a technical assessment. The Tenzo AI recruiter then conducts a deep technical interview, asking context-aware follow-up questions and capturing evaluation results and candidate details.

“Other platforms would ask a question, get an answer, and move on. Tenzo AI is able to probe deeper and continue the conversation,” he says.

Once the assessment is complete, Tenzo automatically organizes and routes interview summaries, transcripts, and candidate details directly into Game 7’s recruiting systems. Tenzo AI’s agents also schedule second-round interviews with qualified candidates directly in recruiters’ calendars. Recruiters now enter those conversations with richer context, enabling them to spend less time on initial screening and more time validating candidates, building relationships, and guiding them through the hiring process.

Although some of the Game 7 team initially questioned whether experienced engineers would be receptive to an AI interviewer, those concerns quickly faded. The team found that candidates were comfortable engaging with the Tenzo AI recruiter and had consistently positive experiences.

“You’d be surprised at the number of people who are comfortable and willing to talk to an AI agent when it is built with intention,” Nathan shares.

The partnership has also continued to evolve. As Game 7 expands its AI recruiting workflows, Tenzo AI’s engineering team builds custom APIs, webhooks, and integrations to make their recruiting systems more sophisticated.

With such sustained growth in candidate volume, Game 7 has even hired more human recruiters, all focused on higher-value conversations and decisions thanks to Tenzo AI. And as AI recruiting is now a strategic priority, they also have dedicated two team members to continually optimize the custom workflows — an investment Nathan expects will significantly increase capacity over the coming year.

The result is a recruiting workflow that scales with Game 7’s business, giving recruiters better information, better conversations, and more time to focus on placing exceptional engineering talent.

“We’ve scaled the business without adding repetitive screening work for recruiters. Now they spend their time with right-fit candidates, speeding up the process.”

— Nathan Alderman, Co-Founder and Chief Operating Officer, Game 7 Staffing

Results

Game 7 Automates More Than 1,200 Candidate Conversations

What began as an effort to automate first-round technical interviews has become a scalable recruiting engine. Game 7 is now connecting with more qualified engineering talent while allowing recruiters to prioritize building relationships and making placements.

The impact is clear:

• 13,480 Recruiter Hours Saved in Under One Year

• 1,218 AI-Facilitated Interviews Completed

• 27-Minute Average Interview Length

Looking ahead, Game 7 plans to deepen its partnership, expanding Tenzo AI to more recruiting workflows while continuing to build custom integrations and capabilities. With the operational foundation now in place, Nathan expects those efforts to significantly increase the platform’s impact over the coming year.

“Co-designing with Tenzo AI is what excites me the most. We build what we need on our side, and they connect it on theirs. We’re creating something that fits the way we work, and the results in the coming year will just continue to improve.”

— Nathan Alderman, Co-Founder and Chief Operating Officer, Game 7 Staffing