High-Volume Hiring
Applications are not the problem. Reaching them is.
Three hundred applications land on one requisition overnight. Morgan interviews all of them before your team opens the ATS, and the shortlist you see at 9am is scored, transcribed and ranked.
Trusted by teams hiring at volume
In high-volume hiring, screening capacity decides who you hire
Most applicants are never contacted
A recruiter works the top of the pile and the day runs out. The candidate you needed was application 180, and nobody read it.
Speed collapses under volume
Response time is the one thing that predicts whether a candidate is still available. It is also the first thing that slips when 300 applications arrive on one role.
Adding recruiters does not scale linearly
Headcount brings ramp time, desk cost and inconsistency. Two recruiters screening the same role rarely ask the same questions or score the same way.
100%
of qualified applicants reached in minutes at Agilus
3,000
applications a month at peak, handled by Cascade’s three-person team
1 minute
median time from application to interview
Where volume hiring actually happens
Every one interviewed against the same rubric, in the language they applied in.
Warehouse and fulfilment
Light industrial and production
Retail and store associates
Contact center agents
Drivers and delivery
Caregivers and home care aides
Field technicians
Seasonal and peak-period hiring
What it looks like plugged into your ATS
1
A requisition opens
Morgan picks up the requisition and starts screening every applicant against your criteria, with no per-candidate setup.
2
Everyone gets contacted
Contact goes out by phone, text, email or WhatsApp within minutes — to all of them, not to a sample.
3
They interview on their own time
Candidates talk at night, at weekends, and in the language they applied in, without booking against a recruiter’s calendar.
4
A ranked shortlist lands in the requisition
Scores, transcripts and recordings are written back to the candidate record, so your team reviews instead of chases.
THE SCORECARD
What your team actually sees
Availability and start date
Shift and schedule fit
Pay expectations
Work eligibility
Role-specific experience
Knockout questions
Chen W.
Screened by Morgan · Warehouse Associate, night shift
Recommended
9.0
overall / 10
Availability and start date
9.2
Shift and schedule fit
8.6
Pay expectations
9.5
Work eligibility
10
Role-specific experience
8.1
Transcript
Recording
ID verified
Knockouts
M
Mobile
Morgan · AI Recruiter
Today 10:12pm
Hi Chen, thanks for applying for the warehouse associate role we posted on nights. I just have a few questions. Are you free to talk now?
Yes. Is it a fixed shift or rotating?
Fixed nights, Sunday to Thursday, 10pm to 6am. I will confirm the rest on the call.
That suits me. Go ahead.
Great, calling you now.
Morgan is calling Chen…
Interview completed 10:26pm · scorecard sent to the recruiter
Hear it yourself
Hear Morgan screen one of three hundred
A real recorded interview, start to finish. Every applicant on the requisition gets the same one.
What this is worth at your volume
What the applicants nobody called are costing you
Enter the volume on your highest-volume requisitions, a typical screening call length and your loaded recruiter cost. The result is recruiter hours reclaimed and cost avoided at your numbers.
CUSTOMER PROOF
Proof at volume
Two teams, two volume problems, the same fix
Agilus Work Solutions was receiving up to 300 applications per role. Manual resume review meant qualified people went unreviewed while recruiters worked whoever was already in front of them. Tenzo now reaches 100% of qualified applicants within minutes, in English and French Canadian, with scores and transcripts written back into the ATS.
Cascade Environmental was handling 2,000 to 3,000 applications a month across more than 100 listings with a three-person talent team. Applicant response time fell from 48 hours to four minutes, and the team recovered 87.5 days of work a month — the equivalent of three full-time recruiters.
“The speed at which Tenzo gets applicants into our ecosystem is just incredible.” — Craig Brown, CEO, Agilus Work Solutions
High-volume hiring, answered
What talent leaders ask us before they point Tenzo at their highest-volume requisitions.
Is there a cap on how many candidates Morgan can interview?
Screening capacity does not queue behind a recruiter’s calendar. Cascade Environmental runs 2,000 to 3,000 applications a month with a three-person team, and Agilus reaches 100% of qualified applicants on roles drawing up to 300 applications each.
Will candidates actually complete an AI interview?
98% of candidates rate the AI interview positively and the average rating is 4.6 out of 5. The median time from application to interview is one minute, and Morgan interviews in 40+ languages, so candidates are screened in the language they applied in.
What does Tenzo write back into our ATS?
A score, a full transcript, and the interview recording, attached to the candidate record. Tenzo integrates with 57+ ATS and CRM platforms, including Bullhorn, Workday, iCIMS, SAP SuccessFactors, UKG, Dayforce, ADP, Greenhouse, SmartRecruiters, Workable, Jobvite, Ashby, Avature, Cornerstone, Taleo, PageUp and Salesforce.
Can we re-engage the candidates already sitting in our database?
Yes, and Tenzo does not start from scratch. It reuses what it already knows about a candidate rather than re-asking, matches existing records against a new requisition, and reaches out by phone, text, email or WhatsApp. You can let it auto-match, or keep a recruiter in the loop to approve who gets contacted.
How do you stop people gaming the interview at this scale?
Candidate identity is verified as part of the interview, and Tenzo checks for behavioural signals of coaching or impersonation. Every interview leaves a recorded, transcribed artifact you can review.
Does the AI make the hiring decision?
No. Morgan produces a rubric-scored, recorded and transcribed record, and a human decides. Tenzo is SOC 2 Type II certified and GDPR compliant, and scoring is bias-aware.
Are the scorecards fixed?
Scorecards are fully customizable per requisition. The criteria above are a common volume configuration, not a fixed template — you define the questions, the weighting and the knockouts. Morgan does not make the hiring decision — it produces a rubric-scored, auditable record and a human decides.
Other teams with the same problem
If you hire across more than one of these, the same setup covers all of them. Pick whichever is closest to the requisition you are trying to fill.
Hourly & Frontline Hiring
Phone-first screening for hourly and frontline roles, in minutes rather than days.
Staffing Agencies & RPO
Structured screening on every desk, so consultants spend their hours on submissions instead of phone tag.
Contact Centers & BPO
Screening capacity that matches a ramp, across languages, with one comparable score per candidate.
Further reading on hiring at volume
Bring us your highest-volume requisition and we will screen it for you
Give us thirty minutes on the role that draws the most applications. You will see scored candidates the same day.