Lean Talent Acquisition Teams
Three recruiters, a hundred open roles
Three people cover the whole company. Morgan interviews every applicant across every requisition, and the team spends its week on hiring managers and offers instead of on first-round phone screens.
Trusted by the teams who hire at volume
A small team does not have a prioritisation problem. It has a capacity one.
First-round screening consumes the week
Phone screens, voicemail loops and rescheduling are the bulk of the workload, and they are the part that produces the least judgment.
Requisitions get triaged, not worked
With more roles than hours, some requisitions get real attention and the rest get a job post and hope.
Hiring managers feel the queue
The team is not slow. It is outnumbered — and the delay lands on the manager waiting for a shortlist.
87.5 days
of work recovered per month at Cascade Environmental
3 FTE
of recruiter capacity unlocked at Cascade
4 min
applicant response time at Cascade, down from 48 hours
What a lean team stops doing by hand
Every one interviewed against the same rubric, in the language they applied in.
First-round phone screens
Availability and start-date checks
Pay expectation conversations
Knockout qualification
Interview scheduling and rescheduling
Chasing unresponsive applicants
Re-qualifying candidates already in the database
Writing up screen notes
What it looks like plugged into your ATS
1
Every requisition gets covered
Morgan picks up all of them, not the three the team had time for, and screens against the criteria you set.
2
Applicants get contacted in minutes
Contact goes out by phone, text, email or WhatsApp as applications land, on every requisition at once.
3
Interviews happen without your calendar
Candidates interview at night and at weekends, in 40+ languages, with no scheduling back-and-forth.
4
The team reviews instead of chases
Scores, transcripts and recordings land on the candidate record, so the hours go to judgment calls and offers.
THE SCORECARD
What your recruiters actually see
Availability and start date
Role-specific experience
Pay expectations
Work eligibility
Communication
Knockout questions
Owen H.
Screened by Morgan · Operations Coordinator
Recommended
9.0
overall / 10
Availability and start date
9.2
Role-specific experience
8.6
Pay expectations
9.5
Work eligibility
10
Communication
8.1
Transcript
Recording
ID verified
Knockouts
M
Mobile
Morgan · AI Recruiter
Today 9:02pm
Hi Owen, thanks for applying for the operations coordinator role we posted. I just have a few questions. Are you free to talk now?
Yes. How long does this take?
About twelve minutes, and your answers go straight to the recruiter.
That is fine. Go ahead.
Great, calling you now.
Morgan is calling Owen…
Interview completed 9:15pm · recruiter reviews in the morning
What this is worth at your volume
What first-round screening is costing your team
Enter your monthly applicant volume, a typical screening call length and your loaded recruiter cost. The result is the capacity you get back without adding headcount.
CUSTOMER PROOF
Proof from a three-person team
Cascade Environmental unlocked the capacity of three full-time recruiters
Cascade was receiving 2,000 to 3,000 applications a month across more than 100 specialised listings, handled by a three-person talent team. Screening, scheduling and outreach took 24 to 48 hours per cycle. With Tenzo, applicant response time dropped to four minutes and the team recovered 87.5 days of work a month — the equivalent of three full-time recruiters.
“Our recruiting challenge wasn’t generating more applicants. It was about creating massive efficiencies to take advantage of the volume we already have.” — Jessica Alexander, Director of Talent, Cascade Environmental
The team did not grow. The load it could carry did.
Small-team hiring, answered
What talent leaders running lean ask us before they hand first-round screening over.
Is this a replacement for our recruiters?
No. Morgan handles first-round screening and produces the evidence; your recruiters keep the judgment, the hiring manager relationships and the decisions. Cascade did not shrink its team — it recovered 87.5 days a month of capacity.
How much setup does a small team have to do?
You define the criteria and the knockouts per requisition. After that Morgan picks up applicants and interviews them without per-candidate work from your side.
Can it cover every open requisition, or just the priority ones?
Every one. Screening capacity does not queue behind a recruiter’s calendar, which is the point — Cascade covered 100+ listings with three people.
Can we work the database we already have?
Yes. Tenzo 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.
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 Workday, SAP SuccessFactors, iCIMS, Cornerstone, UKG, Dayforce, ADP, Greenhouse, SmartRecruiters, Workable, Jobvite, Ashby, Avature, Taleo, PageUp, Bullhorn and Salesforce.
Is this compliant enough for our legal team?
Tenzo is SOC 2 Type II certified and compliant with GDPR, CCPA and TCPA, and scoring is bias-aware. 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.
High-Volume Hiring
Screening capacity that scales with the requisition, so volume stops being the reason good candidates go unreviewed.
Staffing Agencies & RPO
Structured screening on every desk, so consultants spend their hours on submissions instead of phone tag.
Early Careers & Campus
One structured, scored interview for every early-careers applicant, inside the season you actually have.
Further reading for small teams
Bring us the requisitions you cannot get to and we will screen them
Give us thirty minutes on the roles your team has not had time for. You will see scored candidates the same day.