About the Customer
BitSol Technologies builds AI-accelerated healthcare applications for startups. They needed to hire for a highly niche HR role: someone with genuine analytical depth, a real appetite for technology, and the capacity to work closely with GenAI initiatives. This wasn't a standard HR backfill. The role sat at the intersection of people operations and emerging technology, which narrowed the field considerably while doing nothing to reduce the applicant volume.
Over 400 people applied.
Historically, a hire like this would take months: manual resume review, back-and-forth scheduling, inconsistent evaluation across candidates, and multiple tools that didn't connect. BitSol ran it in three weeks, with under two hours of human HR involvement before the final stage.
The Hiring Need
With over 400 applicants, manual shortlisting and scheduling quickly became unmanageable. We were spending more time coordinating interviews than actually evaluating candidates.
A large funnel for a specialized role is a particular kind of problem. The volume demands speed; the role demands rigor. Those two things pull in opposite directions when the process is manual.
The breakdown is predictable:
- 1High volume destroys consistency. Different reviewers apply different standards.
- 2Scheduling becomes a full-time job before evaluation even starts.
- 3Manual shortlisting stretches across weeks while other work accumulates.
- 4Coordination takes the time that should go to actual candidate assessment.
- 5Strong candidates move quietly through the noise and never surface.
BitSol needed to evaluate for analytical capability and technical appetite at scale, without burning the HR team's time on logistics.
The Approach
Rather than patching the manual process, BitSol automated the entire funnel through InterWiz from the first filter to the final shortlist:
- Automated resume shortlisting based on role-specific criteria, with no manual sifting.
- Fully automated interview scheduling, with no back-and-forth required.
- Structured screening interviews assessing analytical thinking and technology appetite.
- Automated second-round interviews for candidates who cleared screening.
- Clear rankings and evaluation reports at every stage: resume, screening, analytical.
Human HR involvement was held for the final stage only.
What the funnel looked like
Before: Weeks of coordination, multiple tools, manual evaluation at every step, and an HR team stretched thin before the first serious candidate was identified.
With InterWiz: Each stage automated, ranked, and reported, with HR stepping in only when the shortlist was ready.
What was automated
Here’s what BitSol reported from the process:
- 1CV shortlisting: automated
- 2Interview scheduling: ~15 minutes of HR time
- 3Screening and shortlisting across ~50 candidates: automated
- 4Second-round interviews for 13 candidates: automated
- 5Report review for shortlisted candidates: under 45 minutes
- 6Finalists interviewed by humans: under 1 hour total
Ranked outputs were available at every stage (resume, screening, analytical), so decisions could be made quickly and with documented justification.
The Outcome
One high-quality hire from a 400+ applicant funnel. Three weeks. Under two hours of total HR involvement before the final decision stage.
The broader outcomes:
- Zero manual calls required until the final round.
- End-to-end candidate handling fully automated up to final interviews.
- Seamless integration with BitSol's ATS throughout the process.
- Faster decisions backed by consistent, structured evaluation at every stage.
We wouldn’t have been able to evaluate 400 candidates in 3 weeks without InterWiz. Scheduling alone used to be a nightmare. Now it’s just a few clicks.
Why This Mattered
Volume and specialization are usually in conflict when you're hiring manually. BitSol needed both at once: a process that could move through 400+ applicants without losing the ability to evaluate for depth, consistency, and genuine technical readiness.
What InterWiz made possible wasn't just speed. It was the combination of speed with rigor. Every candidate got assessed against the same criteria. Every stage produced ranked, reviewable data. And the HR team's hours went to the decision that required human judgment, not the coordination work that preceded it.
From hundreds of applicants to one confident hire, and a process that's ready to run again exactly the same way next time.
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