How Rebecca AI Processed 2,835 Candidates Without a Single Recruiter
Peterson Technology Partners automated its entire screening funnel, from resume intake to shortlist, and filled roles faster than the manual process ever allowed.
Candidates processed
Passed pre-qualification
Interviews scheduled
About Peterson Technology Partners (PTP)
Peterson Technology Partners is a Chicago-based staffing and technology firm with over 25 years in the industry. They place technical talent across enterprise clients in the U.S. and run one of the most active recruiting operations in the mid-market staffing space.
AI Interview Automation: Campaign Overview
Recruiting at PTP meant handling hundreds of resumes a week across multiple open roles. Screening them manually stretched recruiters into thin, slowed response times, and let strong candidates be kept through. The fix was not hiring more recruiters. It was pointing out that Rebecca AI hiring agent at every resume that came in.
Rebecca AI conducted candidate outreach, screened the full candidate pool, scheduled and conducted video interviews, and delivered a structured shortlist with scores, without a single recruiter involved before the final review.
Top-of-Funnel Hiring Automation Results
Processed 2,835 Candidates
AI hiring agent screened every resume that entered the pipeline was screened. The AI screening platform handles intake, outreach, and qualifications autonomously, top to bottom.
Qualified 1,637 Candidates Through Pre-Screening
AI hiring agent ran live, conversational pre-qualification calls with each respondent, asking role-specific questions, gauging intent, and filtering for fit in real time. There were no delays waiting for a recruiter to free up.
Scheduled 515 Interviews
Qualified candidates moved directly into interview scheduling within the same conversation. Calendar integration with Outlook and Google Workspace meant confirmations went out automatically, with no back-and-forth.
Zero Recruiter Involvement Before Shortlist
Recruiters entered the process only after the AI hiring agent had already screened and scored the candidates. The shortlist they received was clean, consistent, and ready to act on.
Client Impact and Automated Candidate Screening Outcomes
“ Rebecca brings laser focus. She cuts the chaos, with every resume getting screened right off. Qualified candidates get contacted and move on, with interviews in hours instead of days. The bottom line is this: Rebecca closes the gap in candidate interest and recruiter response. The reality is that speed is often the difference between winning and losing in this business.”
The Challenge: Volume Without Velocity
High application volume is only an advantage if you can move through it fast enough. PTP was receiving resumes continuously across multiple roles and geographies. The manual process could not be kept up. Recruiters spent the bulk of their time triaging inboxes, chasing scheduling confirmations, and repeating the same pre-qualification questions across dozens of calls.
By the time interviews were confirmed and scheduled, days had passed. In competitive hiring markets, that gap is where the best candidates disappear.
Key bottlenecks in candidate outreach and screening automation:
- Recruiters hand-screening every resume before any outreach
- Pre-qualification happening in separate calls, days after application
- Scheduling handled manually, creating coordination delays across hiring managers
- Candidate updates sporadic, leading to drop-off before the first interview
- No consistent scoring; qualification criteria shifted recruiter to recruiter
The Solution:
End-to-End Interview Automation
PTP deployed Rebecca AI across their full active candidate database. The AI hiring agent was configured to the specific role requirements, with a short, structured opener, targeted pre-qualification questions, and a direct scheduling CTA for candidates who cleared the threshold.
- References to all products and services offered
- Two pre-qualifying questions to determine their intention
- A distinct call-to-action to register prospective attendees for the webinar
Results updated to the ATS in real time. Recruiters opened their dashboard to a live view of where every candidate stood screened, scored, and sortable.
The workflow
Intelligent Hiring Automation
Inside the Rebecca AI Screening Workflow
- Candidate pool: Full resume intake, processed top-down by application recency and role match.
- Outreach: Automated SMS, phone, and web link, multi-channel contact without manual coordination.
- Pre-qualification: Live, conversational AI calls with role-specific questions and real-time intent scoring.
- Scheduling: Booked inside the same call. Calendar invites are sent automatically. Reminders handled without recruiter follow-up.
- Scoring: Every candidate evaluated against the same criteria — technical ability, communication, role alignment, and problem-solving — with structured summaries attached to each profile.
- ATS sync: Interview transcripts, scores, and recruiter notes pushed directly into the existing stack.
How the AI Hiring Agent Automates Hiring
- Consistent qualification at scale: Every candidate received the same structured questions, the same scoring criteria, and the same CTA, without any variation based on who was available that day.
- Interviews in hours, not days: Qualified candidates moved from first contact to scheduled interview without waiting for a recruiter to open their inbox.
- Shortlists recruiters can trust: Scored summaries with timestamped transcripts, strengths-and-weaknesses breakdowns, and role-fit indicators, ready to act on.
- Hiring managers get context: AI hiring agent’s structured output means the conversation starts at the shortlist.
Eliminate Screening Bottlenecks
Ready to see how Rebecca AI helps you hire smarter and faster?
Deploy Rebecca AI and hand your recruiters a scored shortlist.
Hiring faster without adding headcount
The AI recruiter that scales
2,835 candidates → 515 scheduled interviews
That is a 33% qualification rate from answered contacts with zero recruiter hours spent getting there. As application volume grows, the output scales at the same rate without adding additional headcount or dropping consistency.
