A Chicago-based organization with recurring hiring needs struggled to keep pace with demand.
Recruiters were stretched across job creation, sourcing, screening, scheduling, and offer management.
Time-to-hire increased, candidate experience varied, and manual effort dominated the process.
Mobio Solutions implemented a smart recruitment system built on AI-driven automation workflows.
The platform automated the recruitment lifecycle—from job description creation to offer letter issuance—while keeping recruiters and hiring managers in control of decisions.
The outcome was faster hiring cycles, consistent candidate evaluation, and a recruitment operation that scaled without additional headcount.
The client is a mid-sized organization headquartered in Chicago, operating across multiple business functions with steady hiring needs throughout the year.
Recruitment was managed by a lean internal HR and talent acquisition team supporting multiple departments.
Hiring volumes fluctuated with business demand, which made manual coordination difficult during peak periods.
Recruitment activities were fragmented across tools and teams.
Key challenges included:
Recruiters spent most of their time coordinating tasks rather than assessing talent.
Hiring managers lacked timely visibility.
Candidates experienced delays and inconsistent communication.
The organization needed a connected system that could support judgment without removing human decision-making.
Mobio Solutions partnered as a strategic AI and automation partner.
The approach focused on:
The system was designed as modular workflows that could be rolled out in phases and adjusted based on real usage.
Mobio delivered a smart recruitment system powered by AI-driven workflows that covered the full hiring lifecycle.
At a high level, the platform supported:
Human approval remained mandatory at every decision stage.
Recruiters initiated hiring by defining role intent and key requirements.
A Retrieval-Augmented Generation layer:
Recruiters reviewed and approved each description before publishing.
Approved roles were automatically posted to:
Incoming applications entered an AI screening workflow.
The system:
Shortlists were presented with explanations, not opaque scores.
For selected roles, candidates completed an initial voice-based screening.
The voice AI:
No decisions were made automatically.
Recruiters used summaries to guide next steps.
The system coordinated:
Post-interview feedback was captured in structured formats and stored centrally.
Once a candidate was approved:
Offers were issued without manual document creation.
The system tracked:
The organization achieved:
Recruiters focused more on talent assessment.
Hiring managers gained clearer pipeline visibility.
