The challenge: About 640 resumes, endless hours, uncertain outcomes

When Madhur posted a Senior Frontend role at Quizizz, the response was overwhelming. Within just 5 days, 638 applications came in. As a lean TA team at a scaling company, this volume presented a familiar but painful dilemma.

"I was looking at 3+ hours of screening just to identify the candidates worth talking to," Madhur recalls. "And even after all that manual work, you're never completely confident you haven't missed someone great buried in the pile."

For a role as critical as Senior Frontend Engineer, Madhur couldn't afford to miss quality candidates. But he also couldn't afford to spend days manually sifting through hundreds of resumes when other urgent roles needed attention.

The solution: Early believer meets early product

Madhur was among the first to sign up when we launched our waitlist. Six weeks later, when we reached out to our initial users, his response was immediate:

"Would love to see the demo."

This wasn't just curiosity. Madhur had a real, immediate need and was eager to see if our approach could solve his screening bottleneck.

Within hours of setup, HighValue.Team was analyzing all 638 applications against the Senior Frontend role requirements. Our AI engine evaluated each candidate across 50+ parameters, going far beyond keyword matching to understand project depth, career trajectory, and contextual fit.

Results that matter: High precision in candidate identification

The impact was immediate and measurable:

1. Volume handled: 638 applications processed

2. Time investment: 1 hour reviewing dashboard data

3. Screening accuracy: 16 highly recommended + 41 good fit (57 total quality candidates) identified

The breakdown:

1. 16 highly recommended - immediate interview candidates

2. 41 good fit - strong potential with minor considerations

3. 135 needs discussion - worth evaluating for specific scenarios

4. 446 not recommended - clear mismatches saved from manual review

Real victory: Turning inbound into a reliable pipeline

After just one week with our platform, Madhur's perspective on inbound hiring completely shifted:

"I would have gone outbound. I never thought I would get such a strong pipeline from inbound if not for this tool. I even called a few candidates for an in-person interview. All of this in one week."

This wasn't just time savings, it was about making inbound actually work. Instead of viewing those 638 applications as an overwhelming task, Madhur could now quickly identify the candidates worth his attention.

Trust through validation: A recruiter's thorough assessment

Madhur didn't take our results at face value. As a thorough professional, he validated our recommendations against his own assessment before trusting the platform with future roles.

"The quality of candidates surfaced matched exactly what I would have identified through manual screening, but in a fraction of the time," he explains. "When the tool consistently highlighted the same candidates I would have flagged, I knew I could trust its judgment."

This validation process is important. We're not asking recruiters to blindly trust AI recommendations, we're providing transparent, explainable insights that experienced professionals can verify and build confidence in.

The experience: Immediate value, minimal overhead

From Madhur's first interaction with our platform, the focus was on providing results without complexity:

1. Setup time: Minutes, not hours

2. Learning curve: Intuitive dashboard requiring no training

3. Transparency: Clear reasoning for every candidate ranking

"The platform does exactly what it says, surfaces your best candidates immediately while explaining why they're worth your attention,"

"No black box algorithms, no complex setup, just results you can trust." ~Madhur adds.

The verdict: Product-market fit in action

Meeting Madhur for coffee after his successful hire revealed something crucial about our platform's impact. His statement about transforming inbound from a necessary evil into a reliable pipeline wasn't just feedback, it showed the platform was solving a real problem.

For companies like Quizizz, where technical talent is critical and hiring speed matters, having an AI-powered recruiting co-pilot isn't just convenient, it's strategic.

Why this matters for your team

Madhur's experience illustrates the hidden opportunity in inbound hiring. Most companies receive strong candidates through inbound applications, but they get buried under volume and manual processes.

HighValue.Team enabled Quizizz to:

1. Process 638 applications as they came in vs. waiting for manual screening

2. Identify 57 quality candidates (16 highly recommended + 41 good fit)

3. Transform inbound from noise into a reliable talent pipeline

4. Build confidence through transparent, verifiable AI recommendations

5. Free up TA bandwidth for strategic initiatives

Ready to transform your inbound hiring like Quizizz did?

If you're sitting on hundreds of applications but lack the bandwidth to properly screen them, we'd love to show you what intelligent resume ranking can do for your pipeline.

Book a demo with us and see how HighValue.Team can turn your inbound hiring challenge into an efficient process.