Structured video profiles and evaluations for candidates without resumes
The challenge
Many blue-collar candidates have little or no formal resume, and the qualities that matter, such as reliability, communication, safety awareness and practical experience, don't show up in one. Recruiters relied on short phone calls and instinct, which produced inconsistent decisions between recruiters and gave clients very little to go on.
Our approach
We built a mobile-first flow where candidates record short video answers to a fixed set of role-relevant questions, in their own language and with clear consent. The platform transcribes and translates the answers, suggests scores against a written rubric, and highlights the passages that support each score, so recruiters review evidence instead of watching every minute of footage. Appearance, accent, facial expression and emotion are deliberately excluded from any scoring, and every decision stays with a recruiter.
- Gave candidates without resumes a fair way to show their experience and communication
- Made evaluations consistent across recruiters through a shared rubric
- Let recruiters review highlighted evidence instead of watching every video in full
- Kept candidate consent and data retention explicit and auditable
Facing something similar in staffing & recruitment?
More case studies
One sourcing pipeline for blue-collar hiring across job boards, messaging apps, referrals and walk-ins
A workforce solutions provider filled driver, technician, warehouse and factory roles for its clients, with candidates arriving from job boards, referrals, social media groups, messaging apps, walk-in drives and its own older database. Each source lived in a different spreadsheet or inbox, the same person often appeared several times under different details, and recruiters spent more time collating candidates than speaking to them.
Staffing & RecruitmentMulti-level AI screening for high-volume blue-collar hiring
A single hiring drive for one client could draw hundreds of applicants for a few dozen roles. Recruiters phoned candidates one by one to check basic eligibility, licences and availability before any real assessment happened, so good candidates waited days for a response and many dropped out before anyone had spoken to them.