RPO and staffing partner Wilson runs the front of its enterprise hiring funnel with HeyMilo's AI agents (SMS re-engagement, conversational SMS knockouts, phone and video interviews), staffing a seasonal program with 8 people instead of roughly 70
Wilson, a national RPO and staffing partner, put HeyMilo in front of a live client program: Smart SMS re-engaged historical applicants sitting in its ATS, conversational SMS handled adaptive knockout questions on new applications, and two-way phone and video AI interviews produced structured scores, transcripts and ranked shortlists in recruiters' existing workflow. HeyMilo reports 4x more placements, an 82% reduction in time-to-hire, a 4.7/5 candidate CSAT, early-stage hiring costs cut by over 70%, and a seasonal program for a major software client run with eight people versus roughly 70 the year before (reported by HeyMilo, quoting Wilson's Greg McKeown; vendor-published)
Recruiters ran knockout questions, phone pre-screens, scheduling and write-ups by hand (roughly half their day on admin, per Wilson's estimate), screening windows stretched into weeks, and years of applicant data in the ATS sat unused (reported by HeyMilo)
Smart SMS outreach re-engages historical applicants in Wilson's ATS
Conversational SMS asks adaptive knockout questions on new applications
Two-way AI phone and video interviews generate structured scoring, transcripts and executive summaries
Ranked shortlists flow into the recruiter's existing ATS workflow; recruiters make offers and work with hiring managers
Human-in-the-loop: AI carries outreach, knockouts and first interviews; recruiters review ranked shortlists and transcripts and own offers and hiring-manager relationships.
4x more placements delivered through automated screening 82% reduction in time-to-hire 4.7/5 average candidate CSAT score Reduced early-stage hiring costs by over 70%
7-Eleven, which hires about 100,000 people a year, replaced a fragmented post-Speedway hiring stack with Workday plus Paradox, giving store leaders a 24/7 AI recruiter so applicants who apply at 2 a.m. get immediate interaction instead of waiting days. Store leaders own hiring, with the AI automating the steps before the human 'moments that matter'. Head of Talent Acquisition Rachel Allen told UNLEASH (April 1, 2026) that time to hire fell from ten days to under three and store leaders save 40,000 hours a week (two million a year), credited to the strategy and technology together
ABB piloted Phenom's Voice Screening Agent in India, its highest-volume hiring market, where thousands apply per role and most pre-screen calls happened before 9am or after 5pm. The agent calls candidates (or offers a web option), gives consent and recording disclosure, asks knockout questions (work permit, experience, relocation) and open-ended questions drafted from the job description, and can call candidates simultaneously and retry. It then generates a recommended 1–5 rating with reasoning and rubric; recruiters can review the recording and transcript and override. In the pilot, 55% of applicants converted to voice-agent calls, 95% of those completed screening, and recruiters saved 70 hours; ABB cites '100% transcription and processing accuracy' (reported by Phenom blog, April 10, 2026, Head of Global Talent Attraction Jane Mehringer quoted at Phenom's conference). These are pilot figures with no stated window or volume.
AdventHealth makes about 25,000 clinical and non-clinical hires a year, and manual screening was slowing recruiters. After review by its Chief AI Officer and legal teams, it ran a controlled 90-day pilot of Hirevue's AI Interviewer, which holds dynamic two-way voice conversations with nursing applicants and can reroute them to better-suited roles. Candidates could opt out and were guaranteed human follow-up, and recruiters advance candidates after screening. Hirevue reports applicants moved 79% faster from application to manager review (target 70%), over 54% of applicants opted in, recruiters saved over $40,000 in screening time (about eight hours per hire), and 41% of interviews were completed after hours (reported by Hirevue from a webinar with AdventHealth's Executive Director of Workforce Strategy Keisha Malivert).
Alpine Home Air, an HVAC company with a single HR manager, uses HeyMilo AI interviewers to screen up to 3,000 applicants that can arrive in three days, reporting a 70% reduction in screening time (reported by HeyMilo / Alpine Home Air)
Rideshare company Alto replaced traditional video interviews early in its driver funnel with Fountain's AI interview and candidate AI agent; applicant conversion rose from about 38% to 55%, time to hire fell from about 12 to 9 days, and a four-person recruiting team now hires over 200 drivers a week, more than doubling weekly hiring volume (reported by Fountain / Alto)
Breeze Airways' People Services team had a single inbox for every HR question from a 24/7 workforce across 85+ cities, with nearly half of questions arriving outside business hours. It deployed Harper, Wisq's AI HR generalist, inside Microsoft Teams; Harper recognizes the asker's role and answers from the matching playbook (pilot, flight attendant, mechanic or corporate policies), and routes the rest to People Services. The rollout was phased by employee group. Wisq reports 91% of inquiries resolved without human handoff and nearly half arriving outside business hours, replacing manual logging in ClickUp with an analytics dashboard (reported by Wisq, quoting Breeze's Chief People Officer; vendor-published)