How TechCorp Scaled Hiring with intrya

TechCorp (name changed) was scaling fast. Engineering and product hiring had to keep up, but the talent team was drowning in first-round interviews. They needed a way to screen more candidates without adding headcount or burning out recruiters.

They introduced intrya for first-round technical and behavioral screening. Candidates completed structured AI interviews on their own time. Recruiters and hiring managers received a shortlist with scores, transcripts, and highlights- and could dive into recordings when they wanted.

Within three months, time spent on early-stage interviews dropped by about 60%. Recruiters shifted focus to closing and candidate experience. Hiring managers reported better-prepared shortlists and more consistent evaluation.

Candidate quality scores also improved. Because every candidate answered the same questions and was evaluated with the same rubric, the team could compare apples to apples and reduce bias in who moved forward.

TechCorp's story is one we see often: speed and quality improve when you make first-round screening consistent and scalable. If you're scaling hiring and want similar results, we're happy to walk you through how intrya works in a quick demo.