Accelerate Your Team's Growth: How Final Round AI Reduced Their Recruitment Cycle by 60%
At Brix, we understand the challenges of rapidly scaling a remote engineering team during explosive growth. Discover how we helped Final Round AI cut their hiring cycle by 60%—and how you can do the same.
Key Tips
The strategies and insights shared here are designed to capture attention and provide actionable steps for startups aiming for similar success.
Problem Faced
Growing quickly is exciting, but it also brings high stakes. For Final Round AI, every moment counted and every hire had to be spot-on.
Finding candidates who could thrive in a demanding, fast-paced startup environment was crucial. The risk of a poor cultural fit could set the team back.
Over 1 million new users in three months meant the engineering team needed to expand quickly to handle the influx of requests and maintain service quality.
As a startup, Final Round AI lacked strong brand recognition, making it challenging to attract top-tier tech talent away from big-name companies.
The Brix Solution
We took the guesswork out of recruitment by focusing on precision, speed, and efficiency—helping Final Round AI save $5–$6k per hire while cutting their hiring cycle by 60%.
- We continuously refined the candidate criteria based on real-time data and feedback, ensuring that each applicant aligned with both technical and cultural needs.
- Our AI-driven interview scheduling and screening streamlined the process, handling high volumes of candidates while maintaining quality.
- By leveraging feedback from the current team, we targeted candidates who had experience in fast-growing environments and a track record of innovation.
- We prioritized candidates from top tech companies (e.g., TikTok, Meta) to ensure new hires could contribute immediately in a high-growth startup setting.
Implementation
Candidate Mapping and Interviews
Automatic Hiring Pipeline
Emphasizing candidates’ educational background, company experience, and work history to identify the smartest talents who could thrive in the startup environment.
Employer Branding
Enhancing employer branding to attract top talent. Leveraging the company’s remote hiring model and recent seed funding to build credibility. Showcasing the CEO’s mission and values through engaging interview videos to attract like-minded individuals.Working progress
Video Engagement
The video clips garnered around 50k impressions through social media and community shares.Application Funnel
Over 50 applications per role were received, with 20% passing the interviews.Screening Process
Only 5 candidates per role passed the initial screening, with 1-2 reaching the final criteria ranking round.Initial Hires
30% of positions were filled initially. Insights led to adjustments in the ICP and recruitment strategy.
Attendance Rates
Lower attendance from TikTok talent.Experience Relevance
Community candidates had lower acceptance rates due to less relevant experience.Referral Success
Direct referrals proved more effective than platform-based recruitment.Adjustments made
Results
Lessons learned
Precision, data-driven adjustments, and early employer branding are the keys to successful rapid hiring. By following these steps, any tech startup can replicate the success of Final Round AI: