At JLL, HR was facing a talent bottleneck. With 1.5 million applications flooding in each year, recruiters were overwhelmed. With hours required to manually review resumes, recruiters were struggling to manage even 10 roles at a time. As a result, time-to-fill had ballooned to an average of 52 days. “Critical roles were sitting vacant and we were losing quality candidates to faster-moving competitors,” recalls Director Product Management Ajay Pimpalshende.
In a market where top talent makes decisions quickly, JLL’s manual hiring process was failing candidates, recruiters, and the business.
Building on JLL’s strategy to embed AI in its processes, Pimpalshende decided to address this issue by introducing AI-enabled screening and sourcing. Pimpalshende chose HiredScore AI for Recruiting* to help prioritize the most qualified candidates and reduce admin for busy recruiters.
Smarter screening, faster results.
Pimpalshende says the first sign that the tool was delivering tangible benefits was an unusually strong uptake: 70% of recruiters actively use HiredScore. Its most popular feature is the ability to automatically rank candidates based on job requirements, allowing recruiters to focus on the most relevant talent. With recruiters empowered to focus their time on tasks that deliver the most value, in just one quarter JLL reduced average time-to-fill from 52 days to 48 days—increasing quarterly hiring by 64%. “Hires surged from 3,500 in one quarter to 5,500 in the next,” explains Pimpalshende.
"Instead of spending hours manually reviewing resumes, our recruiters now focus on the most promising candidates.”
Director Product Management
Boosted recruiter capacity.
One of the most dramatic impacts is on recruiter productivity. With AI handling much of the initial screening and sourcing, instead of managing 10 requisitions recruiters are now managing 50—a 5x increase in capacity. Pimpalshende says this allows the team to meet business demands more effectively, without expanding headcount. “With AI managing the front-end screening, our recruiters can prioritize meaningful conversations and make better hiring decisions, faster,” Pimpalshende explains.
“We can now secure top talent more quickly and efficiently than our competitors.”
Director Product Management
Improved candidate experience and fairness.
Previously, high volumes meant many applicants never received a response, leading to complaints that people were being “ghosted.” Now, with intelligent automation in place, recruiters are able to respond to nearly 100% of applicants. This shift has created a more consistent, equitable hiring experience and strengthened JLL’s employer brand in a competitive market.
“All candidates receive fair consideration rather than being limited by a recruiter’s capacity.”Director Product Management
A strategic talent function.
JLL has also been able to reposition its talent acquisition team from a largely reactive function—constantly playing catch-up—into a more strategic role. “Our recruiters spend less time on repetitive tasks and more time building relationships and advising the business,” concludes Pimpalshende.
*HiredScore is a Workday company.