Automation improved our candidate experience by making the process predictable and fast, especially for remote-first hiring. Instead of “waiting in the dark,” candidates get clear and instant next steps, realistic timelines, and fewer messages, and this way the experience feels more organised.

The single automated touchpoint that consistently gets the most positive feedback is a same-day “next steps + Calendly link” message sent immediately after the first screen. It includes: the role scorecard highlights, what will be evaluated next, the exact stages left, and a self-serve scheduling link for the next interview. Candidates regularly mention that this reduces anxiety, prevents ghosting, and makes them feel respected, even when we eventually reject them.

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Tiberiu Trandaburu

Founder & CEO, Uptalen

https://uptalen.com

Automating parts of our recruitment process has actually transformed how candidates experience Testlify—and not just in small ways. Before, candidates would finish a test or interview and then wait days, sometimes a week, to hear back. That uncertainty creates frustration and often leaves a negative impression, no matter how strong the company brand is.

When we introduced automation, we didn’t just automate emails. We automated timely updates tied to meaningful context. For example, right after a candidate completes a skills assessment, they immediately get a personalized report showing their score, strengths, and areas to improve, along with the next steps in the process. It’s not just “you passed” or “you didn’t pass,” it’s actionable feedback that adds value, even if they don’t get the job.

This one touchpoint, the assessment result update, gets the most positive feedback consistently. Candidates tell us it feels respectful and professional, and it sets a tone that the company actually cares about their growth, not just filling a role. On the operational side, it frees our recruiters from repetitive updates and allows them to focus on meaningful conversations, like discussing culture fit, career growth, or candidate concerns.

Automation should enhance the human experience, not replace it, is what I would say to others.

By automating some of our recruitment process, we have provided candidates with an improved sense of experience by providing them with information about what is happening with their application and reducing the amount of time spent waiting for responses.

The single touchpoint that has received the most positive response to date is the ability to receive a confirmation of application submission along with a timeline. Candidates know instantly that their application has been successfully submitted, what to expect from there, and when to expect a further communication. Since the hospitality industry is often characterized by a high volume of applicants for a number of different positions, the ability to provide this type of clarity produces trust between the employer and the candidate and mitigates the need for back-and-forth communications.

Automating our recruitment process with RiC, our AI recruiting assistant, has transformed the candidate experience by handling repetitive tasks while keeping interactions personalized. RiC screens applicants for skills and fit, drafts custom outreach emails designed to avoid spam filters, and manages communication campaigns automatically. The biggest benefit is that it frees our recruiters to focus on engaging top candidates, which speeds up the recruitment process and ensures high-quality interactions. Candidates notice the difference in responsiveness and clarity, making the overall experience feel faster, smoother, and more professional.

By using AI to automate screening of resumes and coding test results, we cut time-to-hire by 30% and gave candidates faster, clearer outcomes. The automated skills screening was the touchpoint that received the most positive feedback.

At UrbanPro, we sped things up by automating reference checks and background verifications. We ran all the checks in parallel, so candidates didn’t have to wait so long. People were relieved about that. But the thing we heard the most about was the status tracker. It showed them their application’s progress in real time, which took out a ton of the uncertainty. That was the part they really appreciated.

I’ve built teams across startups and Fortune 1000s for two decades, but here’s what most people miss: recruitment *is* a high-volume touchpoint problem–just like the contaminated door handles I’m solving now with GermPass.

At Sage Warfield, we automated our initial screening process and saw 40% of candidates drop off immediately–not because they weren’t qualified, but because the system felt sterile. The single touchpoint that flipped everything? An automated *rejection* with specific next steps. We told people exactly why they weren’t moving forward and what roles might fit better in 90 days. Our referral rate from rejected candidates jumped to 34%.

When I launched MicroLumix in 2020, I applied the same thinking: every interaction either spreads trust or kills it. We automated our vendor qualification process but kept the “why we’re excited to explore this” message human and specific. Three suppliers we initially passed on ended up becoming partners a year later because that one automated message kept the door open.

The lesson from both healthcare contamination and hiring: automation should eliminate gaps in consistency, not replace the human moment that actually matters.

Once we started texting our field technician applicants, the constant questions about next steps stopped. Most aren’t checking email from a job site, so the real-time texts made a huge difference. Candidates even started mentioning how much they appreciated being kept in the loop. Those communication gaps have basically vanished. If you hire people who are always on the move, you should try this.