Your recruiters spend 6-7 minutes per candidate screening. Booth's now spend 90 seconds.

The Problem Nobody Talks About

RPO providers face a quiet tax on every placement: the cost of repetitive work.

At Booth & Partners, the numbers told a familiar story. High volume of active roles. Continuous resume inflow. Different recruiters interpreting screening criteria differently. Limited visibility into performance. And a time-to-hire that could stretch to two months — directly hitting cashflow.

"The biggest challenge was inconsistency and lack of visibility," says Chad Chambers, Head of Org Innovation at Booth. "Different recruiters were interpreting the same criteria differently. The cost of repetitive work was adding up."

The industry's default answer: hire more people. Scale linearly. Accept the trade-off between speed and quality.

Booth didn't accept that.

"We Talked to Many AI Providers. None Convinced Us."

Booth evaluated multiple AI vendors. All of them promised automation. None of them delivered conviction.

"They came in with impressive demos and big promises," Chad explains. "But in the end, none of them really convinced us. They were selling us tools, not solutions. They were focused on their technology features, not our business outcomes."

What was missing wasn't technology. It was a partnership mindset, someone who understood Booth's goals, not just their tasks.

Then Beam did something different.

Start Small. Prove Value. Then Expand.

Instead of pitching a complete transformation, Beam suggested starting with one concrete use case: CV screening.

No grand rollout. No 6-month implementation plan. One focused pilot to prove whether AI could match, and exceed, human screening quality at scale.

"That pragmatic approach was completely different from everyone else," says Chad. "They weren't trying to sell us everything at once. They wanted to prove they could deliver results before asking us to commit to more."

The results came fast.

The Numbers

70% reduction in screening time. Not by cutting corners, by removing the repetitive work so recruiters could focus on what actually matters: the people.

From Pilot to Full Transformation

The CV screening pilot proved the model. Now Booth is building something bigger: a complete AI-native recruitment suite with Beam.

Multiple AI agents across the entire hiring lifecycle, from job intake and job description generation, to screening and scheduling, to feedback collection and client submissions.

"We're not just automating processes," says Chad. "We're re-architecting how recruitment works."

The vision: compress time-to-hire by 60-70%, unlock recruiter productivity, and build a system where tools support people, not replace them.

"Cool Tech Isn't the Goal. A More Effective Team Is."

That line from Chad captures something most AI conversations miss.

Booth's human TA specialists now spend their time where it counts, taking strategic decisions, talking to actual candidates, building relationships with clients. The tedious manual work that used to consume their days? Handled.

"Technology doesn't replace the human touch — it protects it," says Jen Spencer, who leads the partnership from Booth's side. "We cleared the operational noise so our team can lock in on the signal: the people."

What This Means for RPO Providers

If you're running a recruitment operation at scale, the challenge isn't finding AI tools. There are plenty of those.

The challenge is finding a partner who understands how to build AI-native organizations — not just automate individual tasks.

Booth found that partner. The results: 70% faster screening, 9,500+ candidates processed, 97.8% completion rate, and a commitment to transform the entire recruitment lifecycle.

"Find someone who understands how to build AI-native organizations, not just automate tasks," says Chad. "If your AI strategy doesn't reduce friction, it's just noise."

In a nutshell

Impact Summary

• Reduced execution time per task from ~6–7 minutes → ~1.5–2 minutes (70% faster).

• Established standardized screening via auto-generated evaluation rules for every new job description.

• Introduced JD-missing detection and notification, ensuring no dead-end screenings and creating a foundation for end-to-end JD lifecycle automation.

• Scaled to 9,500+ screenings since June, with 97.8% overall completion rate.

• Delivered consistency, speed, and scale in candidate shortlisting, reducing manual recruiter workload.

Ready to automate your recruitment setup? Start today.