How Resume Screening Software Benefits Big Tech, Traditional Companies, Startups, and RPOs

Introduction

In recent years, the volume of inbound job applications has tripled, creating a significant challenge for talent acquisition departments, regardless of their team size, company size, or industry. Whether you’re a startup, a staff augmentation firm, or an established enterprise, Brainner’s AI-powered resume screening tool is designed to meet your needs. Which category do you fall under? Let’s explore the types of companies using Brainner and the benefits it provides.

Type of Companies and Brainner’s Benefits

Tools like Brainner have a big impact across all types of organizations, with the scale of impact proportional to company size and complexity. Companies using Brainner experience a 90% reduction in resume screening time and a 30% reduction in time-to-hire, allowing them to contact candidates 5-7 days earlier. These organizations also see a 130% increase in capacity, as Brainner screens 100% of resumes with consistent quality, turning resume screening into actionable data.

A- Big Tech and Traditional Companies

• Description: Large tech companies and traditional enterprises often manage high volumes of candidates, both for specialized and non-specialized roles.

• Size: 500+ employees

• Job Searches: 15-20+ job positions at any given time

• ATS: Top ATS platforms like Lever, Greenhouse
• Talent Acquisition Team: Teams typically include a TA Director or Manager, more than one Talent Coordinator and 8+ recruiters, some dedicated solely to resume screening.
• Brainner’s Solution: Big tech and traditional companies benefit from Brainner by scaling efficiently while standardizing the resume screening process across different teams. This ensures consistency in quality and generates actionable insights that provide valuable feedback to hiring managers. Brainner’s Enterprise plan offers customized solutions that integrate seamlessly with their ATS.

B- Medium-Sized Tech Companies

• Description: These companies often face fluctuating hiring needs and a growing number of open positions.
• Size: 100-500 employees
• Job Searches: 5-15 job positions
• ATS: Top ATS or tier-2 ATS platforms
• Talent Acquisition Team: Teams typically include a TA Director or Manager and 3-4 recruiters managing the full recruitment cycle.
• Brainner’s Solution: Brainner helps medium-sized companies reduce time spent on resume screening and handle hiring spikes more efficiently. With the Business plan, companies gain access to 5,000 candidate evaluations integrated with their ATS, ensuring they never fall behind when the team reaches full capacity.

C- Small Tech Companies and Startups

• Description: Startups or small tech firms building their first teams.
• Size: Up to 100 employees
• Job Searches: Up to 5 open positions
• ATS: Some use tier-2 ATS platforms, while others have no ATS at all.
• Talent Acquisition Team: Small teams, usually a TA manager (who may also oversee other HR functions) and 1 recruiter. In some cases, a solo recruiter manages everything from screening resumes to conducting interviews.
• Brainner’s Solution: Brainner drastically reduces manual tasks for small teams while also giving hiring managers access to the platform, allowing them to actively participate in the process. For startups without an ATS, Brainner can function as an ATS, helping streamline the entire recruitment workflow. The team plan offers 2,000 candidate evaluations, perfectly suited for smaller hiring needs.

D- Staff Augmentation Companies

• Description: Companies that hire roles in cost-effective regions (e.g., South America) and assign them to clients in other countries (e.g., the US).
• Size: 50-200 employees
• Job Searches: 5-10 open positions
• ATS: Top ATS platforms like Lever, Greenhouse
• Talent Acquisition Team: 3-4 recruiters and a TA manager.
• Brainner’s Solution: For staff augmentation firms, Brainner helps streamline the process by rediscovering qualified candidates from previous positions, as they often search for similar roles repeatedly (e.g., back-end developers). The Team or Business plan, depending on their needs, allows them to focus on quickly filling open positions with pre-vetted candidates.

E- RPO Agencies

• Description: Recruitment Process Outsourcing (RPO) agencies manage recruitment processes for clients and often measure success by the number of hires they can deliver.
• Job Searches: Varies by company size and client demand
• Talent Acquisition Team: Coordinators and recruiters are assigned based on volume.
• Brainner’s Solution: RPO agencies benefit from Brainner’s AI-driven screening, improving their productivity and efficiency. Brainner helps RPOs meet their client deliverables faster, with the team or business plan, depending on their recruitment volumes.

Conclusion

No matter the size or type of your organization, Brainner’s resume screening software can significantly improve efficiency, reduce time-to-hire, and enhance the quality of your hiring process. So, which company are you? Book a demo today and start hiring smarter and faster with Brainner.