What once took weeks, now takes days
Scaling hiring without breaking candidate
experience.
Delivering warehouse and transport management software globally.
CartonCloud is a high-growth Software as a Service (SaaS) provider specialising in warehouse and transport management solutions for the logistics and supply chain industry. Operating in a highly competitive sector where technical innovation is the primary differentiator, CartonCloud maintains a global footprint across Australia, New Zealand, Thailand, Vietnam, Canada, and the United States.
The company’s People & Culture function, led by Rebecca, operates with a lean team of just 1.5 FTEs. To support a workforce of 65 employees across six countries, the team must remain as agile and tech-forward as the logistics engineers they recruit. For CartonCloud, adopting AI in recruitment was not just an efficiency play; it was a strategic alignment with their business model of using technology to do more with less.
The “dreaded” monday morning inbox.
As CartonCloud scaled, the volume of applications became a vicious cycle. Rebecca’s team faced upwards of 200–300 applications per role, many of which were AI-automated submissions where candidates were often unaware they had even applied. Not only did this create significant delay in the hiring process, but also caused unnecessary cognitive overload and a fear that unconscious bias could creep in as a result.
This volume often triggered chaos, as hiring managers would jump into the ATS, making their own uncoordinated notes before HR could perform a professional screen. This interference created a fragmented candidate experience and increased the risk of human error.
An AI driven, human designed AI-Agent – known as ‘Sophie’.
To solve the volume crisis, CartonCloud integrated Talent Unlimited into their ATS, Pinpoint. Pinpoint acts as the single source of truth for every role, candidate, and hiring stage across six countries, giving Rebecca’s lean team the structure and visibility they need to run a coordinated process at scale. Its open integrations made it straightforward to plug Talent Unlimited directly into the existing workflow, so Sophie could go to work without disrupting how the team already operated. This wasn’t a traditional filtering tool; it was the addition of an AI-agent capable of semantic and contextual understanding.
Unlike legacy systems that rely on keyword matching, an industry bugbear that misses nuance, Talent Unlimited understands skill adjacencies. For example, Sophie can recognise that a candidate with specific technical backgrounds (like SQL) possesses the underlying logic and capability for related roles, even if the exact job title isn’t on their resume. As Ed Godwin, founder of Talent Unlimited, explains: “This isn’t about removing the need for your time. It’s about making sure your time is being spent where it really adds value.”
From three weeks, to 3 days.
The transition to Talent Unlimited allowed Rebecca to effectively double her team’s capacity without adding headcount. By automating the top-of-funnel logistics, the time required to progress a candidate from application to a behavioral interview with a human manager dropped from three weeks to just three days.
The internal impact was immediate. Instead of Monday morning chaos, Rebecca and her hiring managers were greeted with a ready-to-go shortlist backed by deep data. Candidate engagement remained exceptionally high: out of 500 candidates, only a handful (fewer than five) requested a human interview over the AI option.
Feedback & fairness.
A common fear in HR tech is that AI dehumanises recruitment. CartonCloud’s experience proved the opposite by leveraging recency impact. Because Sophie provides full, thorough feedback immediately after the voice interview, candidates can reflect on their performance while the experience is still fresh.
This transparency transformed the rejection process. Rebecca noted: “These calls have been so much easier because candidates turn around and say, ‘Yeah, I figured that would be the case because the AI (Sophie) has already told me…’” Candidates expressed intrigue and excitement rather than frustration, viewing the technology as a reflection of CartonCloud’s innovative culture.
Crucially, the process follows a Human-in-the-Loop principle. Sophie provides the data and the rationale, but the final hiring decision always remains with a human.
Connect with the right candidates faster
- Screen every applicant with your unique criteria
- Bespoke AI voice interviews
- Treat each candidate like an individual
- Manage and reduce costs
