Mitchell Martin turns overlooked talent into new hires

At a Glance

• 5x growth in monthly interviews over four months
• 56 candidates submitted to clients from Alex interviews
• 6 hires from Alex-interviewed candidates

The next hire was already in the database

The candidate had been in Mitchell Martin’s database since 2021. Years later, Alex reopened the conversation. That person is now working at one of the firm’s clients.

For Anthony Giardina, Chief Technology Officer at Mitchell Martin, that hire captured the opportunity in a database approaching five million people. The firm had spent years building relationships and investing in candidate acquisition. Keeping every promising person in reach was another challenge entirely.

“Alex reengaged a candidate who had been in our database since 2021. That candidate is now working at our client.”
Anthony Giardina, Chief Technology Officer, Mitchell Martin

With Alex, a candidate record became an active conversation, and that conversation became a hire.

Giving recruiters more qualified candidates to contact

Mitchell Martin has spent 40 years helping employers hire talent, with a business spanning IT and healthcare. Its recruiters work across a wide range of roles and seniority levels, serving candidates whose experience cannot always be captured by a fixed list of questions.

The volume was substantial: roughly 300,000 applicants a year, with a single job capable of attracting a thousand applications overnight. Recruiters had to choose whom to call before they could learn much about the people they were passing over.

Anthony had already evaluated two AI interviewing tools. He wanted the next step to work across the firm’s range of roles and give recruiters more relevant, engaged people to speak with.

Alex now reviews inbound applicants, reconnects with candidates already in the database, and handles initial conversations by text or phone. Recruiters retain the judgment calls and work within the existing JobDiva workflow.

The interview can also carry the firm’s story. Anthony found that Alex naturally incorporated Mitchell Martin’s history and employee ownership into candidate conversations, helping the first interaction feel connected to the company behind the role.

From hundreds of interviews to thousands

Over four months, monthly interviews grew from about 700 to more than 3,500 in July. In under six months, Alex had interviewed roughly 11,400 candidates. Those conversations produced 56 client submissions and six hires, with other candidates in later stages of the process.

The gain was visible in recruiters’ day-to-day work. Instead of spending so much of their time searching for someone who might respond, they could begin with people who had already expressed interest and discussed their experience.

For the firm’s most tenured recruiters, that brought back a familiar rhythm: start the day with a list of interested candidates, pick up the phone, and build the relationship.

Anthony describes the change in the recruiter’s starting point:

“With Alex, our recruiters start with pre-qualified candidates who have already expressed interest. They can focus on building the relationship.”
Anthony Giardina, Chief Technology Officer, Mitchell Martin

Turn existing talent into new hires

The candidate from 2021 makes the change tangible. Mitchell Martin already had the relationship in its database. Alex reopened the conversation, and the recruiting team converted renewed interest into a hire for its client.

Across the wider program, 56 candidates reached client submission and six were hired. Roughly fivefold growth in monthly interviews gave Mitchell Martin a larger flow of assessed, engaged candidates and more opportunities to turn its investment in talent into successful hires.