Tier4 Group turns 500 applications into a next-morning shortlist

At a Glance

• 500+ applicants for one role in 24 hours
• Top five candidates ready for recruiter review the next morning
• One recruiter completed that hire in a single day

A full pipeline ready for a decision

More than 500 people applied to a recent Tier4 Group role in 24 hours. By the next morning, recruiter Carly had a scored shortlist of the top five candidates. She completed the hire in a single day.

Previously, that work would have taken multiple recruiters a full week. With Alex handling the first stage, one recruiter could move straight to the candidates with the strongest potential fit.

For Betsy Robinson, Founder and CEO of Tier4 Group, that is the kind of capacity a growing staffing firm needs. Keeping pace with demand meant giving the IT recruiting and executive search team a better starting point for every search.

“We couldn't have grown as fast as we grew last year without Alex AI.”
Betsy Robinson, Founder and CEO, Tier4 Group

The first interview keeps moving overnight

A busy inbound funnel brings work before it brings a shortlist. Recruiters must review applications, arrange screens, assess experience, and decide who deserves the next conversation. At Tier4, a role could attract hundreds of applicants on its first day. Fraudulent or fake applications added another layer of work.

Tier4 made Alex the first step in its hiring process. Candidates complete a digital interview before reaching a recruiter, with a dedicated landing page explaining the experience.

Alex runs those interviews around the clock and delivers scored, ranked shortlists for recruiter review. Screening can continue after the recruiting team has finished for the day, so the morning begins with evidence to act on.

The workflow also surfaces potential fraud during the initial screen. Recruiters can investigate those flags before investing more time in a candidate.

Recruiter time goes further

Carly’s 500-applicant role shows what changes when the first pass is already complete. She did not have to begin by working through hundreds of applications. She could begin with five candidates, use her judgment, and move the search forward.

The shortlist gives recruiters more time for the conversations that make staffing work: understanding a candidate’s priorities, testing fit beyond the initial screen, and explaining why that person belongs in front of a client.

That matters to a business built on service. Tier4 reports a Net Promoter Score of 96. As the firm grows, its operating challenge is to preserve that personal attention while handling a larger flow of candidates.

Alex supports that model by taking on the repetitive first-stage work. Human recruiters remain responsible for the relationships and decisions that follow.

Give recruiters capacity to drive growth

Tier4’s model gives recruiters a more productive starting point for each search. Alex handles the first interview and delivers candidate evidence for review, so the team can act on a focused shortlist rather than begin with hundreds of unassessed applications.

Betsy connects that capacity to the work that grows the business:

“Alex frees our people to focus on the high-value work that drives our business forward.”
Betsy Robinson, Founder and CEO, Tier4 Group

Carly’s search shows the operational impact: more than 500 applicants became a next-morning shortlist, and one recruiter completed the hire in a day. Alex gives Tier4 a way to handle high inbound volume while keeping recruiter attention on candidate fit and client delivery.