01—The starting point
Post the job, then screen applicants by hand, one by one
BH Complete Solutions works with international clients that need to hire across Latin America. Between 10 and 15 open searches a month, all running at the same time.
The method was the one almost the entire market uses: post the job on LinkedIn, pay to reach more people, and then go into LinkedIn and review applicants one by one.
We used to live off LinkedIn Advertising: we’d post the job and then screen applicants one by one, by hand.
10 to 15 / month
Simultaneous searches
Staffing for international clients · all of LATAM
That volume is what turns manual screening into a problem: it’s not one hard search, it’s fifteen at once.
02—The bottleneck
Three workdays a week spent looking at profiles
Reviewing applicants one by one doesn’t take a recruiter’s judgment: it takes hours. At BH, by Guillermo Quintana’s estimate, it took up around 24 hours of the team’s time every week.
Screening candidates took us about 24 hours a week. With Talentum, that work became automatic.
It’s the kind of task you don’t notice until you add it up: three workdays a week that didn’t bring a single search closer to a hire.
03—The change
AI screens, email reaches out
With Talentum, BH changed both mechanical parts of the process. Initial screening is now done by AI, and outreach went from message-by-message to email campaigns at whatever volume the search needs.
We use AI to screen and email campaigns to reach out: we reach far more candidates in far less time.
04—The shift
From waiting for candidates to going out and finding them
The deeper change wasn’t about tools but about approach. With LinkedIn Advertising, BH posted and waited: the candidate pool was whoever applied. With Talentum, they started going out to find them.
The biggest change was to stop waiting for candidates to come to us and go out and find them.
Searching instead of waiting changes who enters the process, and it changes it earlier: candidates show up when the team goes looking for them, not when they decide to apply.
05—The result
The team’s hours went where they actually make a difference
Automating screening didn’t shrink the team: it redeployed it. The hours that used to go into ruling out profiles now go into preparing interviews, the part of the process where a recruiter actually changes the outcome.
Instead of screening the first candidates, the team uses that time to prepare better interviews.
I’d recommend it to any company handling a lot of searches at once: it’s a simple, intuitive AI that finds candidates fast and, most importantly, efficiently.
On the decision to try a new tool, Guillermo Quintana puts it without any fanfare:
Trying something new is always a little scary. In our case it worked out: we hope it’s a relationship that lasts a long time.