An after hours gap

After normal business hours, there was no coverage. So candidates applying outside business hours sat in a queue until the next morning. For Peoplebank, that lag was a real disadvantage as it was missing out on good IT talent.

Byrne spent her first year back with Peoplebank researching AI options thoroughly, this included more than 1,000 hours of evaluation assessing over 120 vendors. The brief was clear though, they wanted to find a connected approach to recruitment that would improve capacity and speed, close the after-hours gap, and make recruitment more about the relationships, not less.

Bullhorn Amplify: meeting recruiters where they are

After evaluating the market extensively, PeopleBank chose Bullhorn Amplify.

Byrne noted, “Amplify is an ecosystem, not a point solution.” This meant rather than solving one narrow problem, Amplify gave PeopleBank the ability to address challenges across their full recruitment lifecycle without having to leave their core platform. Amplify meets PeopleBank’s recruiters where they already are on a daily basis. This allowed Byrne and her team to remove any friction entirely from their workflow.

As a buy-first business without a large internal development team, PeopleBank needed the ability to configure and build solutions without heavy technical overhead. Amplify gave their team genuine flexibility and room to test and innovate upon their initial use cases. For example, PeopleBank could decide exactly how autonomous or human-led each workflow would be. This was essential to comply with their ethical approach to AI policies and helped them to design experiences that worked for the neurodivergent candidates common in IT and technology recruitment.

When implementation began in July 2025, PeopleBank focused first on a single high-impact use case: an after-hours AI screening agent. They named her AIDA (short for AI Aid) following a staff naming competition. By early August, AIDA was live!

272 hours saved. 3x more candidates screened.

In order to truly test the effectiveness of AIDA, Byrne knew they needed a large set of data so they allowed 1,000 candidates to go through AIDA’s screening process.

The results on capacity were clear. With AIDA, People were able to screen 3x the number of candidates versus what a recruiter could feasibly do.

Their candidate experience results were equally strong. 50% of candidates offered the screening via AIDA chose to do so and of that group 80% immediately opted in to be considered and screened for additional roles. Additionally, Peoplebank saw a 4.4 out of 5 satisfaction score from the candidates that completed the screening.

The screening offered by Peopleback extended the working day without adding headcount, covering the after-hours window that had previously gone unserviced. Candidates who applied in the evening were screened, assessed, and engaged before the team arrived the next morning. This time saving for their team equated to 272 hours.

Engage’s previous recruitment system, while supportive for many years, became increasingly challenging and costly to maintain. The lack of integration and flexibility made it challenging to keep a dispersed recruitment team connected and limited the ability to to effectively engage candidates.

To remain competitive, the team recognised the need for a more connected, modern platform that could streamline communication, support collaboration across multiple locations and provide the tools to engage candidates more effectively.

Since adopting Bullhorn, Engage has dramatically cut down on administrative work, freeing recruiters to focus on building relationships and delivering results. Since their ‘go-live’ in March 2025, Engage has automated over 49,000 actions, saving around 1000 hours of recruitment admin time.

“Bullhorn has given us the opportunity to be upfront and competitive. We’re representing our candidates in a similar way to majority of competitors and it’s given us the opportunity to reach candidates quickly, and reduce admin in a tighter market.” said Stinson

With an extensive 17-year-old database, Engage recognised the need for a major data clean-up. Using Bullhorn Automation, the team continues to re-engage inactive and passive candidates, reduce outdated records, and refine the database into a more accurate, manageable resource.

Candidate engagement has improved significantly, with recruiters now connecting with the right people rather than sending mass communications. “The majority of our support, or benefit that I’ve seen at the moment, is we’ve gone mass from non-direct comms to candidates to being able to better search our candidate group and engage with those who are actually relevant,” Stinson explained.

He continued, “At the leadership level, Analytics provides real-time visibility into performance, enabling data-driven decisions and better oversight of the team, and we continue to refine these reports.”

By combining automation with actionable insights, Bullhorn has transformed both the recruiter experience and the agency’s operational effectiveness, bringing Engage a competitive platform in a tight labour market.

Fetch Recruitment’s previous system lacked the insights they needed to effectively drive performance and growth across their business. It was outdated, giving only surface-level data, and was unable to provide meaningful analytics or predictive insights. “I’m a big believer that past performance is an indicator of your future success,” said Dan Musto, Director at Fetch Recruitment. “Our previous systems just could not give us that real insight.”

Since adopting Bullhorn, Fetch Recruitment has transformed how their data drives both consultant performance and client engagement. Their Civil Infrastructure team was the first to fully pilot Bullhorn Analytics and quickly realised its value. By logging each individual job rather than grouping placements within Bullhorn, the team gained detailed visibility into time-to-fill rates and performance trends. For example: “If we have 20 unique jobs, we can now see that 10 roles were filled instantly, five in one day, and the next five took two days,” Musto explained.

Musto realised how powerful this data insight was and how they could use it to strengthen client relationships. Fetch Recruitment can now show clients how job time-to-fill varies by state or highlight where hiring processes slow down outcomes. This transparency helps clients understand how their own processes impact hiring trends, improve forecasting, and make more informed hiring decisions. The pilot program’s success has meant it will be rolled out across every department.

Fetch Recruitment’s data-led approach means each consultant gets data that’s relevant to them, increasing trust and user adoption. “We use metrics to drive our consultants in the right way, as opposed to a blanket rule for all,” said Musto. With Bullhorn Analytics, each consultant receives tailored KPIs based on their performance history and industry. Musto stated, “Every permanent consultant gets bespoke KPIs based on their last 12 months of data, so it actually links to them. If they’re new to the business, they start with the 12 month business averages because they don’t have that history built up yet.”

Advanced data visualisation tools within Bullhorn Analytics, like OnPoint and Dashboards have given managers at Fetch Recruitment more visibility overall. “Instead of focusing on one challenge, we now look at an average of the business, which gives us a better oversight of the team,” said Musto.

Additionally, Fetch Recruitment utilises Bullhorn Automation to ensure their team provides a great candidate experience throughout the hiring process. The business has automated notifications, aftercare messages, newsletters, and re-engagement surveys so candidates receive consistent communication at every stage. Musto said, “Anyone who runs a large contract workforce should be using automation. It’s near impossible to consistently engage with all candidates without this support. Automation within your systems allows recruiters more time to engage on a larger scale.”

When KLC Recruitment began to experience internal growth, they knew it was time to explore new ATS/CRM options. With more recruiters, clients, and candidates to manage, their existing platform quickly showed its limitations, especially in areas like reporting, administrative tasks, and monitoring candidate touchpoints. Staying in regular communication with relevant updates to candidates is key to maintaining a good reputation which is essential to standing out in a highly competitive industry. “You can create a pretty bad name for yourself pretty quickly if you’re not going back to candidates, and you’re not creating good relationships”, commented Jarrod.

As KLC Recruitment moved into more corporate and government recruitment, it became increasingly clear that their existing technology wasn’t built to scale with them. “Our old platform couldn’t provide reporting or if it could provide it, it took a lot of time”, remarked Jarrod. Manual admin tasks were taking up valuable recruiter time, impacting both candidate experience and service quality.

Since implementing Bullhorn, KLC Recruitment has seen measurable improvements across their operations. From time-saving automations to smarter reporting, the platform has become a key driver of their continued growth.

Bullhorn’s flexible recruitment platform has allowed KLC recruitment’s team to expand while building and maintaining relationships with clients and candidates. Tasks that were previously manual and repetitive such as sending follow-ups, generating documents, and managing post-interview communication are now automated, giving recruiters valuable hours back in their day. “We’re working with a lot more candidates, and we want to make sure that everyone’s getting the same great service we’ve always delivered. So, working alongside automation, it can streamline some of the back of house, manual tasks that we need to do which gives us more time to be on the phone building those relationships with both clients and candidates”, Jarrod explained.

KLC Recruitment also now has greater visibility into their return on investment (ROI). They can see where the majority of their most successful candidates are coming from and which advertising platforms deliver the best results. “In the last 12 months, it’s been really helpful. This view on ROI is not something that we had accessibility to, so that’s been really eye opening for us”, Jarrod said. By understanding which advertising channels deliver the best ROI, the team has been able to allocate their budget on the most effective channels, leading to smarter spending and long-term savings.

Overall, Jarrod sums up Bullhorn by saying “We’re very conscious that we want automation to work alongside us and allow our team to do more. We want to be recruiters. We want to build those relationships. We don’t want to be passive and so Bullhorn Automation does the passive stuff for us, allowing us to do the active interactions like being accessible to people when they need us, to be on the phones and building relationships.”

Elective Recruitment’s previous system struggled to keep up with the complexity of their tailored operations. Their business provides specialist services to doctors across the medical field from executive and permanent to contingent and locum opportunities, so they needed a system capable of supporting this full breadth of offerings. This was true on the client side, as well. As Gordon shared, “We recognise in our clients that one size does not fit all. So we needed a system that would allow us to do things in different ways for different clients.”

What seemed like a cost-effective option at the start quickly became inefficient, with essential features rendered unusable once customisation was added to suit Elective Recruitment’s needs. The lack of functionality created more admin, slowed processes, and limited their ability to serve clients and doctors effectively.

Bullhorn Automation has transformed how Elective Recruitment manages compliance and candidate care by taking the pressure off recruiters to remember and execute every detail. “Anybody running a recruitment desk will tell you how many balls they’ve got in the air…Now with automation we don’t have to remember. It takes the onus off the recruiter,” Gordon said. For example, automated reminders ensure international placements are compliant with visas and other essential documents, preventing issues like non-compliant doctors being onboarded or receiving the wrong communication.

For locum placements, automated surveys help identify workplace health and safety concerns early. Doctors have the chance to flag any issues, giving Elective Recruitment extra protection. These consistent, automated touchpoints create better communication and reduce risk. During the past six months alone, Elective recruitment has automated over 480,000 tasks, saving their team 16,000 hours.

“Our recruiters can spend all day working on inbound activity and be really busy, but actually not very productive because the work just doesn’t stop,” explained Gordon. Using Bullhorn Analytics, Elective Recruitment’s consultants get more clarity and direction on tasks that will have a real impact. “Bullhorn Analytics allows us to drill in on those clients that we’ve made revenue with, or clients who are at risk, or we’ve not spoken to in a while. It gives us a strategic approach,” Gordon said.

Dealing with the Bullhorn Support team has been a highlight for Gordon. “Bullhorn is second to none in the level of support…It’s seamless, it’s 24/7, it’s great!” she stated. The local support team is contactable via a number of channels and is always responsive to all issues, whether it’s a system issue or quick how-to question. Gordon said, “I am not a tech person at all, but when I’ve spoken to anybody from the support team, they speak to me in plain language and help me to understand what I need to do. The emails are clear. You can pick up the phone. The communication is straight away.”

Since adopting Bullhorn Automation, Sirius has streamlined key processes including onboarding, follow-ups, job alerts, compliance reminders, and post-placement surveys. “Contact Scoring via automation has been a game changer”, said Volos. It’s given consultants clear visibility into which leads are engaging (and with what content), so they can prioritise warm contacts, personalise outreach, and build credibility earlier in the recruitment process. Sirius is best in class in database utilisation, actively using 87.5% of their existing database. Volos stated, “Bullhorn Automation helps us operate more strategically, efficiently, and collaboratively. It’s no longer just a marketing tool, it’s a business-critical platform shaping the way we deliver recruitment every day.”

Industrious People, Sirius’ blue-collar division, uses Bullhorn’s chatbot to automate first-stage screening. Bullhorn’s screener automatically filters out unsuitable candidates, only surfacing qualified applicants for review and follow-up. This has enabled their team to progress job-ready candidates within 2 hours and 33 minutes, a 99.3% reduction in screening time meaning consultants have more time to focus on engaging with top candidates. Furthermore by combining AI with automation to tap into their existing CRM of over 69,000 candidates Sirius has been able to rediscover and redeploy existing talent. 80% of placed candidates were already in their database and on average those placements only took 5 days.

With Bullhorn Analytics, Sirius has real-time visibility across all key metrics for their business. “Bullhorn Analytics has brought our operational, sales, and marketing strategies together under a single source of truth. It’s improved accountability, decision-making, and focus, turning data into a key driver of growth across the business”, said Johnson. Using Analytics, Sirius has achieved a 67% year-on-year increase in their temp/contract redeployment rate. On top of this, leaders have access to live dashboards that track activities, pipeline health, conversion rates, and job coverage, enabling targeted coaching and better forecasting.

Sirius has partnered with a range of Bullhorn’s pre-integrated Marketplace Partners to further enhance their recruitment tech stack. In particular, “the integration with our payroll system (Astute Payroll) has also been a major win, particularly for our temp and contract divisions. Having seamless connectivity between placement data and payroll has eliminated double-handling, reduced errors, and improved margin visibility, delivering both efficiency and financial accuracy”, Johnson explained. For their consultants the integrations with WorkPro for compliance and onboarding and VXT’s VoIP phone system have made the biggest difference.

Overall, Bullhorn has empowered Sirius to work smarter and focus more on building relationships instead of managing manual admin tasks. In this year alone, the business has saved over 13,000 hours using Automation, that’s the equivalent of 6.5 years of full time work for one person. Sirius’s experience with the Bullhorn team has been consistently positive and supportive too. “Our Account Manager, Joshua McCole is not only reliable and professional but incredibly sociable, making each conversation enjoyable and productive. Volos continued, “Their commitment to innovation and staying ahead of the curve is evident.”

Looking to the future, Sirius will focus on further national growth and expanding its workforce solutions, with Bullhorn remaining central to their recruitment operations. “Bullhorn will continue to be central to our growth plans, powering automation across the contractor lifecycle, supporting data-led decision-making through analytics, and enabling scalable, consistent processes across all brands and locations. It’s the infrastructure we need to grow smarter, not just bigger”, Johnson said.

Bullhorn Market IQ gave The Stepstone Group the visibility it needed to change the game. By aggregating and analysing billions of job postings worldwide across millions of websites, Market IQ provides real-time insights into what roles are being advertised and how competitors are engaging with the same prospects.

For The Stepstone Group, this meant sales representatives no longer had to rely on gut instinct or scattered research. Instead, they could identify exactly which companies were posting new roles, where gaps in coverage existed, and which opportunities aligned best with The Stepstone Group’s offerings. Market IQ also provided insight into competitor activity, showing where rival firms were placing jobs and giving The Stepstone Group a stronger position in conversations.

Armed with intelligence, The Stepstone Group’s sales teams shifted from a reactive to proactive business development model. Outreach evolved from generic calls to conversations rich with valuable, evidence-based insights.

Bullhorn Market IQ quickly proved its value for The Stepstone Group. Internal analysis showed that sales representatives who actively used Market IQ consistently outperformed their peers. Target attainment rates were higher and performance metrics across the board showed positive growth.

By reducing the time spent on manual research, Market IQ freed sales teams to focus more on direct client engagement. Representatives could prioritise the prospects most likely to convert, ensuring the effort was directed where it would have the greatest impact. Conversations became more consultative and more successful, as clients valued the added context and labor market insights for recruiters.

And the benefits extended far beyond immediate sales performance. The Stepstone Group also enhanced its brand perception in the market, positioning itself as a data-driven partner, rather than simply another recruitment provider. This positioning will continue to pay off as competition grows.

800% uplift in completed screens

By removing the friction from screening and follow-ups, the volume of screens completed has increased dramatically. Candidates who fit the criteria move forward automatically; those who don’t are filtered early. “Now, we’re screening and qualifying in a quarter of the time. So less experienced consultants are servicing more tasks,” said Westcott.

Roughly 80% of consultant effort now sits at the bottom of the funnel. Candidates are actively progressing and clients ready to move rather than being absorbed by top-of-funnel admin.

Finding the unseen candidates through Search and Match

Rather than building complex Boolean strings, consultants now search in plain English, for example “Find me an insurance broker with Tier One qualifications in Geelong.” Amplify ranks candidates by relevance and reruns the search daily as new candidates enter the database, so strong matches are never missed just because the timing was slightly off.

“We’re actually reaching back to those people now, pulling people out of the database that we just hadn’t seen in a very long time,” said Westcott.

56% of placements now come from the Bullhorn database

Search and Match has driven approximately a 25% uplift in successful shortlists and role outcomes, a figure that continues to climb as adoption increases. “When the list came to the top five or six, they were top five or six really qualified,” said Westcott.

Giving time back through custom prompts and Amplify

Each consultant now has an AI assistant embedded directly inside Bullhorn, handling the administrative tasks that used to pull them away from clients and candidates. Bullhorn Amplify helps consultants to write job ads, improve candidate CVs, summarise profiles, drafting outreach, and documenting reference checks. Custom prompts ensure every output follows Fuse’s preferred structure, tone, and quality standards providing consistently, across every desk.

“We now have a resource that can write profiles and handle tasks efficiently. A consultant can ask it to review 15 candidates, call them, determine their suitability, and update CVs with minimal effort or interaction. Plus, it ensures consistency in the quality of what we’re delivering,” said Westcott.

Saving 15 hours per consultant, per week

Custom Amplify prompts and automation have removed sustained admin burden from day-to-day workflows. “They’re able to work on more roles now because they’re just getting through the process so much quicker,” said Westcott.

Looking ahead, TwoScots Recruitment has ambitious growth plans. They want to keep growing and sharing their brand with as many candidates and clients as possible.  Bullhorn Automation will continue to play a crucial role in this growth plan, providing the data-driven insights and automated processes necessary to support their operations

Since implementing Bullhorn, Miller Leith has seen significant progress in its operations. The platform’s advanced reporting capabilities allow real-time tracking of key metrics, including time-to-fill and improved conversion rates for jobs. Automation has played a significant role, streamlining tasks such as candidate communication, compliance management, and data cleansing—processes that would otherwise be too time-consuming.

“Automation has had a much greater impact than most consultants in the business realise,” explained Powell. “We were able to complete a big data cleanse of tens of thousands of candidates that feasibly no one in the business would be able to spend that time on.”

In addition to improving efficiency, Bullhorn Automation has helped ensure compliance with industry standards and internal policies. Many of the reminders and simple checkbox tasks like candidate coding and consent form management have complex systems behind them and most consultants don’t realise how much time they are saving. ‘’These are now automated, freeing up recruiters to focus on sales and relationships’’, remarks Powell.

Working alongside the Bullhorn team has been a smooth process every step of the way. Sette commented, “Anna, our Account Manager, genuinely cares. She often calls to discuss what is on the horizon for us. Her passion for Bullhorn makes it easy to have these conversation with her which focus on how decisions will impact the business from a recruiters perspective.’’

“I’ve had a lot of communication with Matt Emmerson in Customer Success, who’s given valuable suggestions and insights, especially when dealing with team adoption issues. If there are concerns, Matt offers helpful perspectives to improve the situation” added Powell.

For companies considering Bullhorn, Miller Leith offers the following advice:

1. Implementation Team: Ensure you feel confident in the team implementing the system. A dedicated integration arm, separate from the sales team, creates a conflict-free, smooth process.
2. Expertise and Transparency: Look for a partner with deep industry knowledge and transparent communication. Bullhorn’s team provided straightforward answers based on their experience in recruitment.
3. Thorough Testing Process: Commit to a thorough testing phase. Unlike previous CRM rollouts, Bullhorn’s testing was detailed, ensuring the system met all requirements before going live.

Bullhorn continues to play a crucial role in Miller Leith’s future growth, and the team remains excited about what’s next.