How a Bangalore recruitment shop cut time-to-shortlist from 4 days to 6 hours — and doubled placements per recruiter.
Lattice Talent is a Bangalore-based tech recruitment agency placing senior engineers and PMs at Series A–C startups across India and Singapore. 62 employees, ~₹18 Cr ARR, founded in 2019. They run 80–100 open mandates at any time, mostly for SaaS, fintech, and AI companies that need senior IC hires fast.
Aarti Menon, COO and co-founder, was losing sleep: her best recruiters were spending more time reading CVs than talking to candidates, and three clients had escalated about slow shortlists in the same week.
Lattice was pulling in roughly 3,200 inbound applications a week across LinkedIn, Naukri, referrals, and their own talent pool. 12 recruiters did the first-pass screening manually — averaging 4 minutes per CV. Time from application to first shortlist sat at 4.2 days. Internal audits showed 38% of recruiter time went to screening admin instead of candidate calls or client work.
Lattice lost a Staff Engineer placement at a Series B fintech because the candidate accepted a competing offer on day three — before Lattice had even shortlisted him. A follow-up audit found 22% of A-tier candidates were going cold to other agencies inside the first 72 hours.
Two senior recruiters had quit citing burnout in the previous quarter. Aarti was about to onboard three more bodies just to keep up with inbound.
Vynara built a screening and scheduling layer on top of Lattice's existing ATS (Recruiterflow). Inbound CVs get parsed, embedded, and scored against a per-mandate rubric that senior recruiters helped design in week one — so the model scores the way the firm's best recruiter would.
Each candidate gets a 0–100 score plus a 3-line rationale: why they fit, where they fall short, and a confidence flag. Top 8% per role get auto-routed into a WhatsApp flow that confirms interest, captures a 90-second voice intro, and books a slot on the assigned recruiter's calendar. Humans only enter the loop when a candidate is already pre-qualified and warm.
I stopped hiring the three recruiters I was about to put offers out to. Instead I gave my existing team a raise. Same throughput, fewer people, better margins.
I used to dread Monday mornings staring at 200 new CVs. Now I walk in and my calendar already has six warm calls booked. I am actually recruiting again.
Any agency or in-house TA team running 40+ open roles at a time has the same shape of problem and the same shape of fix. If your recruiters are reading CVs instead of talking to humans, that's the symptom worth solving first.