A $480K-a-year recruiting bill, brought in-house.

The bottleneck

Thousands apply. Managers can chase dozens.

Door-to-door sales recruiting is a volume game: thousands of applications for a handful of people who will actually show up and knock. Working that volume took an outside firm charging $40K a month, and still nobody inside the company could say where candidates fell out of the process.

The hidden cost was worse than the invoice. The firm's process was a black box: the company could not see which job boards produced candidates who stuck, how long candidates sat waiting between stages, or why a promising applicant went quiet. Recruiting decisions were being made on the vendor's summary of the vendor's own work.

That is $480K a year, forever, for a pipeline the company could not see into and did not own.

How we did it

1. 1

   Map. We traced the real path from application to first day of knocking, including every place a candidate stalled or disappeared: the unanswered application, the interview nobody confirmed, the offer letter that took a week to go out.

2. 2

   Build. Applicants now move themselves. A screening gate asks the qualifying questions before anyone books time, group and final interviews schedule automatically against managers' real calendars, reminders go out before every interview, and candidates who stall get followed up with automatically instead of forgotten.

3. 3

   Close. The moment a manager says yes, the system generates the offer paperwork and sends it for signature. The gap between a verbal yes and a signed offer, where candidates used to cool off and take other jobs, closed to minutes.

4. 4

   Track. Every stage is counted: applications in, screens passed, interviews booked, interviews attended, offers out, offers signed. The company knows its real conversion from applicant to hire and sees exactly where the funnel narrows.

Where it stands

Managers interview. The funnel does the rest.

The system has tracked 4,188 applicants, booked 312 final interviews, and carried 9 people all the way to hired, with offer documents generated and sent automatically. Managers touch the process at exactly one point: the interview.

Because every stage is measured, recruiting stopped being a feeling and became a number the company can manage week over week. When the funnel narrows, leadership can see which stage narrowed and fix that stage, instead of paying a vendor more and hoping.

The process is owned in-house, in the company's own accounts, and the $40K a month stays in the business.

Counts are read directly from the live tracking system as of September 2026. The dollar figure is client-reported, based on what the outside firm charged for the same scope of work. Hiring outcomes depend on the client's own interview decisions; the system automates the pipeline around them.

Your version of this bottleneck is fixable too.

Thirty minutes on your company and what you want from AI. If it's not a fit, we'll say so on the call.