Recently, Fabric was part of the campus hiring for a technology company at one of India’s most prestigious management institute. When we first got the call to help with this campus drive, we felt an electric mix of excitement and nerves.
On one hand, it was our chance to dive into the vibrant world of recruiting fresh talent straight from a top-tier university; on the other, we weren’t entirely sure how students would respond to our AI-driven approach. Would they connect with it the same way seasoned professionals do?
Despite the jitters, we set out to make the process seamless and fair — no small feat given the hundreds of applicants we had to screen. Here’s the breakdown of the entire process, our approach, and results.
Background
An IT services firm needed to hire from a prestigious management institution. They had two openings:
- Analytics Management Trainee — Fresh graduates with some academic exposure to data.
- Analytics Associate Manager — Candidates who already had hands-on experience with analytics projects.
Around 250 students applied, but the company’s internal team was swamped with other priorities. They lacked the bandwidth to thoroughly evaluate each resume or conduct thoughtful screening interviews. That’s when they turned to Fabric.
The Challenge
- High Volume, Limited Time: With 250 applicants, manually filtering CVs and scheduling interviews was a logistical challenge.
- Two Distinct Roles: They needed to separate fresh graduates from more experienced candidates without accidentally overlooking potential standouts.
- Consistency & Fairness: The firm wanted an impartial, scalable screening process while still offering a humane experience for candidates.
Our Approach
1. Tailored Resume Screening Agent -
We first used our screening agent to filter out the resumes for each role. For the trainee position, we prioritised academic projects and emerging skills. For the associate manager role, we highlighted real-world analytics experience. This instantly narrowed the applicant list from 250 to 83 high-potential profiles.
2. AI-Powered Interviews -
When people imagine AI interviews, they think of a robotic voice, asking pre recorded questions, in the most inhuman way possible.
Fabric is anything but that. Fabric’ AI interviewer has a human like conversation with candidates to better understand their thinking process and knowledge. In this case, it asked scenario-based questions, guesstimates, and puzzles — then followed up with more pointed queries if answers seemed vague. The goal wasn’t to trip anyone up but to understand depth of reasoning and communication skills.
3. Ensuring Integrity -
To keep the process fair, our proprietary system flagged any suspicious behavior — ranging from multiple audio detection to detecting AI-generated content in answers. This extra layer of scrutiny made sure students were only selected on merit and adherence to ethics.
Results
- Selection: Out of the 83 students, only 20 were selected for the final interview. Their names and detailed reports were sent to the employer so that their next round of interviews can be arranged.
Benefits for the Firm -
- Time Savings: The firm saved well over 100 hours that would have been spent on manual screening.
- Cost Reduction: With Fabric automating key steps, the company cut its usual hiring costs by about 50%.
- Quality Hires: The interview panel confirmed that none of the final 20 candidates were irrelevant. Every discussion was productive.
What did the Students Think -
- Students reported a 90%+ satisfaction score, noting that the AI’s questions felt surprisingly thoughtful and human.
Key Takeaways
- Targeted Shortlisting Works: By customizing the screening agent, we avoided generic filtering methods that overlook potential talent.
- Depth Over Quantity: Fewer but better interviews preserved everyone’s time — both company panels and candidates.
- Human-Like AI: Real-time follow-up questions and empathy features helped candidates feel genuinely heard.
- Fairness Matters: Anti-cheating measures provided confidence that every top prospect was truly deserving.
In the end, the IT firm filled its roles faster, spent less, and avoided interview fatigue. For them, Fabric wasn’t just a tool — it was a smarter, fairer way to discover the right people.
If you are still reading this, thank you. With Fabric’s AI interviews, we are helping companies shortlist the best 20–30 candidates out of the 100s who apply for their job posts. With zero manual effort. Within a day. But more than that, we are making hiring painless — both for recruitment teams and candidates. If you think this can be helpful for your team, you can book a demo with me here.