The story in three acts
This 80-person SaaS scale-up, headquartered in Douala, deploys its product across FR (Senegal, Ivory Coast, Cameroon) and EN markets (Ghana, Nigeria, Kenya). The 2026 roadmap required growing from 18 to 42 engineers in 6 months — 2.3x the technical team.
The critical mandate: every engineer had to be bilingual FR/EN to work with clients across both zones. Profiles are rare — under 15% of technical applications in francophone Africa meet the bilingual criterion with truly operational English.
The HR team (1.5 people) had previously tried two different ATS — one in French, one in English — creating pipeline duplication, process conflicts, and a low 54% offer acceptance rate (top candidates went elsewhere).
Edomatch replaced both ATS with a single natively bilingual platform. Recruiters manage FR and EN pipelines in the same UI; candidates get a translated experience in their preferred language at every step.
AI Matching identifies bilingual profiles semantically (not via "english" keyword search). The algorithm analyzes the consistency of English-written resumes by francophone candidates and flags true bilinguals — estimated 60% precision gain on this criterion vs keyword filtering.
Assessment & AI Interview evaluates operational English level with an async video question recorded in the working language. Recruiters filter out in 8 minutes candidates who claimed "bilingual" on their resume but can't hold a technical conversation.
The collaborative pipeline lets tech managers based in Douala, Yaoundé and Lagos (English-speaking subsidiary) score the same candidates in the same UI, with no sync meetings.
