The story in three acts
With 1,200 employees and an expansion plan calling for 180 additional hires in 12 months, this Senegalese commercial bank was watching its recruitment saturate. Average time between job opening and signed offer reached 60 days on commercial profiles and 75 days on data and risk profiles.
In practice: each recruiter juggled 6 to 8 open roles simultaneously, drowning in unsorted resumes, scheduling emails, and chasing managers for interview feedback. Top candidates were accepting competing offers while the process dragged on.
The HR team rolled out Edomatch on three parallel levers over a 9-month cycle.
First lever: automated screening with AI Matching. Resumes are parsed and ranked by fit against each role. Recruiters only see the top 15% of applications — saving 90 minutes per role.
Second lever: asynchronous video interviews (Assessment & AI Interview) for pre-qualification. The 30 finalists per role answer 4 questions in under 10 minutes; recruiters review in 1 hour, vs. 15 hours of phone screens.
Third lever: structured collaborative pipeline in the ATS, with 24h-mandatory scorecards and self-service interview scheduling. Managers know they have 24 hours to give feedback — or the candidate moves to the next stage.
