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To support rapid growth in its online advertising operations, the client partnered with AMS to scale the sourcing and screening of specialist operators while improving speed, quality, and cost efficiency. With annual hiring volumes set to rise from 1200 roles to more than 5000 over two years, the existing recruitment model needed to be simplified and automated to reduce stakeholder effort and candidate drop off. Through a focused pilot programme, AMS redesigned screening and coordination processes, introducing automated language testing and deeper upfront skill assessment to accelerate decision making and improve conversion. The result was a faster, more efficient hiring engine that delivered higher quality candidates, significant time savings for internal teams, and a scalable model that the client subsequently adopted in house for future growth.
Aspiring to bring products and services to life through customer and operational support, the client has partnered with AMS to source and screen 70 to 80 online advertising platform operators per year.
The client aims to hire approximately 1,200 junior to mid-level specialists per year and expects volumes to more than double in 2023, resulting in over 5,000 hires over the next two years. To manage this increase, the client sought AMS’ support to improve its recruitment processes.
A three-month pilot programme was launched to optimise the screening process for around 150 hires. Aimed at improving efficiency and reducing input from client stakeholders, the two main features of the pilot are:
As the pilot progressed, AMS further supported in recruitment coordination, enabling the client’s inhouse team to fast-track interviews, saving 40 person hours. Offer management was also provided to reduce input from the client team by 10 person hours. Daily progress was tracked by automated reporting.
Over 800 candidates were processed in the three-month pilot programme, resulting in 134 offers.
Other positive outcomes include:
The client has taken AMS’ processes inhouse, incorporating the changes and deploying SHL assessments based on the successful approach. Options for further scope expansion were also in discussion, including Recruitment Augmentation and Early Career and Campus options.
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