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Company Overview
Recruiting is not seasonal for SP Data Digital — it’s a standing operational requirement. SP Data Digital runs outsourced sales and customer support programmes for enterprise clients across North America, staffing contact centre teams at continuous volume, with multiple client programmes hiring at the same time. Every delayed start date shows up directly in a client delivery commitment.
The Challenge
A six-person recruiting team, hundreds of applications per requisition, and margins too thin for a slow or wrong hire. The ATS was filing applications, not qualifying them.
Application Volume Outran Review Capacity
Every requisition drew hundreds of inbound applications, each read, scored, and prescreened before a recruiter knew anything.
Speed and Accuracy Were Both Non-Negotiable
Thin margins meant a wrong hire cost a client programme, a slow one cost the start date.
The ATS Stored, It Did Not Qualify
Applications got filed and filtered, but nothing showed who was available, eligible, or a fit.
Time-to-Hire Was Capped at 28 Days
Screening capacity set the pace of every hire, and 28 days was where it settled.
The Turning Point
The pile arrived ordered, not raw. SIA syncs bi-directionally with TalentNest — recruiters kept working where they already did, with scores and written summaries appearing as notes inside existing candidate records.
Bi-directional ATS sync
Connected to TalentNest so recruiters kept working where they already did, with SIA’s scores and written summaries appearing as notes inside existing candidate records.
Instant scoring and ranking
Every inbound application was scored against the open requisition the moment it landed, so the pile arrived ordered instead of raw.
Automated prescreen and assessment
Availability, eligibility, and role fit were confirmed over structured chat before a recruiter spent a minute on the candidate, with assessments sent automatically against thresholds the recruiters set themselves.
Recruiters kept every decision
SIA never advanced a candidate on its own. Recruiters reviewed the shortlist, ran the interviews, made the hiring calls, and owned the client relationship.
The Impact
“Senseloaf gave us the ability to handle 3× the requisition volume without adding to our delivery team. The AI prescreen alone eliminated two full days of recruiter time per role.”
VP of Human Resources — SP Data DigitalAbout Senseloaf
Senseloaf is an AI-native recruiting platform built for teams that hire at scale. Describe the role, and SIA does the matching, screening, and interviewing inside the tools you already use, so your team opens the dashboard to a shortlist that has already earned its place. Every score and every override teaches SIA what good looks like for your team, so each role starts at a higher bar than the last. Every action is backed by evidence. Every decision is gated by a human.
