Tutorials4 min read
AI Act in Selection: What Changes and How to Comply Frictionlessly
Apply the EU AI Act to recruiting without friction. AI risks, roles, and compliance steps to use artificial intelligence in hiring safely and fairly.
Acme Talent Group
Acme Talent scales engineering hires by 42% faster
Demo case study
This is an illustrative scenario based on archetypal hiring workflows: not a real customer or verified testimonial.
Decrease, Improvement: 42%Time to hire
Increase, Improvement: 3.2×Candidates per week
Increase, Improvement: +18 ptsQuality-of-fit score
“We stopped treating sourcing like manual data entry. Mainder runs the hunt overnight and our recruiters wake up to ranked, enriched candidates ready for a human conversation.”
The challenge
Acme Talent Group runs retained searches for VC-backed SaaS companies across the EU. Their sourcers spent 60% of each week on manual LinkedIn browsing and copy-pasting outreach templates. Engineering roles averaged 47 days to fill, and hiring managers complained about shallow shortlists.
How Mainder helped
The team deployed AI Hunt for 24/7 sourcing across GitHub and LinkedIn, AI Scoring to calibrate fit scores against Acme's historical placements, and AI Pipeline Manager to prioritize active reqs. Recruiters shifted from hunting to closing.
Outcomes
- Time-to-hire for senior engineering roles dropped from 47 to 27 days.
- Weekly qualified candidates per open role increased 3.2× without adding headcount.
- AI Scoring raised average fit scores by 18 points versus legacy boolean searches.
- Reply rates on first-touch outreach climbed because sequences referenced real project signals.
Timeline
Started
March 1, 2025
6 months
Results by
August 15, 2025
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