How to Handle High Volumes of Applications: 4 Time Management Tips for Recruiters
In today's competitive job market, recruiters face the challenge of managing an overwhelming influx of applications. This article presents essential time management tips to help recruiters efficiently handle high volumes of candidates. Drawing from insights shared by industry experts, these strategies will empower recruiters to streamline their processes and identify top talent more effectively.
- Passive Sourcing Secures Rare MLOps Engineer
- Strategic CPO Search Drives R&D Firm's Growth
- Innovative Sourcing Lands Unique NLP Expert
- Creative Approach Fills Unconventional Social Media Role
Passive Sourcing Secures Rare MLOps Engineer
One of the more challenging roles we filled recently was for an MLOps Engineer -- not just any engineer, but someone who could step into a highly specialized AI platform used for customer service automation. These roles are rare, and we knew from the start that job boards wouldn't help. So, we leaned into what has worked for us in the past: deep passive sourcing and X-Ray searches on LinkedIn. Instead of pushing job ads, we focused on finding people who weren't actively looking but matched the skill set and domain experience almost exactly.
What helped us move faster was our internal talent pool, where we had a handful of pre-vetted ML engineers from previous searches. Because we had built strong relationships with them earlier, re-engaging was easier and more natural. The whole process took over two months, but it was worth the time -- the candidate we placed not only fit the technical profile but also clicked with the client's team right away. For niche roles like this, it's never about speed -- it's about building the right kind of pipeline early and knowing where to look beyond the obvious.
Strategic CPO Search Drives R&D Firm's Growth
The organization was a fast-scaling R&D firm, specializing in advanced biotechnology and AI-driven innovation. With headcount growth of over 150% in 18 months and global expansion underway, the CEO and Board recognized the need for an experienced, commercially minded Chief People Officer to build a fit-for-purpose People strategy that would enable sustainable growth. This was the company's first formal CPO hire. The role would be pivotal in evolving the People function from operational to strategic, building leadership capability, and embedding a cohesive culture across diverse scientific and technical teams.
The CPO needed experience in high-growth, innovation-led environments, ideally within life sciences, deep tech, or R&D. They also needed a strong track record of board-level partnering and driving change across geographically dispersed teams.
The market was highly competitive, and many candidates were in well-compensated roles with long-term incentives. Cultural fit was critical. The CEO wanted someone with emotional intelligence, adaptability, and the ability to engage and influence technically focused leaders.
I worked closely with the CEO to define the leadership profile, success measures, and cultural priorities. We clarified not just technical requirements but also the mindset and behaviors needed for success.
I led a targeted search, identifying senior HR leaders with experience in R&D, tech, and life sciences. I focused on those from scaling environments, including VC-backed firms and innovation-led organizations. To attract the right talent, I shaped a proposition that highlighted the company's mission, board-level impact, and opportunity to build and lead from the ground up.
The selection process included deep-dive interviews and a values-based assessment, alongside a strategic presentation to test influence, commercial acumen, and long-term vision. After offer acceptance, I worked with the CEO on a tailored onboarding plan to support transition and early impact.
We secured a CPO with a hybrid background in life sciences and tech scale-ups. Within 6 months, they implemented a 3-year People strategy, introduced a leadership development framework, and restructured the People team to support global expansion. This search demonstrated the value of aligning hiring with business strategy, engaging stakeholders early, and driving a values-led, insight-driven approach in a competitive market.
Innovative Sourcing Lands Unique NLP Expert
We once filled a role requiring both NLP model training and search relevance tuning -- a rare blend. Our strategy was to source candidates from academic labs, open-source contributors in search/NLP, and cross-search GitHub activity. The final hire was a PhD who had never responded to recruiters -- but we caught their interest through our highly personalized outreach.
Creative Approach Fills Unconventional Social Media Role
Once, I hired a full-time Social Media Manager for a large parking company—an unusual role indeed. I sought a "light and bright" candidate who might not fit typical corporate roles but was seeking one nonetheless. For example, I looked for a recent college graduate from a reputable school who had majored in a less-in-demand subject like English or Sociology, which would align well with social media instincts. And sure enough, the company hired a psychology major from a top 50 university who was looking to break into marketing to start their career!
