Software engineering services
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How Incubyte Reduced Hiring Time from 40 Days to 17 Days with Claude
Incubyte’s recruiting team uses Claude to screen high-volume applicant pipelines, cut time-to-close from 40 days to 17, and run salary benchmarking on demand instead of once every six months.
INDUSTRY
Software engineering services
ON THIS PAGE
The Outcome – Potential Impact
What this could reach once it ships
10 → 4
screening calls per day with calls that mostly led nowhere, to calls with the strongest matches only
50 → 17
working days to close a role on average, down by 66%
2 → 4
roles managed per recruiter at a time, with the same five-person team
From the client
"Salary benchmarking used to take us a month every six months, and now we get a market range whenever we need one. Claude also works as a technical partner to the recruiter, helping us understand what a role actually needs and screen against it."
- THE CHALLENGE
Incubyte uses Claude internally for its own hiring.
Five recruiters handle hiring for a company of 182 engineers, and the inbound volume is high. The applicant tracking system took more than 11,000 applications in the last six months.
Before Claude, the team could not keep pace with the volume. Recruiters made around 10 screening calls a day, many of which led nowhere because candidates were only ruled out during the call itself. Closing a position took 40 to 50 working days, and each recruiter actively managed two roles at a time.
Screening was manual. A recruiter read each resume, called the candidate, and often found only during the call that the person did not fit, so a lot of time went into calls that led nowhere.
Most recruiters do not come from an engineering background, so reading a role’s technical requirements against a resume was hard, and the team leaned on engineers to review candidates. Two tasks in particular were slow. Technical assessment reviews waited on the engineering team and could take four or five days, because interviewers were busy with their own work.
Salary benchmarking ran twice a year and took about a month each time, because the team gathered at least 30 to 60 salary data points for every role, tech stack, and experience band from several sources by hand.
- THE APPROACH
The team connected Claude to the systems it already used,
Including the applicant tracking system and the internal HR system, through their APIs. Claude now reads each new set of applications against the job description, the must-have skills, and Incubyte’s culture criteria, and returns a prioritized shortlist.
Recruiters spend their calls on the strongest matches instead of working through the full pile. A person stays in the loop at every stage, so Claude ranks and suggests but does not decide.
Claude also works as a technical partner to a non-technical recruiter. It reads what a role actually requires, maps that against a candidate’s resume, and flags the signals that matter, such as health tech domain experience, which is a priority because most of Incubyte’s clients are in health tech.
For technical assessments, the engineering team helped set up a Claude skill that lets recruiters review submissions on their own and get a clear yes or no signal. The four-to-five-day wait on engineers is gone, and assessment review now happens the same day.
After interviews, the team runs a debrief through a Claude skill that holds Incubyte’s values, hiring signals, and red flags. Recruiters add the interview feedback and transcripts, and Claude returns a recommendation with the reasons behind it.
The same review reads interview transcripts for quality problems. It flags when an interviewer was too harsh or too lenient, and it surfaces gaps, such as three interview rounds that never tested for test-driven development, which Incubyte treats as essential. This helps the team break deadlocks on borderline candidates and check its own process for bias rather than guessing.
The team rebuilt salary benchmarking as a Claude artifact connected to its salary data sources and its applicant tracking system. A run that used to take about a month now returns a market range on demand. The team enters the role and its parameters, and Claude returns average and median ranges, with the option to include or exclude comparable companies so the benchmark reflects the market Incubyte actually hires against.
- THE OUTCOME
Claude also produces a live recruitment dashboard that tracks
How candidates move from screening to next rounds and measures turnaround time. Because the team can see these numbers now, it can predict hiring timelines.
High-volume campus hiring runs the same way. For an off-campus drive with 6,000 applications, Claude shortlisted the pool down to a few hundred candidates against the team’s role-fit criteria, which the team could not have done by hand.
- STACK
Tech
Claude
Team
Akshay Vadher
Software Craftsperson – Tech Advisor
Sanket Dhokte
Technical Product Craftsperson
Yogendra Jaiswal
Software Craftsperson
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