Sarah Chen ran the entire recruiting function at a 200-person SaaS — sourcing, screening, scheduling, and closing — alone. Here's how Jatura's AI recruiter took the work off her plate.
Easily the best ATS I've used in 10+ years of recruiting. The customization, the power, the AI — it's renewed my passion for what an ATS can actually do.
Sarah joined as the first dedicated recruiter at a Series B SaaS company already at 200 employees. Leadership wanted to add 35–40 hires across engineering, sales, and customer success in the next twelve months. They weren't planning to hire a coordinator.
The stack she inherited was a legacy ATS bolted onto Calendly, a separate sourcing tool, and an interview-feedback Notion that nobody updated. Most candidate emails started with "sorry for the delay…" Eight hiring managers asked the same questions on Slack every Monday.
Reads every resume against Sarah's hiring brief and surfaces a ranked shortlist with reasoning.
Drafts structured scorecards per role so every hiring manager scores the same dimensions.
Sends candidates a self-serve picker that respects everyone's calendar, including timezone.
Sends a personalized note within 4 hours of every application — including no-thanks emails.
Twelve months in, Sarah's team had 38 net new hires — engineers, AEs, CSMs, ops — and her calendar finally had thinking time on it. The CFO never had to approve a coordinator headcount. The candidate-feedback Notion doc got archived. Hiring managers stopped Slacking her on Monday.
I'm not exaggerating — it renewed my passion for recruiting. I get to do the strategic work I was hired for, because Jatura does the rest.