High call volume
Peak demand created a bottleneck for staff handling repetitive candidate questions and intake.
Case Study · Workforce & Recruitment
Pandanus Workforce: scaling candidate intake without adding headcount.
Candidate enquiries arrived through calls, forms, job boards and email, creating repeated screening work and inconsistent data. Ethical Edge Solutions redesigned intake so candidates could be handled more consistently and routed into the core recruitment system faster.
40–60% reduction in administrative load
15–25 hours/week reclaimed
2–3 days faster time-to-action
Scalable intake without more headcount
The problem
Too many entry points, too much manual screening.
Inconsistent data
Information quality varied depending on whether a candidate arrived by phone, form, job board or email.
Slow progression
Manual screening and follow-up delayed fast-track candidates from moving to the next action.
What changed
Standardised intake around one operational source of truth.
Voice-led intake
AI-assisted voice handling captured details, answered common questions and completed initial screening.
Multi-source normalisation
Candidate data from different entry channels was converted into a more consistent intake structure.
Fast-track routing
Eligibility and progression logic identified candidates suitable for quicker processing.
Status automation
Processing states were kept more consistent, reducing repeated checks and manual updates.
The result
Less repetitive admin and a cleaner candidate flow.
The existing project evidence records 15–25 hours per week reclaimed, a 40–60% reduction in administrative load and faster candidate progression without increasing headcount.
