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Freeosk screened 2,800 applicants without adding recruiter headcount.

Technical roles can attract thousands of applicants — turning first-round screening into a calendar bottleneck. Freeosk used RightMatch structured video interviews to cut pre-screen calls, give hiring managers richer signal, and keep hiring moving at scale.

Read the story See the results

Industry

In-store retail sampling

Hiring for

Technical roles

Applicants

2,800 / single role

Built for

HR & TA leaders

A shopper discovering a free sample at a Freeosk in-store kiosk

First-round screening

Technical role · single req

Live

6–7

candidates reviewed / hour

20–30m

old per-candidate call · replaced

Structured interview — async, consistent, and shared with hiring managers before any live round.

applicants for a single technical role

6–7/hr

candidates reviewed, vs 20–30 min calls

recruiters added to handle the volume

Hours

saved every week on first-round screening

The challenge

Thousands of applicants — and no room to add headcount.

Freeosk is the original in-store discovery destination, known for creating moments of discovery on the shelf — making sampling feel fast, fun, and effortless.

But internally, hiring for technical roles was becoming increasingly difficult: extreme applicant volume, noisy resumes, and an urgent need for stronger first-round signal — without adding recruiter headcount.

High-volume reality

Single roles generated thousands of applicants, stretching resume review and screening calls.

Low-signal screening

Templated resumes made it harder to separate strong candidates from lookalikes early in the funnel.

Integrity concerns

As AI use rises, HR teams need clearer trust signals alongside skills and communication.

The solution

RightMatch became the first round.

Freeosk didn't just add another tool. They rebuilt the first round as a structured, shareable interview step — reducing calendar load and giving hiring managers richer signal before live interviews.

Structured video interviews

A consistent, structured video interview became the default first step — every candidate answers the same questions, scored the same way.

Asynchronous review

Candidates record on their own time, so the team reviews when it suits them — six or seven in an hour instead of one call at a time.

Better signal, no new headcount

Hiring managers get a substantial, firsthand view of every candidate earlier — without Freeosk adding a recruiter to handle the volume.

Redesigning first-round screening

Before & after.

Before

High effort, low leverage

·Calendar-heavy pre-screen calls, 20–30 minutes each

·Hiring managers relied on notes, not firsthand responses

·Hard to scale without adding a recruiter

·Inconsistent screening across candidates

After

RightMatch as the first round

Structured video interviews as the default first step

Asynchronous review to accelerate decisions

More candidates reviewed per hour

Better signal earlier — without more headcount

The results

Six or seven, every hour.

Where a single pre-screen used to block 20–30 minutes of calendar per candidate, Freeosk's team now reviews six or seven candidates in an hour — saving a couple of hours a week for the duration of an open role, and giving hiring managers a firsthand view before any live interview.

What changed for the team

Pre-screening calls were dramatically reduced across high-volume roles.

Hiring managers got a more substantial view of candidates without hours of interviews.

A single technical role's 2,800 applicants were handled by the existing team.

Screening became consistent and shareable — the same questions, scored the same way.

6–7/hr

candidates reviewed, where each used to be a 20–30 minute call.

2,800

applicants for one technical role — no added recruiter headcount.

“

It helped eliminate the number of pre-screening calls, and gave our hiring managers a more substantial view of a potential candidate without investing hours of interviews.

Megan Voss

Freeosk

Modernize first-round screening.

RightMatch helps HR and Talent Acquisition teams handle high-volume roles by turning screening into structured, consistent interviews — giving hiring managers better signal while reducing recruiter calendar load.

Book a demo Explore RightMatch

Freeosk screened 2,800 applicants without adding recruiter headcount.

Read the story See the results

Industry

In-store retail sampling

Hiring for

Technical roles

Applicants

2,800 / single role

Built for

HR & TA leaders

First-round screening

Technical role · single req

Live

6–7

candidates reviewed / hour

20–30m

old per-candidate call · replaced

Structured interview — async, consistent, and shared with hiring managers before any live round.

applicants for a single technical role

6–7/hr

candidates reviewed, vs 20–30 min calls

recruiters added to handle the volume

Hours

saved every week on first-round screening

The challenge

Thousands of applicants — and no room to add headcount.

Freeosk is the original in-store discovery destination, known for creating moments of discovery on the shelf — making sampling feel fast, fun, and effortless.

High-volume reality

Single roles generated thousands of applicants, stretching resume review and screening calls.

Low-signal screening

Templated resumes made it harder to separate strong candidates from lookalikes early in the funnel.

Integrity concerns

As AI use rises, HR teams need clearer trust signals alongside skills and communication.

The solution

RightMatch became the first round.

Structured video interviews

A consistent, structured video interview became the default first step — every candidate answers the same questions, scored the same way.

Asynchronous review

Candidates record on their own time, so the team reviews when it suits them — six or seven in an hour instead of one call at a time.

Better signal, no new headcount

Hiring managers get a substantial, firsthand view of every candidate earlier — without Freeosk adding a recruiter to handle the volume.

Redesigning first-round screening

Before & after.

Before

High effort, low leverage

·Calendar-heavy pre-screen calls, 20–30 minutes each

·Hiring managers relied on notes, not firsthand responses

·Hard to scale without adding a recruiter

·Inconsistent screening across candidates

After

RightMatch as the first round

Structured video interviews as the default first step

Asynchronous review to accelerate decisions

More candidates reviewed per hour

Better signal earlier — without more headcount

The results

Six or seven, every hour.

What changed for the team

Pre-screening calls were dramatically reduced across high-volume roles.

Hiring managers got a more substantial view of candidates without hours of interviews.

A single technical role's 2,800 applicants were handled by the existing team.

Screening became consistent and shareable — the same questions, scored the same way.

6–7/hr

candidates reviewed, where each used to be a 20–30 minute call.

2,800

applicants for one technical role — no added recruiter headcount.

“

It helped eliminate the number of pre-screening calls, and gave our hiring managers a more substantial view of a potential candidate without investing hours of interviews.

Megan Voss

Freeosk

Modernize first-round screening.

Book a demo Explore RightMatch

Freeosk screened 2,800 applicants without adding recruiter headcount.

Thousands of applicants — and no room to add headcount.

RightMatch became the first round.

Structured video interviews

Asynchronous review

Better signal, no new headcount

Before & after.

Six or seven, every hour.

Modernize first-round screening.

More customer stories

Freeosk screened 2,800 applicants without adding recruiter headcount.

Thousands of applicants — and no room to add headcount.

RightMatch became the first round.

Structured video interviews

Asynchronous review

Better signal, no new headcount

Before & after.

Six or seven, every hour.

Modernize first-round screening.

More customer stories