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Customer Service Fortune 500 GBS Manila, Philippines

How a Leading GBS in Manila Built a
Consistent Talent Pipeline with AI Voice Automation

A 15-person team managing 40+ open roles monthly was losing hours to manual phone screens and candidates to slow follow-ups. Here's how they fixed it.

60%
Reduction in screening timeFrom 4+ hours to 1.8 hrs per recruiter daily
10%
Dropout rateDown from 20% — halved by consistent automated follow-up
24/7
Always-on pipelineVoice AI working round the clock, not office hours

About the Company

Our customer is the Global Business Services (GBS) arm of a Fortune 500 U.S.-based enterprise, located in Manila. With over 2,000 employees supporting global operations across technology, customer service, and sales support functions, this GBS plays a critical role in the enterprise's regional delivery.

A team of 15 in-house recruiters manages 40+ open job roles each month, hiring across a wide range of functions — from software engineers to B2B sales professionals and customer service teams.

The Challenge: Manual Bottlenecks and a Leaky Funnel

High-volume hiring meant processing hundreds of applicants every month. But the process wasn't keeping up with the volume.

  • Recruiters spent over 5 hours daily manually reviewing resumes, conducting phone pre-screens, and coordinating interviews
  • Phone-based screenings and scheduling were time-intensive, often requiring multiple follow-up attempts per candidate
  • Dropout rates exceeded 20%, driven by delays in follow-up and inconsistent candidate communication
  • Hiring managers frequently interviewed underqualified candidates due to inconsistent screening quality

These inefficiencies slowed down the hiring cycle, drained recruiter bandwidth, and weakened the overall talent pipeline — leaving open roles unfilled longer than acceptable.

"Recruiters were spending more time coordinating logistics than actually recruiting. The pipeline had no consistency — some candidates heard back in hours, others waited days and dropped off."

The Solution: Voice AI That Works While Your Team Focuses on What Matters

In January 2025, the GBS adopted Levit8 AI's Voice Automation Platform to eliminate repetitive tasks and build a faster, more consistent hiring funnel.

  • Instant outbound calls — As soon as a candidate applies, Voice AI calls them on their mobile, running a fully autonomous pre-screen using job-specific, recruiter-defined questions
  • Automatic scheduling — Qualified candidates are instantly scheduled for in-person or live virtual interviews with hiring managers, with zero back-and-forth
  • Structured scorecards — Recruiters and hiring managers receive AI-generated scorecards, call transcripts, and recordings before interviews begin
  • Automated reminders — Levit8 AI's follow-up sequences significantly reduced no-shows and late cancellations

What once required hours of manual effort is now completed within minutes — running round-the-clock, not just during business hours.

The Results

60% Reduction in daily time spent on phone screening and interview coordination — from 4+ hours to 1.8 hours per recruiter
50% Dropout rate cut in half — from 20% to 10% — through consistent, automated candidate communication
↑ Recruiters now focus on higher-value work — sourcing, onboarding, and relationship-building — instead of repetitive admin
↑ Hiring managers arrive at interviews better prepared, armed with structured AI scorecards and call recordings

Why It Worked

Levit8 AI didn't just automate a step — it reimagined how this recruitment team engages with talent. With always-on outbound calling and intelligent pre-screening, the GBS now maintains a full pipeline of qualified, engaged candidates without increasing team size or working hours.

The consistency that was missing — in follow-up timing, screening quality, and candidate experience — is now built into the system by default.