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With more than 2,000 applications arriving each month, primarily for station-based roles such as service attendants, OKQ8 handled a high and steady volume of candidates across both the recruitment team and sales managers. The process included several manual steps, such as CV screening, phone interviews, and recommendations from hiring managers, which required close collaboration and time.
In a fast-moving environment, this sometimes made it challenging to ensure optimal staffing levels at stations. At the same time, the large number of candidates highlighted the importance of maintaining a consistent and high-quality experience throughout the recruitment journey.
OKQ8 evaluated several AI-powered screening solutions, including CV-based tools. But profile-matching approaches treated every candidate the same; unable to capture the nuance behind each application or give people a genuine opportunity to demonstrate their potential.
Hubert was different. Structured, AI-led chat interviews meant every candidate could be assessed consistently, fairly, and on their own terms.
Three key things sealed the decision: a candidate experience strong enough to protect OKQ8's employer brand, evaluations that were explainable and bias-free, and a platform simple enough that no formal training was needed.
OKQ8 were live within two to three weeks of signing, a timeline that would be impossible with most enterprise HR technology. With no formal training required, hiring manager adoption was high from the start, and the value of a structured, automated screening process was immediately apparent.
The impact was immediate.
Average time-to-shortlist is now just 57 minutes. That means candidates hear back faster, hiring managers can move quickly, and stations get the staff they need without delay.
And speed didn't come at the cost of experience:
That mobile figure matters. For people applying to shift-based, on-the-go roles, the ability to complete an interview whenever and wherever suits them isn't a nice-to-have - it's the difference between engaging and dropping out.
Moreover, candidates noticed:
"It was nice to get a response right after the application and it was very smooth and efficient."
"Clear questions that I think gave me a good chance to present myself."
"I liked being able to describe so much detail and to understand the questions properly - there was no time limit, so you had time to write. It was a great interview."
Beyond speed, the OKQ8 recruitment team report that screening is now more consistent across locations, relevant candidates are easier to identify, and every applicant gets a fairer opportunity - regardless of where they applied or who reviewed them. Alma added “Our confidence in the candidates we’re progressing has increased with Hubert. Candidates are assessed against the same structured criteria, which reduces bias and improves the quality of the shortlist by capturing practical details often missing from a CV”.