Aplaix

Case Studies

How Evolve Got 40 Hours Back on a Single Role

Evolve is a vacation rental management technology company. When several roles opened at once, applications flooded into Greenhouse — a tangle of bots, fraudulent profiles, low-intent applicants, and genuine candidates, with no quick way to tell them apart.

Before a single screening call happened, the team was spending hours just figuring out who was worth talking to.

Before Aplaix: Every Submission Flows In

Without Aplaix: every submission from job boards, spam and genuine alike, flows straight into the ATS Submissions from job boards like LinkedIn and Indeed — bots, one-click applicants, and genuine candidates alike — pass straight through with no validation step and land unverified in the ATS. Job Boards LinkedIn, Indeed Bots 1-Click Apply Genuine Candidates ! Unprotected ATS 1,700+ applications

The Fix: A Validation Layer in Front of the ATS

Evolve added Aplaix — an official Greenhouse partner — as the submission validation layer between the job board and the ATS.

Mina Feuerhaken, Head of Talent Acquisition, or a teammate recorded a short video intro to the company and the role, so candidates could gauge fit before investing time. Candidates then answered a consistent set of role-specific questions on short video — on their own time.

Because the step requires actual participation, bots, auto-apply tools, and one-click applicants largely self-select out. They never complete the video response. The people who do are the ones who actually want the job.

With Aplaix: Only Genuine Candidates Get Through

With Aplaix: bots and one-click applicants are filtered at the gate; only genuine candidates reach the ATS Submissions from job boards like LinkedIn and Indeed pass through the Aplaix validation gate. Bots and one-click applicants are deflected and filtered out; only genuine candidates continue into a protected ATS. Job Boards LinkedIn, Indeed Bots 1-Click Apply Genuine Candidates Aplaix Submission Validation 5-minute video check Protected ATS ~170 intentional candidates

60 Minutes Becomes 5

Feuerhaken's team reviews each candidate's video, transcript, and assessment in about five minutes — down from a 30-minute screening call process. No scheduling, no calendar back and forth, no no-shows.

Typical Screening

Review resume 5 min
Email to schedule 5 min
Scheduling back & forth 5 min
Screening call 30 min
Write debrief notes 10 min
Share with stakeholders 5 min
Arrive at decision 5 min
~60 minutes
VS

Aplaix

Review assessment 2 min
Watch video response 2 min
Arrive at decision 1 min

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~5 minutes

Every hiring decision still sits with the team. Aplaix assists. Humans decide.

The Result

  • 40 hours saved screening a single role
  • Start dates moved up two weeks
  • A clean Greenhouse — only verified, motivated candidates ever reached the ATS
As Feuerhaken put it: "An unexpected benefit of using Aplaix was that only candidates who completed the screening loop reached our ATS, which translated into a candidate pipeline of real, intentional humans."

Volume isn't a healthy pipeline. The teams that come out ahead add structured friction early — protecting their ATS and their time without giving up the human judgment that makes for great hires.

See the same results with your own role.

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