Global Online Retailer Eliminates Interviews and Cuts Hiring Time, With Zero Drop in Quality

Summary

Find out how a global online retailer that hires hundreds of operations specialists per year cut interviews altogether. Read the full case study here.

Background

One division of a global online retailer hires hundreds of operations specialists per year in its Latin America offices, with the help of 45 Hiring Managers. Attrition and seasonal merchant demand make high-volume, high-speed hiring an ongoing operational priority.

Problem

Long time to hire and impersonation

Before starting with HiringBranch in January 2026, the team relied on a three-stage process: a logic test, an English test with a legacy provider, and a 30-minute interview. With 45 hiring managers each conducting three to four interviews per wave, and hiring drives producing 400–600 hires per year (at roughly a 1-in-4 conversion rate), the time burden was immense.

Managers were spending hours away from their teams at exactly the moments when operations demanded their full attention.

Beyond the time cost, the team faced a serious integrity problem: impersonation fraud. Candidates were having other people complete their assessments on their behalf, only for an unqualified individual to show up on day one.

Solution

Communication + skills assessment in one

After learning that another internal business unit had eliminated interviews using HiringBranch, this operations team launched a pilot. The key capabilities that drove their decision were as follows:

• Consolidated assessment: English proficiency, logic, and job-relevant skills evaluated in a single, seamless candidate experience, replacing a fragmented multi-step process.
• Robust proctoring: Live monitoring to eliminate impersonation, the team's most pressing pre-hire risk.
• ‍Speed: What previously required weeks of scheduling, interviewing, and note-entry now takes a matter of clicks.

Results

Streamlined the entire hiring process

After running two full hiring waves exclusively through HiringBranch, with no interviews, the team conducted a side-by-side performance comparison between HiringBranch hires and traditionally interviewed hires. The results made the decision to use HiringBranch a no-brainer.

That means the team had equal performance parity between HiringBranch hires and traditionally interviewed hires. This correlates to 45 Hiring Managers getting hours back so they can return to core operations rather than interviewing all the time.

In addition to equal quality, the team reported zero impersonation incidents since deploying HiringBranch. This is a dramatic improvement from the ongoing fraud issues they had experienced under the previous process.

Results at a glance

• 45 hiring managers freed from conducting interviews each wave
• 2–3 hrs per manager, per hiring drive — returned to core operations
• 0 impersonation incidents since deploying HiringBranch
• 400–600 annual hires processed without a single interview
• Equal performance parity between HiringBranch hires vs. traditionally interviewed hires