The recruitment revolution: How BigGeo reclaims 100 hours a month with Employment Hero

About the business

BigGeo is “The Spatial Cloud” — a technology company helping global organizations manage, access and gain insights from world-scale spatial data in seconds. As an AI-first business, BigGeo is creating an entirely new category of data interaction. This innovation has sparked massive media and recruitment interest, requiring a sophisticated infrastructure to manage a high volume of global talent.

The challenge

While BigGeo utilizes AI tools across every area of the business (from finance and accounting to coding), the HR function had remained a significant manual hurdle. Arden Styles, COO, identified the recruitment process as the organization’s primary bottleneck and the “next logical place” to apply intelligent automation.

• Manual screening: A single job posting would generate hundreds of resumes, requiring dozens of hours of manual review.
• Scheduling friction: Coordination and preliminary screening calls took functional managers away from running the business.
• Information synthesis: Comparing and contrasting a vast pool of candidates was a “net deficit” from a time standpoint.

“Before Employment Hero, it felt like we were stepping back into the Stone Age… you’d get a hundred resumes in your inbox that you’d have to sift through manually. It’s very difficult to do that for functional managers who are busy running the business.” — Arden Styles, COO

The solution

BigGeo implemented Employment Hero’s AI-powered Recruitment Agent to automate the high-volume, repetitive stages of the hiring funnel while keeping “humans in the loop” for the final selection.

Key features driving BigGeo’s efficiency:

• AI job descriptions: Generating role descriptions instantly within the platform.
• Automated screening: The AI agent analyzes job descriptions to create relevant screening questions and programmatically ranks candidates by fit.
• AI virtual interviews: Top-tier candidates undergo a virtual interview where the AI evaluates technical and behavioural responses, providing a transcript and recording for review.
• Intelligence layer: A consistent AI analysis that follows the candidate from their initial resume through to their interview score, all within one ecosystem.

“The Recruitment Agent made total sense because we knew we could apply it right away and it would reduce bottlenecks…it greatly speeds the throughput and how we can evaluate them efficiently.

The ROI

BigGeo implemented Employment Hero’s AI Recruitment Agent to automate the high-volume, repetitive stages of the hiring funnel while keeping “humans in the loop” for the final selection. While the company is “AI-first,” Arden emphasized that they didn’t adopt the tool blindly; a rigorous validation process was key to their confidence in the system.

• Massive time savings: BigGeo saves roughly 30 hours a week, totalling 100 hours per month.
• Focus on quality: With the AI handling the initial “scrub,” leadership can give more focused attention and be more intentional on the top three candidates during selection. 
• Improved candidate experience: Applicants reported positive feedback on the AI interview process, citing its efficiency and ease of use.
• Cost efficiency: Due to the high cost of executive time, the platform saves the company thousands in labour costs every month.

“Before, 10 candidates was 10 hours… if you have five functional areas, that’s 50 hours — a full week of a full-time equivalent. We’ve removed that entirely. We’re doing double the throughput with less of the input.”

Why it matters

For Arden, adopting AI in HR isn’t just a luxury: it’s a survival requirement in a competitive landscape. Employment Hero’s AI isn’t just baked in: it permeates the platform to handle the “Stone Age” manual tasks. Leaving BigGeo to ensure it attracts the type of talent that thrives in an AI-first world.

“Companies are hesitant to adopt AI, which is fine, but it’s too late to hesitate. That’s the line. Because it’s here, it’s forever… This tool allows us to get that time back and focus on higher-yield activities. You end up choosing the better candidate, the highest quality candidate for the role.”