As the volume of applicants grows, companies using AI for recruitment are increasingly able to screen, engage, and hire at scale. 

They parse resumes in seconds, recommend matching roles, and even schedule interviews. Yet behind every algorithm there are humans who oversee outcomes and ensure fairness.  

This blog explores how leading companies use AI to transform recruitment and what their experiences teach us about balancing efficiency, equity and human judgment. 

List of companies using AI in recruitment 

Each company demonstrates a different use case, from conversational chatbots to sophisticated machine‑learning engines, highlighting how AI can add value without replacing human recruiters. 

• Wipro Enterprises – Uses AI-enabled assessments to automate bulk hiring workflows, cutting assessment administration time by nearly 97%. 

• Deloitte – Leverages AI-led interview workflows to scale evaluations globally, achieving major cost savings and faster hiring cycles. 

• Accenture – Uses AI-powered recruitment automation to accelerate candidate engagement at scale and enabling high-volume hiring with faster turnaround times. 

• Siemens Energy – Leverages AI-driven passive talent sourcing to quickly surface qualified candidates for niche roles. 

• HCLTech – Adopted AI-based interview authentication and automation to prevent proxy interviews, streamline high-volume scheduling, and ensure secure, reliable hiring at enterprise scale. 

• PricewaterhouseCoopers (PwC) – Applies AI-driven resume scoring and assessments to standardize hiring and reduce overall time-to-hire. 

• Unilever – Replaced traditional CV screening with AI-powered games and video interviews to enable fair, high-volume global hiring. 

• Amazon – Embeds machine learning across the hiring journey to improve role matching, scale screening, and enhance diversity outcomes. 

• Shaadi.com – Uses a unified AI-powered recruitment platform to streamline screening, interviews, and offers while reducing time-to-hire. 

• Federal Bank – Adopted AI-enabled hiring to digitize screening and assessments, delivering faster, more cost-efficient, and compliant recruitment at scale. 

Let’s get into the details. 

Wipro Enterprises 

About Wipro Enterprises 

Wipro Enterprises is a diversified Indian business group headquartered in Bengaluru, with operations spanning consumer care, lighting, and infrastructure engineering.  

Like many large enterprises, Wipro Enterprises is among companies using AI in recruitment to manage high-volume hiring more efficiently. 

Founded in 1945, the organization employs over 10,000 people and operates across more than 40 countries, serving both consumer and industrial markets. 

How Wipro uses AI in recruitment 

As Wipro Enterprises scaled its hiring efforts, especially for technology and functional roles, it encountered growing inefficiencies in managing assessments for bulk recruitment.  

Key hiring activities – such as sending assessment invitations, monitoring candidate progress, and shortlisting – were heavily manual and consumed significant recruiter time. 

To address these bottlenecks, Wipro Enterprises adopted an AI-enabled assessment workflow that automated large parts of the evaluation process. Recruiters could issue bulk invitations simultaneously, track candidate participation in real time, and evaluate results instantly using predefined scoring logic. 

This shift also aligns with how Wipro is expanding AI across the recruitment lifecycle. In AI pilots initiated in April, Wipro introduced AI at key stages – including resume screening, interviews, assessments, background checks, onboarding, and even simulations for client interviews.  

As Sanjeev Jain, COO of Wipro, puts it

“Most importantly, it allows us to onboard and deploy talent on client projects faster, ensuring we stay agile and responsive to business needs. As we continue to evolve our talent strategy, AI will remain a critical enabler.” 

What the outcomes and results were 

The shift to AI-supported assessments delivered a dramatic reduction in manual effort. Tasks that previously took over 30 hours of recruiter time – such as individual invitation management, progress tracking, and score-based shortlisting – were completed in roughly 15 minutes end to end. 

This translated into a reported 97% reduction in time spent on assessment administration, allowing hiring teams to redirect their focus toward higher-value activities such as candidate engagement, stakeholder collaboration, and decision-making. 

Deloitte 

About Deloitte 

Deloitte is one of the world’s largest professional services firms, operating across consulting, audit, tax, and advisory services. With a global workforce numbering in the hundreds of thousands, Deloitte supports organizations across industries in solving complex business and talent challenges at scale. 

How Deloitte uses AI in recruitment 

Deloitte faced increasing pressure from rapidly growing hiring requirements combined with time-intensive, manual screening processes. Traditional approaches made it difficult to scale interviews efficiently, ensure consistency across geographies, and deliver timely hiring decisions. 

To address these challenges, Deloitte implemented AI-led interview workflows that enabled conversational, structured candidate evaluations at scale.  

These AI-driven interviews allowed candidates to be assessed asynchronously while capturing richer insights beyond resumes, helping hiring teams evaluate skills, communication, and role fit more effectively. 

What the outcomes and results were 

By introducing AI-enabled interviews into its recruitment process, Deloitte unlocked significant efficiency and cost improvements.  

The organization identified an annual savings potential exceeding $4.2 million, driven by reduced manual effort, faster evaluations, and streamlined hiring workflows. 

Interview cycles were accelerated substantially, with candidate evaluation timelines improving by approximately 75%, enabling hiring teams to move faster without compromising assessment quality.  

This speed translated directly into a 70% reduction in overall time-to-hire, helping Deloitte meet growing talent demands more effectively. 

Shaadi.com 

About Shaadi.com 

Founded in 1996, Shaadi.com is the world’s leading online matchmaking platform, headquartered in Mumbai. With over 1,000 employees, the company is recognized globally for innovation and has been listed among the world’s most innovative companies 

How Shaadi.com uses AI in recruitment 

As Shaadi.com scaled its hiring, the recruitment team struggled with a fragmented process spread across multiple tools for sourcing, screening, interviewing, and onboarding. This resulted in delays, data inconsistencies, and higher operational overhead. 

To streamline hiring, Shaadi.com adopted Zappyhire for a unified, AI-enabled recruitment workflow that automated screening, pre-assessments, interviewing, pipeline management, and offer rollout within a single system.  

“We were using three different platforms for hiring. With Zappyhire, we now use a single platform for screening, sourcing, interviewing, pipeline management, offer release, and onboarding. Employee referral and vendor platforms are also part of it.” 

Head of Talent Acquisition, Shaadi.com  

 
What the outcomes and results were 

By consolidating its hiring operations into a unified AI-powered workflow, Shaadi.com significantly reduced time-to-hire and improved overall recruitment efficiency.  

The organization eliminated data inconsistencies and enhanced candidate experience through a more cohesive and transparent application journey. 

The shift also delivered clear ROI by reducing operational costs associated with managing multiple platforms, strengthening data security, and enabling high-volume hiring with greater speed and accuracy. As a result, Shaadi.com built a more scalable, efficient, and future-ready recruitment process aligned with its growth ambitions. 

Accenture 

About the company 

Accenture is a global professional services leader with operations spanning strategy, consulting, technology, and digital services. With tens of thousands of hires each year—including over 75,000 employees in the Philippines alone—the company depends on high-volume, high-velocity recruitment to sustain its gro 

How Accenture uses AI in recruitment 

By 2018, Accenture recognized that traditional recruitment models were struggling to keep up with hiring demand. Manual sourcing, fragmented lead management, and delayed candidate responses were limiting conversion—particularly for volume roles sourced through digital and social channels. 

To address this, Accenture introduced AI-powered recruitment automation to optimize candidate engagement at scale. The focus was not just speed, but responsiveness, ensuring candidates received immediate, consistent communication throughout the hiring journey. 

What the outcomes and results were 

The impact of AI-driven recruitment automation was immediate and measurable. 

Lead processing time was reduced to 72 hours, compressing workflows that previously took weeks. Each sourcer effectively doubled their capacity, managing up to 200 applications per day. 

Application completion rates increased 3×, while lead conversion rates rose by up to 60%, significantly improving funnel efficiency. Lead contact rates also increased by over 50%, reflecting faster, more effective candidate engagement. 

These examples show how companies that use AI for hiring adapt technology differently based on scale, geography, and hiring complexity. 

Siemens Energy 

About the company 

Siemens Energy is a global energy technology leader with 91,000+ employees across 90 countries. As demand for energy transformation accelerated post-pandemic, the company faced the challenge of scaling its workforce rapidly—while still securing highly specialized talent. 

How Siemens Energy uses AI in recruitment 

Siemens Energy’s hiring needs surged significantly during and after the pandemic, driven in part by a large-scale hiring initiative launched in Bucharest, Romania, in 2021. The goal was ambitious: hire 1,200 professionals within two to three years, many for niche and hard-to-fill roles. 

To support recruiters and reduce time spent on manual sourcing, Siemens Energy introduced an AI-powered passive talent recruitment approach. Rather than relying solely on traditional outbound sourcing, recruiters used an AI-enabled platform that leveraged a global network of talent sources to proactively surface qualified candidate profiles. 

As Claudia Lautaru, a senior recruiter involved in the initiative, explained: 

“When I compare how I work now to what I did before, I save so much more time. It takes me less time to get a pool of qualified candidates.” 

What the outcomes and results were 

Within the first year, Siemens Energy successfully filled 400 of the 1,200 planned roles, keeping the hiring initiative firmly on track. 

Recruiter engagement increased significantly, with teams fully utilizing their allocated candidate profiles and requesting additional capacity. When renewing the program, Siemens Energy doubled its annual sourced candidate profiles –from 40,000 to 80,000 per year – to support ongoing hiring momentum. 

HCLTech 

About the company 

HCLTech is a global technology services leader with large delivery centers across regions, conducting thousands of interviews every week to support enterprise and digital transformation talent needs. Hiring at this scale—often across time zones and during weekend drives—demands speed, reliability, and absolute trust in candidate authenticity. 

How HCLTech uses AI in recruitment 

As hiring volumes increased, HCLTech faced a growing risk that many large IT services firms encounter: proxy interviews, candidate impersonation, and operational breakdowns during high-volume drives. Manual scheduling across time zones, combined with technical disruptions, further slowed recruiters and introduced avoidable risk. 

To address this, HCLTech adopted AI-powered interview authentication and 24/7 interview support to secure and streamline interview operations at scale. 

As Lakshana S., HR Recruiter at HCLTech, shared: 

“With AI-based authentication, we can instantly detect proxy candidates. It’s helped us hire the right people faster and with full confidence.” 

Another recruiter, Pankaj K, highlighted the operational impact: 

“Hundreds of interviews can now be scheduled at once, saving our recruiters hours of coordination.”

Federal Bank 

About Federal Bank 

Federal Bank is one of India’s leading commercial banks, serving a large and diverse customer base nationwide. Known for its early adoption of digital innovation, the bank has consistently invested in technology to modernize core operations, including talent acquisition 

How Federal Bank uses AI in recruitment 

With a workforce exceeding 12,000 employees and multiple recruitment channels managed across regions, Federal Bank needed a hiring approach that could scale without disrupting its established competency framework and compliance-driven processes. 

As Raj Gopal, Assistant Vice President – HR at Federal Bank, puts it: 

“By 2025, over 80% of the workforce will be millennials. This shift calls for a digitally empowered jobseeker ecosystem—one that thrives on technologies such as AI, machine learning, blockchain, the Internet of Things, big data, and natural language processing.” 

Keeping this reality in focus, the bank adopted Zappyhire’s AI-enabled recruitment platform that digitized and enriched its traditional hiring workflow rather than replacing it.  

Intelligence was applied across early-stage screening, assessments, interviews, and candidate engagement – allowing the bank to filter candidates more effectively at the entry point and improve overall hiring precision. 

AI-driven tools such as resume parsing, predictive hiring insights, assessments, and chat-based candidate engagement helped bring all stakeholders – HR teams, hiring managers, and candidates – onto a single, transparent platform. The transformation also enabled a fully paperless onboarding experience, considered a first within the domestic banking context. 

What the outcomes and results were 

Federal Bank reported strong, measurable improvements following the shift to AI-led hiring. The bank achieved a 65% reduction in time-to-fill, enabling faster deployment of talent across roles, while maintaining strict hiring standards. 

Recruitment efficiency improved significantly, with a 60% boost in operational efficiency and 75% savings in recruitment costs. At the same time, hiring outcomes improved, reflected in a 72% increase in quality of hire and over 1,100 candidates successfully hired through the transformed process. 

PricewaterhouseCoopers 

About PwC 

PricewaterhouseCoopers (PwC) is a global professional services network headquartered in London, and one of the Big Four firms. It provides assurance, tax, advisory, and consulting services to clients across regions and industries worldwide. 

How PwC uses AI in recruitment 

PwC manages a high volume of applications across roles, functions, and geographies, making efficiency and consistency critical to its hiring operations. The organization set out to reduce manual effort, standardize hiring workflows, and shorten overall hiring timelines without compromising fairness or accuracy. 

To achieve this, PwC adopted AI-enabled recruitment workflows integrated with its core HR systems. Automated resume scoring and assessments were used to evaluate candidates against predefined criteria, significantly reducing reliance on manual screening. 

What the outcomes and results were 

PwC reported a 54% reduction in overall time-to-hire, allowing candidates to move through the recruitment pipeline faster and enabling quicker onboarding for business-critical roles. 

Automation and standardized evaluations also improved hiring efficiency, with 12.5% of the candidate pool converting successfully through the lifecycle, reflecting more accurate shortlisting and assessment outcomes. 

Unilever  

About the company  

Unilever is one of the world’s largest consumer goods companies, with over 400 brands spanning food, home care, and personal care products.  

Operating across 190 countries and employing more than 170,000 people, the company manages talent at a truly global scale.  

Unilever processes close to 1.8 million job applications every year, hiring over 30,000 candidates annually – a volume that made traditional screening methods unsustainable.  

To solve this, the company reimagined early-stage recruitment using artificial intelligence to build a fully digital, bias-aware assessment process.  

How Unilever uses AI in recruitment  

Instead of starting with CV screening, candidates begin their journey by playing neuroscience-based online games that assess traits such as cognitive ability, risk appetite, logic, and emotional intelligence.  

Shortlisted candidates move to an AI-assessed video interview, where algorithms analyze responses using natural language processing and behavioral cues.   

According to Unilever’s former Chief HR Officer Leena Nair, the system is intentionally designed to evaluate deeper qualities such as purpose, resilience, and systemic thinking.  

“We look for people with a sense of purpose—systemic thinking, resilience, business acumen. The games and video interviews are programmed to look for cues in behavior that indicate fit.

All of our applicants get feedback… what characteristics fit, where they didn’t, and what they can do better next time. It’s an example of artificial intelligence allowing us to be more human”  

What the outcomes and results were  

By automating early-stage screening, Unilever eliminated approximately 70,000 hours of manual interviewing and assessment, dramatically reducing recruiter workload while maintaining hiring quality.  

The AI-driven approach also helped Unilever identify high-potential candidates more efficiently – shortlisting around 3,500 candidates for in-person discovery centers, from which roughly 800 offers are ultimately made.  

Beyond efficiency, the biggest impact has been on candidate experience and fairness. Structured assessments, consistent evaluation, and personalized feedback have enabled Unilever to scale hiring globally while improving transparency, inclusion, and trust in the recruitment process.  

Amazon  

About the company  

Amazon is one of the world’s largest employers, hiring at massive scale across corporate, technical, and frontline roles globally. With innovation embedded into its leadership principles, the company continuously applies technology to improve how it attracts, evaluates, and hires talent.  

How Amazon uses AI in recruitment  

At Amazon, AI and machine learning are deeply integrated into the end-to-end candidate journey – from job discovery to assessment and shortlisting. Guided by its leadership principle of Hiring and Developing the Best, Amazon’s People eXperience and Technology (PXT) teams design AI-powered hiring tools that are scalable, equitable, and compliant by design.  

Machine learning plays a key role in helping candidates discover relevant roles. On Amazon’s careers site, behavior-driven ML algorithms analyze how candidates search and browse jobs, then surface real-time role recommendations from Amazon’s full catalog of open positions, making it easier for candidates to find roles aligned with their interests and skills. 

Throughout the process, Amazon emphasizes responsible AI use. Tools are developed to be “born inclusive,” rigorously tested before launch, and continuously monitored after deployment to ensure comparable outcomes across gender, race, and other identity groups.  

“We believe technology can drive fairer application processes by focusing on skills and job requirements, and by measuring and minimizing bias algorithmically,” Amazon notes in its hiring principles.  

What the outcomes and results were  

Amazon reports that AI- and ML-powered hiring tools have improved candidate access to relevant roles, increased efficiency in high-volume hiring, and enabled faster progression through early screening stages.  

Data from Amazon indicates that candidates who advance through ML-supported screening tools tend to be more diverse, with a higher number successfully reaching interviews and ultimately joining the company while maintaining fairness and legal compliance.  

At scale, the impact is a hiring system that balances speed, equity, and trust, enabling Amazon to hire continuously across roles and geographies without compromising candidate experience or governance.  

FAQ 

Why do large enterprises use AI in recruitment? 

Large enterprises use AI in recruitment for one simple reason: high-volume hiring is hard to manage manually. 

When you’re hiring across multiple roles, teams, and locations, AI helps take the load off recruiters without taking control away from them. 

Here’s what that looks like in practice: 

• It handles the heavy lifting 
  AI takes care of resume screening, shortlisting, and early evaluations, so recruiters aren’t buried under thousands of applications. 

• It speeds things up without rushing decisions 
  Faster screening and automated workflows reduce time-to-hire while still keeping hiring decisions thoughtful and structured. 

• It keeps hiring fair and consistent 
  Everyone gets evaluated using the same criteria, which helps reduce unconscious bias and brings consistency across teams. 

• It helps teams focus on the right candidates 
  Instead of scanning resumes, recruiters spend their time having meaningful conversations with candidates who actually fit the role. 

• It creates a better experience for candidates 
  Faster responses, clearer communication, and flexible interview formats make the process feel respectful of candidates’ time. 

• It gives leaders visibility, not guesswork 
  Hiring leaders get clear insights into what’s working, what’s slowing teams down, and where improvements are needed. 

How does AI improve the hiring process? 

AI automates repetitive tasks – such as scheduling, résumé screening and initial interviews – so recruiters can focus on building relationships. 

Among organizations that use AI, 98% report that it improves the hiring process by speeding up steps, enabling data‑driven decisions and freeing up time for collaboration. 

Does AI replace recruiters in big companies? 

No. Insight Global’s study found that 53% of hiring managers strongly agree that AI is a useful tool but not a substitute for human decision‑making. Successful implementations still rely on human interviews and final judgement to ensure cultural fit and authenticity. AI handles the heavy lifting and provides additional data points, but humans retain control of the final hiring decision. 

Are candidates comfortable with AI‑powered hiring? 

Candidate experience varies. Hilton reports a candidate Net Promoter Score of 84.9, indicating strong satisfaction. Many job seekers appreciate faster responses and clearer feedback.