Rohlik Group, a fast-growing, leading European online grocery and technology company, implemented Talentpilot to increase the efficiency and capacity of its recruitment team.
After a successful pilot, Rohlik rolled out Talentpilot’s AI interviewer, Alex, across its entire recruitment on April 1, 2026.
Since then, Talentpilot has processed more than 10,000 candidates, supported over 100 open positions, and conducted more than 800 AI interviews.
The result: recruiters who previously managed around 4 to 6 roles can now manage approximately 8 to 12 roles.
“Talentpilot helped us significantly increase recruiter capacity while keeping candidate evaluation structured and consistent.”
Before Talentpilot, Rohlik’s recruitment team was operating close to capacity.
As hiring volume increased, recruiters needed to manage more open roles, review more candidates, and still provide hiring managers with high-quality candidate insights.
The challenge was clear: increase recruiter capacity without lowering the quality of screening or candidate experience.
Rohlik integrated Talentpilot into its recruitment process through Ashby, its ATS.
After the recruiter completes the initial application review, selected candidates move into the pre-screen stage. From there, Talentpilot’s AI interviewer, Alex, takes over.
Alex reviews the candidate’s CV, invites them to a voice-based AI interview, and conducts a fully conversational interview online. The interview is tailored to the role, the company context, and the skill requirements defined by Rohlik.
During the interview, Alex validates the candidate’s skills against a structured rubric, asks follow-up questions, and gives the candidate space to ask questions about the role or company.
After the interview, candidates receive feedback on their strengths and areas for improvement. Recruiters and hiring managers receive a structured evaluation showing how the candidate matches the role requirements and the reasoning behind the assessment.
Rohlik also uses Alex as one of the interviewers in later-stage panel interviews focused on culture fit. These interviews are structured around Rohlik’s company values, internally referred to as “ingredients.” Each panel interviewer is responsible for assessing specific ingredients, ensuring that different perspectives are covered in a consistent way. Alex conducts her own part of the interview, asking questions and evaluating selected ingredients based on the candidate’s responses, using predefined criteria to maintain consistency across interviews. This approach helps Rohlik combine human judgment with structured AI evaluation, giving hiring teams a clearer and more comparable view of how well each candidate aligns with the company’s values.
At the end of the third month of the full roll-out, Rohlik has achieved:
One of the most important findings is that more than 40% of candidates complete their AI interviews outside working hours. This shows that AI interviews do not only improve internal efficiency, but also give candidates more flexibility in when they engage with the hiring process.
“Before Talentpilot, recruiter capacity was one of our main bottlenecks. With Alex handling AI interviews, our recruiters can now manage significantly more roles while still working with structured candidate insights.”
Talentpilot helped Rohlik move from a recruiter-capacity-constrained process to a more scalable hiring workflow.
Recruiters no longer need to manually conduct every early-stage screening conversation. Instead, they can focus their time on reviewing structured AI interview outputs, supporting hiring managers, and moving the right candidates forward.
The result is a recruitment process that is faster, more scalable, and still grounded in structured evaluation.
Rohlik sees the current implementation as only the beginning.
The team believes they are currently using around 50% of Talentpilot’s full capabilities and expects further efficiency gains as Alex takes on more parts of the hiring process.
Next, Rohlik wants Alex to support more of the upper funnel, including application review. The goal is to move toward a more autonomous process where Alex can review candidates, engage them, screen them, and move qualified candidates forward with less manual recruiter involvement.
Rohlik is also exploring Talentpilot’s AI-native application process. Instead of completing a traditional application form, candidates would apply through a conversation with Alex. In one interaction, the candidate could ask questions, complete a skill-based screening, receive feedback, and apply with one click.
“We believe we are still using only around half of what Talentpilot can do. The next opportunity is to let Alex manage even more of the upper funnel, so our recruiters can focus more on strategic responsibilities like partnering with hiring managers and improving hiring decisions.”
By implementing Talentpilot’s AI interviews, Rohlik Group significantly increased recruiter capacity while creating a more structured and flexible candidate experience.
With more than 10,000 candidates processed, over 800 AI interviews completed, and more than 40% of candidates interviewing outside working hours, Rohlik has shown how AI can meaningfully improve high-volume recruitment.
Talentpilot is now helping Rohlik build toward a more scalable, efficient, and AI-native hiring process.
We thank Rohlik's team for their trust and great partnership.
Talentpilot provedl TITANS celým strukturovaným náborovým procesem. Nejprve tým na základě doporučení Talentpilotu upravil kritéria výběru a zaměřil se na kandidáty, kteří disponují doplňujícími rysy – tedy trpělivost, diplomacii a spolupráci.
Během pouhých tří měsíců se díky Báře výrazně zlepšila týmová dynamika. Její klidný a spolupracující přístup přinesl tolik potřebnou protiváhu soutěživosti stávajícího vedení, což vedlo k lepší komunikaci a plynulejšímu rozhodování v týmu.
