Rohlik Group, a fast-growing European online grocery and technology company, implemented Talentpilot to build a more scalable, consistent, and candidate-friendly recruitment process.
After a successful pilot, Rohlik rolled out Talentpilot’s AI recruiter, Alex, across its recruitment workflow on April 1, 2026.
Within the first three months of the full roll-out, Talentpilot 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, while candidates benefit from a more flexible and responsive hiring experience.
“Talentpilot helped us significantly increase recruiter capacity while keeping candidate evaluation structured, consistent, and human-governed.”
Rohlik’s recruitment team needed to support business growth while keeping hiring fast, consistent, and high-quality.
As hiring volume increased, recruiters had to manage more open roles, review more candidates, coordinate with hiring managers, and maintain a strong candidate experience. The challenge was not only recruiter capacity. Rohlik also needed a process that could scale across roles and teams without creating more friction for candidates or lowering the quality of evaluation.
The goal was to make hiring more efficient while preserving what matters most: human judgment, clear expectations, structured assessment, and a positive candidate experience.
Rohlik integrated Talentpilot into its recruitment process through Ashby, its ATS.
After recruiters complete the initial application review, selected candidates move into the pre-screen stage. From there, Talentpilot’s AI agent, Alex, supports the process by reviewing the candidate’s CV, inviting them to a voice-based AI interview, and conducting a fully conversational interview online.
The interview is tailored to the role, company context, and skill requirements defined by Rohlik. Alex evaluates candidates against structured rubrics, asks follow-up questions, and gives candidates space to ask questions about the role or company.
This creates a more flexible and informative experience for candidates. Instead of waiting for a traditional screening call, candidates can complete the interview when it suits them, receive faster feedback, and get clearer expectations about the role.
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, together with the reasoning behind the assessment.
Alex does not replace the recruiter or hiring manager. The AI provides structured recommendations and evidence, while the hiring team remains responsible for judgment, decisions, and candidate relationships.
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, and Alex evaluates selected ingredients using predefined criteria. This helps Rohlik combine human judgment with structured AI evaluation and gives hiring teams a clearer, 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 Talentpilot does not only improve internal efficiency. It also gives candidates more flexibility, better accessibility, and a way to engage with the hiring process at the moment that works best for them.
“Before Talentpilot, recruiter capacity was one of our main bottlenecks. With Alex supporting early-stage interviews, our recruiters can now manage significantly more roles while spending more time on the work where human judgment matters most.”
Talentpilot helped Rohlik move from a fragmented, capacity-constrained hiring process toward a more continuous, personalized, and always-available hiring journey.
The breakthrough was not simply adding AI interviews. It was changing the experience around the interview.
Candidates get a conversational first step instead of a static, form-led process. They can ask questions, complete the interview on their own schedule, receive feedback faster, and understand expectations more clearly.
Recruiters are not removed from the process. They are freed from repetitive, transactional screening work so they can spend more time on judgment, hiring-manager partnership, talent strategy, and candidate relationships.
Hiring managers receive clearer and more structured candidate insights before investing time in later-stage interviews.
The result is a hiring process that is faster, more scalable, more consistent, and still governed by people.
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 gains as Alex supports more parts of the hiring process.
Next, Rohlik wants Alex to support more of the upper funnel, including application review. The goal is not to create an opaque AI decision-maker, but to build a structured, transparent, and human-governed process where AI can help review, engage, screen, and recommend candidates for the next step.
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.
This would help Rohlik unlock value across the hiring process: faster hiring, better candidate experience, more consistent evaluation, lower operational burden, and more time for recruiters to focus on strategic work.
“We believe we are still using only around half of what Talentpilot can do. The next opportunity is to let Alex support more of the upper funnel, so our recruiters can focus more on strategic responsibilities like partnering with hiring managers, improving hiring decisions, and building stronger candidate relationships.”
By implementing Talentpilot’s AI recruiter, Alex, Rohlik Group significantly increased recruiter capacity while creating a more structured, flexible, and candidate-friendly hiring 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 the recruitment process.
Talentpilot is now helping Rohlik build toward a more scalable, efficient, and AI-native hiring process, one that combines automation with transparency, structure, and human judgment.
We thank Rohlik’s team for their trust and great partnership.
