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I talked to a recruiter who’s doing the work of three people—and doing it well. He’s juggling hundreds of employees, dozens of competitors, and still finding time to think about strategy. Wild.
This guy’s not looking for sympathy. He’s looking for time. Because even the best recruiters can’t make more of that. So when you hear someone say, “I just need two hours back in my day,” you listen.
When sourcing feels like a game of whack-a-mole
This recruiter works in a highly technical, fast-moving industry with ever-changing rules depending on geography. Each role can vary widely. That makes hiring hard.
And there’s just one person handling all of it.
His big question:
“Do I hire another recruiter or finally invest in tech that helps me work smarter?”
That’s where his curiosity about AI, automation, and video interviewing came in. Not because it’s trendy—but because it’s necessary.
The biggest pain points (you might relate)
- Finding net-new candidates in a niche industry
- Repetitive tasks (like scheduling and posting jobs)
- Generic job descriptions that don’t help conversions
- Too many vendors competing for the same talent
It’s not that he doesn’t know what to do. He just doesn’t have enough hours in the day to do it all.
Why AI > adding another recruiter (at least for now)
Here’s what stood out: instead of defaulting to “let’s just hire someone,” he’s thinking critically about how to scale himself first.
He’s open to tech like:
- Ongig — to automate and clean up job descriptions so he’s not stuck rewording templates or copy/pasting from clients.
- Willo — for async video interviews, saving hours of back-and-forth scheduling each week.
- Buyer Advertising — to get job posts seen without adding new boards or tools to juggle.
In his words,
“If I can get even two hours back in my day, that’s a win.”
Simple tech stack, high expectations
He’s using a well-known ATS, a basic career site, and paid job slots on platforms like LinkedIn and Indeed. That’s it.
So any tool he adds needs to integrate fast and actually save him time. He’s not interested in one more system to manage.
How to make one recruiter feel like a team
If you’re in a similar spot, or you’ve got someone like this on your team, here’s the playbook:
- Automate the stuff that doesn’t require critical thinking (posting, editing, emailing).
- Use async video tools like Willo so candidates can interview anytime.
- Tap a recruitment marketing partner like Buyer to scale your sourcing reach.
And yeah, fix your job descriptions. Because if your top-of-funnel content is weak, nothing else will convert.
Why I Wrote This
We love stories like this because they show what real recruiters are facing—and how they’re solving it with smart, simple tools. If you’re managing high volume with low headcount, you deserve tech that gives you time back.
Request a demo to see how Ongig helps recruiters like this scale smarter, not harder.
FAQs
What if I’m the only recruiter at my company?
You’re not alone. Many recruiters are in the same spot. Tools like Ongig, Willo, and Buyer can help you do more without burning out.
Do generic job descriptions hurt hiring?
Yep. They attract the wrong people—or no one at all. Clean, skimmable, branded JDs help you stand out and convert more applicants.
What does Willo actually do?
Willo is an async video interviewing platform. Candidates answer your questions on their time. You review when it’s convenient for you.
How does Buyer Advertising help recruiters?
They amplify your jobs across the right platforms and audiences so you don’t have to manage dozens of job boards or campaigns.
Can Ongig integrate with any ATS?
Most likely—Ongig integrates with dozens of ATS platforms and offers custom setup to make sure your JD updates sync wherever you post.
