Gigin for the team that does the hiring.
Mid-market companies, staffing agencies, and healthcare systems use Gia differently. Here's how it works for each.
Staffing Agencies
Every coordinator is running 25+ reqs simultaneously. Sourcing alone takes half the week. Phone screens eat the rest. The work that earns revenue - client conversations, placement calls - gets squeezed out.
Read how Gia helps →Healthcare Staffing Agencies
Clinical roles are time-sensitive. A travel nurse confirms fast or moves to the next offer. Manual phone screens, credentialing paperwork chased by hand, and days spent waiting for document submissions mean placements are lost before they're closed.
Read how Gia helps →Corporate TA Teams
Tool-switching tax is real. Resume parsing in one system, scheduling in another, ATS in a third, sourcing in LinkedIn Recruiter, assessment notes in a spreadsheet. Recruiters spend more time managing tools than managing candidates.
Read how Gia helps →RPO Operators
Client SLAs create pressure at both ends. Time-to-shortlist commitments are difficult to honour when the pre-screening work is manual and volume spikes unpredictably. Quality consistency across different recruiters working different client accounts is hard to enforce.
Read how Gia helps →Enterprise HR
The board question is: why do we need more recruiters to hire more people? The honest answer is that most recruiter time goes to the process, not the decision. Headcount grows to keep up with hiring volume - not because decision-making is hard.
Read how Gia helps →Let's talk
Talk to us about your specific situation.
Every team is different. Book a demo and we'll walk through Gia in the context of how your team actually hires - not a generic walkthrough.
