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How Mind Stretcher Cut Recruitment Screening Time by Half with KitaHQ
Industry: Education
Role: Teachers, Customer Service, Enrolment Staff
Insights from:
Alison Lim
Head of HR
Use case: Faster early-stage screening across education and tuition center support roles
Industry
Education
Region
Singapore
Employees
200-500
Operational Reach
29 Tuition centers across Singapore
Roles hired
Primary and Secondary School Teachers, Customer Relations, Center Managers and other operations and back office roles
Time to Fill Before KitaHQ
More than 1 month
Hiring Process Before KitaHQ
Manual resume and phone screening with laborious scheduling and internal processes
Result
50%
Faster hiring cycle
5 hours
Recruiter time saved per hire
25%
Increase in HR team’s productivity
Video
The Challenge
“Before using KitaHQ, our recruitment process had been long and tedious. It takes us typically not less than a month to recruit someone to come on board.”
Alison Lim
Head of HR
Month-Long Hiring Cycle
Hiring typically took at least a month, with the team pulling resumes from multiple job portals, screening them manually, and deciding who to move forward.
After shortlisting, recruiters still had to schedule screening calls, speak to candidates, and write internal summaries.
After shortlisting, recruiters still had to schedule screening calls, speak to candidates, and write internal summaries.
Time Lost on Screening Work
Each screening call took at least 15 minutes, not including scheduling, follow-ups, and writing feedback. As hiring demand increased, this workload scaled with it.
The team spent most of their time on repeated screening tasks, slowing down hiring and limiting time for sourcing and candidate engagement.
The team spent most of their time on repeated screening tasks, slowing down hiring and limiting time for sourcing and candidate engagement.
What They Implemented and Benefits
1. AI Video Interviews to Replace First-Round Calls
Mind Stretcher moved their first-round screening to structured interviews that candidates could complete on their own time, without scheduling.
Instead of coordinating calls and repeating the same screening questions, candidates completed the interview independently, and the team reviewed the responses later.
Instead of coordinating calls and repeating the same screening questions, candidates completed the interview independently, and the team reviewed the responses later.
What changed:
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No need to schedule screening calls
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No repeated 15-minute recruiter calls
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Interviews ready for review the next day
Impact:
“While we are sleeping, they (the candidates) could be conducting their own AI interview… and the next day, the interview is ready for review.”
2. AI Assessments for Better Fit Evaluation
During the interview, Mind Stretcher used interview assessment to evaluate how candidates speak, present themselves, and respond to questions, capturing signals that were not visible from resumes alone.
This helped the team filter candidates more effectively before moving them to the next stage.
This helped the team filter candidates more effectively before moving them to the next stage.
What changed:
•
Clearer view of candidate communication and presentation
•
Better early-stage filtering before hiring manager interviews
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More confident shortlisting decisions
Impact:
“We now can look out for the candidates that fit us better through the way they speak and present themselves. All these wouldn't have been possible if we didn't have this tool.”
Why This Matters for Education Hiring
For teams hiring across teaching, centre operations, and parent-facing roles, resume screening alone is not enough. Communication, presence, and fit need to be assessed early.
Mind Stretcher’s experience shows that AI-powered first-round interviews help teams move faster without adding recruiter workload, while capturing how candidates communicate and present themselves before the next stage.
Candidates also responded positively to the experience. Many described it as new and forward-looking, and interacted naturally during the interview.
Mind Stretcher’s experience shows that AI-powered first-round interviews help teams move faster without adding recruiter workload, while capturing how candidates communicate and present themselves before the next stage.
Candidates also responded positively to the experience. Many described it as new and forward-looking, and interacted naturally during the interview.
“They don’t find the AI being too AI in terms of the voice.”
At the same time, reducing repetitive screening work freed up recruiter time to focus on sourcing stronger candidates and engaging applicants.
“Now that we can spend that other time to source for more quality candidates.”
See the full Education solution
Explore how education teams use KitaHQ to screen teachers, enrolment staff, and student-facing candidates faster and more consistently.
Who This Is For
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Education groups hiring across multiple centres
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HR teams handling repeated first-round screening
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Teams hiring for teaching, operations, and customer-facing roles
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Employers that want faster screening without losing visibility into candidate communication
Ready to Transform Your Hiring?
See how KitaHQ helps education teams screen candidates faster, reduce manual interviews, and evaluate candidates consistently.
Get Started with a Demo
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