Customer snapshot
Employment Enterprises is a Washington, DC-area staffing firm specializing in contract and temp workforce solutions. With a focus on contract and temp placements, the team competes for professional-level roles in a market where speed and submission quality can make or break a client relationship. They implemented Bullhorn One in 2021 to help with applicant tracking and managing time entry.
The challenge
Manual processes shackled recruiters
For Employment Enterprises, the manual processes that are a regular part of recruiting were limiting their growth. Getting a single candidate in front of a client was taking over an hour from start to finish, which pulled recruiters away from the work that actually won business.
Recruiters spent 30 to 45 minutes writing a candidate summary and reformatting a resume. That submission then went to an account manager for review, and often came back for more edits before it ever reached the client. On a busy week, across multiple open roles, the hours added up fast.
They also faced a quality problem that compounded the speed problem. Submission quality varied depending on who wrote it. A senior recruiter and a junior recruiter working the same role might produce very different outputs, undermining the firm’s brand with inconsistencies. Candidates were applying with AI-generated resumes that were difficult to reformat, making it even harder to put a polished, on-brand package in front of hiring managers.
Job postings faced the same manual drag. Each one required a recruiting coordinator to spend 30 to 45 minutes writing and formatting to template, taking time away from work that brought in revenue.
Meanwhile, a database full of candidates sat largely untapped. After moving to Bullhorn from a previous ATS, Employment Enterprises migrated their records, but the data was not structured in a way that made search and match reliable. Recruiters defaulted to external job boards even when the right candidate might already be in their system.
Security was another concern. The team knew AI was the answer and they had been evaluating options for a while. But sending proprietary candidate and client data to external AI tools felt like an unacceptable risk. Until they found a solution that kept that data inside their own walls, they were not going to pull the trigger.
We knew staying away from AI was not going to be an option. It was going to be essential to stay in business, stay competitive, improve the candidate experience, and submit candidates faster.
The solution
AI built into the system they trusted
Their decision was made following Engage 2025. When Employment Enterprises saw Bullhorn Amplify, two things stood out immediately. First, Amplify lived directly inside Bullhorn, meaning no external websites, no copy-pasting into a separate tool, no asking recruiters to change where they worked. Second, Bullhorn’s security model kept proprietary data inside their own firewalls. Two major concerns, solved in one place.
They signed up and got to work.
From the start, Employment Enterprises’ leadership treated this as a company-wide commitment, not a software rollout. Amanda Dobson, Director of Talent Systems, moved from her VP of Recruiting role into a newly created Director of Talent Systems position, dedicating 100% of her time to driving Amplify adoption, training the team, and watching the metrics. The firm also formed an Amplify Task Force, meeting weekly alongside their regular Bullhorn sessions.
New KPIs were created around Amplify usage: screens sent per week, prompts used, submission volume, and more. Dobson met with every Amplify user on a bi-weekly basis, reviewing their individual metrics before each session and tailoring the training to what she saw in the data.
On the product side, the team deployed Amplify across several key workflows:
Using a custom AI Assistant prompt, Amplify combines the job description, the candidate’s resume, and the recruiter’s interview notes into a consistent, professional candidate summary in under two minutes.
Then, Amplify uses its Present skill to reformat the resume into the appropriate branded client template, whether a vendor-specific format, a condensed one-page version, or a layout that highlights career progression. The output looks the same whether it came from the most experienced recruiter on the team or someone in their first month… in five minutes or less.
A recruiter inputs a minimal set of job details into Amplify Chat that trigger the generation of a fully formatted, on-brand job posting, with benefits included and template applied. The coordinator opens it, does a quick review, and publishes. One minute, start to finish.
Using the Enrich skill, the team added new structured fields to their candidate and company records, improving the database search and candidate sourcing interface. That unlocked their Amplify screener (named Theo by the EE team), which deploys as soon as a job opens. Theo reaches out to matched candidates around the clock while recruiters work other priorities.
Amplify Outreach is now running for both candidate pipelines and client-facing sales activity, with plans to expand usage across both as volume and adoption grow.
Automation and AI is used for administrative tasks, the time-sucks. It has opened things up for recruiters to focus on the more human moments that matter.
The results
Faster, leaner, and better quality placements
Since launching Amplify, Employment Enterprises has seen a 23% increase in weekly gross profit, and Dobson is clear about what is driving it. It is not just speed.
“We are not filling more roles. We are filling more professional-level roles with higher pay/bill rates. Recruiters are spending more quality time with candidates. They are asking better questions, keeping candidates engaged, because they have the time to do so.”
— Amanda Dobson, Director of Talent Systems, Employment Enterprises
The numbers behind that growth reflect how much time has been reclaimed across the team:
- Candidate submission time: from 60+ minutes down to approximately 5 minutes per submission
- Candidate summary creation: from 30-45 minutes down to approximately 2 minutes
- Job posting creation: from 30-45 minutes down to approximately 1 minute
- Job board spend: down 38%, as the team now sources from their internal database instead of defaulting to external boards
Quality improvement results
The result that surprised Amanda most was the improvement in quality.
“AI made us faster, and I expected that. But my surprise was how much better the work became.”
— Amanda Dobson, Director of Talent Systems, Employment Enterprises
Submission quality leveled up across the board, from junior as well as senior recruiters. This includes delivering consistent client-facing packages, regardless of who produces them. The result is hiring managers are moving on candidates faster — improving time to fill KPIs.
Candidate experience has improved as well, with screening agents providing faster responses, and improved communication to candidates whether that is email or a conversation. So now recruiters can spend real time on the conversations that matter.
Lessons learned
Employment Enterprises’ willingness to share what they learned along the way is great guidance for firms starting their Amplify journey. Here are the takeaways Dobson thinks you should keep in mind:
- Changing human behavior is harder than changing technology. Asking long-tenured recruiters to work differently was the biggest challenge, not the tool itself. The team had to build habits gradually, start KPIs low, and manage change continuously.
- Human review can’t be skipped. Outputs need to be read before sending, because AI can still “get too creative” or fill in gaps that aren’t there. They built in double-checks (from recruiter to account manager to management) to enforce this.
- Prompt refinement is ongoing, not a one-time setup. Every outlier was a reason to go back and refine. What worked early didn’t always work as the product updated.
Looking ahead
Personalizing AI to the individual
With the team now comfortable with Amplify as a key player in their daily workflows, Employment Enterprises is shifting from generic team-wide prompts to individualized tailoring. The goal is to adapt Amplify to each recruiter’s specific way of working: how they run their desk, how they conduct interviews, and what their clients expect.
The next frontier for Employment Enterprises is getting Amplify embedded into their sales processes. Dobson sees significant opportunity in using Amplify to identify new job opportunities and support business development, an area where she expects the platform’s expanding capabilities to make a meaningful difference.
Still on the fence? Here’s her advice:
Just jump in and do it. If you take too long preparing, you are always going to be preparing.
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