Overjet Scales Revenue-Critical Hiring—Without Sacrificing Candidate Experience

The Challenge: Scaling Hiring Without a Recruiter

Overjet is an AI-first dental technology company with aggressive growth and ARR goals. During a period of team transition, the recruiting function faced an immediate capacity gap without the luxury of slowing hiring.

Open requisitions, particularly for Sales Development Representatives (SDRs), required consistent top-of-funnel momentum, despite the absence of a dedicated recruiter.

Without a scalable solution, maintaining candidate engagement and meeting hiring goals would have required significant additional manual effort, increasing strain on the recruiting team and risking both speed and candidate experience.

The Solution: BrightHire Screen

Overjet deployed BrightHire Screen to keep hiring moving during recruiter transitions—without compromising fairness, quality, or candidate experience.

Starting with SDR roles, BrightHire Screen enabled structured, consistent screening interviews while preserving human oversight. As confidence grew, Overjet expanded usage to engineering roles and a high-volume Solutions Engineer role based in Pakistan.

BrightHire Screen allowed Overjet to:

• Maintain hiring momentum during recruiter transitions
• Engage candidates consistently and fairly
• Reduce manual screening interview workload without compromising quality or candidate experience
• Align hiring practices with Overjet’s AI-first values
• Eliminate timezone barriers between the Overjet team and candidates in Pakistan, without sacrificing interview speed or quality

“Once we saw the quality and consistency of the screens, expanding beyond SDR roles felt like a natural next step.”

— Bridget Snyder, Recruiting Operations Specialist, Overjet

Why Overjet Chose BrightHire Screen

Overjet was already a long-time BrightHire customer – Interview Intelligence is central to Overjet’s hiring process, supporting the creation of structured candidate evaluation required before extending offers.

Extending their hiring process to include screening interviews felt like a natural evolution—not a new vendor risk.

Several BrightHire Screen features stood out as critical to Overjet’s success:

• Eliminating the need to manually write evaluation rubrics for every question with auto-generated scoring criteria
• Enabling the team to validate and refine scoring before going live with candidates through internal testing and calibration
• Making qualification status immediately clear without wading through unnecessary detail with concise interview summaries
• Allowing for clear, structured candidate assessment with disqualifier and unscored questions

For technical roles, Overjet accelerated deployment and improved screen quality by running internal calibration sessions across seniority levels, allowing them to launch with confidence in days rather than weeks.

“Being able to test and calibrate screening interviews internally before going live ensured every candidate was assessed fairly and consistently from the start.”

— Bridget Snyder, Recruiting Operations Specialist, Overjet

Results: Faster Hiring, Real Business Impact

BrightHire Screen delivered immediate, measurable results:

• 9% month-over-month increase in SDR hires despite recruiter gaps
• 30–35% reduction in candidate processing time from first interview to offer (15 days)
• 4.4 / 5 average candidate experience rating with Screen interviews
  • “The interview was well structured and the questions were clear, and it gave me a good opportunity to showcase my skills and learn more about the role and the company.”
  • “It was my first AI Interview and I actually liked this experience.”
  • “The AI assistant understands voice conversations well and responds quickly, keeping up with real-time discussion. It occasionally misses subtle points, but overall its comprehension feels smooth and reliable.”
• In Q4 2025 alone, BrightHire Screens supported 50% of Overjet’s Solutions Engineer hires (2 of 4), saving over 17 hours of recruiting time.
• 4+ hires made directly through BrightHire Screen

For SDR hiring, these gains directly supported Overjet’s ARR goals heading into Q4—earning positive visibility at the board level.

“We were able to increase hiring output and hit revenue-critical goals during a period of limited bandwidth—and without compromising the candidate experience.”

— Bridget Snyder, Recruiting Operations Specialist, Overjet

Protecting—and Enhancing—the Candidate Experience

Candidate experience was a top priority throughout implementation. Overjet took a thoughtful, human-centered approach to AI screening interviews:

• Candidates received additional personalized communication explaining what to expect
• Feedback was actively solicited outside of automated surveys
• If technical issues occurred, candidates were personally followed up with and reassured
• Candidate rejections explicitly clarified that a human—not AI—made the final decision

Candidates consistently reported that the experience felt smooth, intuitive, and surprisingly human. The conversational design, adaptive responses, and audio-only format helped reduce anxiety and made the process more accessible.

The successful hires made through BrightHire Screen served as clear proof that a thoughtful AI experience can enhance engagement, confidence, and outcomes for everyone involved.