Published in Customer Stories

Published in Customer Stories

Published in Customer Stories

Debra Teo

Debra Teo

Debra Teo

January 25, 2024

January 25, 2024

January 25, 2024

How Scoreplay filled 5 roles in 3 months with Covey Scout AI

How Scoreplay filled 5 roles in 3 months with Covey Scout AI

How Scoreplay filled 5 roles in 3 months with Covey Scout AI

Covey Scout is a valuable AI tool for streamlining the recruitment process, saving time and cost for the Scoreplay

Covey Scout is a valuable AI tool for streamlining the recruitment process, saving time and cost for the Scoreplay

Covey Scout is a valuable AI tool for streamlining the recruitment process, saving time and cost for the Scoreplay


The Challenge

Following its recent fundraise, Scoreplay has entered a phase of growth. The company has more than doubled its headcount. Amid this period, Scoreplay hired its first Head of People, Chloe Mahtani.

“I onboarded to Score Play and less than three weeks later I had five open reqs, as well as setting up the HR department for Score Play in understanding what was there, what was not, what we needed to build and what we needed to create,” explains Head of People Chloe Mahtani. “I had to balance HR and HR process with the really time expensive load that was five open reqs in a company I wasn't as familiar in.” 

The Solution

Automated AI sourcing with real-time insight, control, and significant time savings in the recruitment process.

"So when we started using Covey, what happened was we had the ability to scope the role really accurately. The reality is that when you're inputting into a bot, you have to be really specific about what you're looking for. And that helps people to make decisions, formulate ideas, think about what they don't want as well as what they do want.

Then the fact that you can do the configuration, train the bot, you send the bot on its way to find exactly what you've asked for. Now, I mean, I've been in recruitment for over eight years and I've never found a more efficient way of trying to find candidates."

With Covey, Chloe was able to set up a tailored AI bot with specific criterias on what she was looking for.

She appreciated that with Covey, the time taken to speak with active candidates that are interested have been halved, because the Covey bot is "out and doing things" while she's getting on with other tasks, the bot is actively looking for candidates.

One of her favorite things about Covey is that it isn't just about telling the bot what she wanted, but also about telling the bot what she didn't want. In that first screen, she is now assessing things on a far more qualitative level of, is this the right person for the company versus does this person have the right criterias.

The Result

5 roles in 3 months, and a better bottom line.

Implementing Covey has resulted in significant time savings for Chloe, which has had positive ramifications for her and the company at large. 

With Covey, Scoreplay was been able to hire for 5 roles in 3 months. Covey doesn’t just expedite hiring—it also provides granular targeting, real-time insights into whether a candidate fits the criteria, and the ability to fine-tune the AI bot at anytime.

"There's a huge lack of bias as well. You know, like if, if you think about an AI tool sourcing for you and you've told it, you know, I want someone that's worked in startup companies around this size or around this age, someone that's done a raise or an IPO, like those are very specific things that you're looking for and those things that irrespective of age, gender, race."

Covey has enabled Chloe to shift her attention to higher-value tasks, all without adding to the HR team's headcount. 

“If you have the ability to do that better, quicker, and in a more organised way with less bias, why wouldn't you?” she says. “I'm now able to fill five roles at one time in five different geographies for five different subjects. Um, while I'm building a HRIS, while I've launched an ATS, that's AI adding value, that's not replacing me. So I think it's like, it's, it is, this is going to change the way people recruit. There's no two ways about it. It's just, they're either going to embrace it or they're going to get left behind."


The Challenge

Following its recent fundraise, Scoreplay has entered a phase of growth. The company has more than doubled its headcount. Amid this period, Scoreplay hired its first Head of People, Chloe Mahtani.

“I onboarded to Score Play and less than three weeks later I had five open reqs, as well as setting up the HR department for Score Play in understanding what was there, what was not, what we needed to build and what we needed to create,” explains Head of People Chloe Mahtani. “I had to balance HR and HR process with the really time expensive load that was five open reqs in a company I wasn't as familiar in.” 

The Solution

Automated AI sourcing with real-time insight, control, and significant time savings in the recruitment process.

"So when we started using Covey, what happened was we had the ability to scope the role really accurately. The reality is that when you're inputting into a bot, you have to be really specific about what you're looking for. And that helps people to make decisions, formulate ideas, think about what they don't want as well as what they do want.

Then the fact that you can do the configuration, train the bot, you send the bot on its way to find exactly what you've asked for. Now, I mean, I've been in recruitment for over eight years and I've never found a more efficient way of trying to find candidates."

With Covey, Chloe was able to set up a tailored AI bot with specific criterias on what she was looking for.

She appreciated that with Covey, the time taken to speak with active candidates that are interested have been halved, because the Covey bot is "out and doing things" while she's getting on with other tasks, the bot is actively looking for candidates.

One of her favorite things about Covey is that it isn't just about telling the bot what she wanted, but also about telling the bot what she didn't want. In that first screen, she is now assessing things on a far more qualitative level of, is this the right person for the company versus does this person have the right criterias.

The Result

5 roles in 3 months, and a better bottom line.

Implementing Covey has resulted in significant time savings for Chloe, which has had positive ramifications for her and the company at large. 

With Covey, Scoreplay was been able to hire for 5 roles in 3 months. Covey doesn’t just expedite hiring—it also provides granular targeting, real-time insights into whether a candidate fits the criteria, and the ability to fine-tune the AI bot at anytime.

"There's a huge lack of bias as well. You know, like if, if you think about an AI tool sourcing for you and you've told it, you know, I want someone that's worked in startup companies around this size or around this age, someone that's done a raise or an IPO, like those are very specific things that you're looking for and those things that irrespective of age, gender, race."

Covey has enabled Chloe to shift her attention to higher-value tasks, all without adding to the HR team's headcount. 

“If you have the ability to do that better, quicker, and in a more organised way with less bias, why wouldn't you?” she says. “I'm now able to fill five roles at one time in five different geographies for five different subjects. Um, while I'm building a HRIS, while I've launched an ATS, that's AI adding value, that's not replacing me. So I think it's like, it's, it is, this is going to change the way people recruit. There's no two ways about it. It's just, they're either going to embrace it or they're going to get left behind."


The Challenge

Following its recent fundraise, Scoreplay has entered a phase of growth. The company has more than doubled its headcount. Amid this period, Scoreplay hired its first Head of People, Chloe Mahtani.

“I onboarded to Score Play and less than three weeks later I had five open reqs, as well as setting up the HR department for Score Play in understanding what was there, what was not, what we needed to build and what we needed to create,” explains Head of People Chloe Mahtani. “I had to balance HR and HR process with the really time expensive load that was five open reqs in a company I wasn't as familiar in.” 

The Solution

Automated AI sourcing with real-time insight, control, and significant time savings in the recruitment process.

"So when we started using Covey, what happened was we had the ability to scope the role really accurately. The reality is that when you're inputting into a bot, you have to be really specific about what you're looking for. And that helps people to make decisions, formulate ideas, think about what they don't want as well as what they do want.

Then the fact that you can do the configuration, train the bot, you send the bot on its way to find exactly what you've asked for. Now, I mean, I've been in recruitment for over eight years and I've never found a more efficient way of trying to find candidates."

With Covey, Chloe was able to set up a tailored AI bot with specific criterias on what she was looking for.

She appreciated that with Covey, the time taken to speak with active candidates that are interested have been halved, because the Covey bot is "out and doing things" while she's getting on with other tasks, the bot is actively looking for candidates.

One of her favorite things about Covey is that it isn't just about telling the bot what she wanted, but also about telling the bot what she didn't want. In that first screen, she is now assessing things on a far more qualitative level of, is this the right person for the company versus does this person have the right criterias.

The Result

5 roles in 3 months, and a better bottom line.

Implementing Covey has resulted in significant time savings for Chloe, which has had positive ramifications for her and the company at large. 

With Covey, Scoreplay was been able to hire for 5 roles in 3 months. Covey doesn’t just expedite hiring—it also provides granular targeting, real-time insights into whether a candidate fits the criteria, and the ability to fine-tune the AI bot at anytime.

"There's a huge lack of bias as well. You know, like if, if you think about an AI tool sourcing for you and you've told it, you know, I want someone that's worked in startup companies around this size or around this age, someone that's done a raise or an IPO, like those are very specific things that you're looking for and those things that irrespective of age, gender, race."

Covey has enabled Chloe to shift her attention to higher-value tasks, all without adding to the HR team's headcount. 

“If you have the ability to do that better, quicker, and in a more organised way with less bias, why wouldn't you?” she says. “I'm now able to fill five roles at one time in five different geographies for five different subjects. Um, while I'm building a HRIS, while I've launched an ATS, that's AI adding value, that's not replacing me. So I think it's like, it's, it is, this is going to change the way people recruit. There's no two ways about it. It's just, they're either going to embrace it or they're going to get left behind."