Velvet Agency cut hiring time by 10x in their first month

The figures in this example

10x

Faster hiring

3 weeks to 2 days

Time to a hiring decision

40%

Better candidate quality

The situation

Velvet Agency recruits chatters for a growing roster of creators. Hiring one took around three weeks from posting the role to reaching a decision, which is a long time to run short-staffed.

What changed

• Applications and screening moved into one pipeline, so every candidate was compared in the same place instead of across inboxes and spreadsheets.
• Skills tests replaced first-round guesswork, so interviews went to candidates who had already shown they could do the job.
• The cycle came down to about two days, and the quality of the people reaching a decision improved.

The tools behind it

• Recruit

  Post the role and run the whole pipeline in one place.

• Test

  Send a skills assessment before you spend time interviewing.

Read next

• How to Hire Your First Chatter: The Agency Hiring Playbook

  Hiring your first chatter requires a four-stage process: scorecard, sourcing, skills-based testing, and shadowed onboarding. Agencies that build this process once can replicate it for every future hire.

• Building a Chatter Bench: Pipeline vs. Reactive Hiring

  Pipeline hiring vs. reactive hiring for OFM agency chatter benches: how a structured pipeline reduces time-to-fill, improves candidate quality, and keeps your agency running when chatters turn over.