How Pice Transformed Recruitment Efficiency for High-Volume Roles with Reczee

Client Background

Pice is a fast-growing B2B Payments & Credit platform, serving over 1 lakh GST-registered businesses across India. With an expanding team and a growing pipeline of inbound applicants—especially for technical and marketing roles—Pice needed a recruitment solution that could help them scale efficiently while preserving candidate quality and team productivity.

The Need for Change

As Pice ramped up hiring, their existing recruitment workflow began showing its limitations. While their ATS supported the basics, the lack of flexibility, limited automation, and a growing number of incoming applications made it difficult to sustain efficiency.

1. High-Volume Application Screening

Pice received over 2000 applications for a handful of roles via LinkedIn and Twitter. Their existing tools lacked advanced filtering, which meant the team had to sift through hundreds of irrelevant profiles manually. This bottleneck slowed down shortlisting and increased the risk of missing top talent.

2. Manual Scheduling & Coordination

Though interview scheduling wasn’t considered a major pain point by the team, it was entirely manual. Coordinating between hiring managers, candidates, and interview panels took up unnecessary bandwidth. Multiple tools were used for feedback and evaluations, but there was no native scheduling or automated reminder system.

3. Fragmented Tool Chain

Pice’s recruitment tech stack was scattered—job posts went on LinkedIn and Twitter, interviews were conducted via other platforms, and candidate information was tracked separately. Without an ATS that consolidated all functions, valuable time was lost switching between tools and maintaining consistency.

4. Minimal Screening Tools

To avoid losing applicants early, the team opted for very basic screening questions. However, this meant they had to manually screen out underqualified candidates later—again slowing down the process. They wanted a way to filter smartly without discouraging good candidates from applying.

5. No Career Page Customization

The company also wanted its career page to reflect its internal structure—displaying job listings by department and allowing easy navigation. Their existing tools didn’t offer this kind of customization.

6. Scalability Within Budget

As Pice’s inbound applications grew rapidly, they needed an ATS that could scale with their volume—without scaling costs too high. Their previous solution wasn't optimized for high volumes at a cost-effective price point. Balancing performance with affordability became a key consideration in the switch.
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How Reczee ATS & Screeno Solved It

Pice switched to Reczee ATS and Screeno to bring structure, automation, and smart filtering into their hiring process.

1. Smarter Screening with Screeno

With Reczee’s Screeno, Pice could now instantly sort through large volumes of applications using intelligent tags like “Top Institute”, “Top Company”, “Open Source Enthusiast”, etc. Along with tags, smart boolean search within resumes became a breeze, helping the team go from 2,000 to 50 shortlisted candidates in minutes—not days.

2. Structured Job Listings

Reczee’s customizable career site let Pice categorize open roles by departments, making it easy for candidates to find relevant jobs while reflecting the internal organization clearly.

3. Automated Job Posting

Jobs created on Reczee were automatically pushed to LinkedIn and job boards. This eliminated repetitive manual posting and ensured consistency in how roles appeared across platforms.

4. Integrated Scheduling with Google Calendar

Even though scheduling wasn’t originally seen as a pain, the team appreciated Reczee’s real-time Google Calendar integration once it was live. Interviewers availability, interview notifications, evaluation reminders, etc—were all handled from within the ATS.

5. Custom Screening Questions

To strike a balance between open applications and quality filtering, Pice used Reczee’s customizable screening questions. These helped reduce irrelevant profiles without deterring good applicants—improving candidate quality from the start.

6. All-in-One Platform

With ATS, screening, job marketing, feedback collection, and candidate tracking now under one roof, the entire hiring workflow became centralized. No more scattered tools or missed updates—every stakeholder, from recruiters to interviewers, operated on a single source of truth.

7. Cost-Effective Scalability

Reczee delivered on both performance and price. It provided enterprise-grade features—like resume parsing, referral visibility, and intelligent screening—at a price point that made sense for a fast-scaling B2B company like Pice.

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Results & Impact

Reduction in Screening Time

Screeno’s intelligent tags and Boolean search helped the team go from thousands of resumes to a quality pool in a fraction of the time.

Better Candidate Quality

Smart screening questions and resume parsing reduced noise and surfaced high-fit candidates earlier in the process.

Stronger Internal Collaboration

With Reczee syncing across calendar tools, job boards, and referrals, every stakeholder—from hiring managers to interviewers—worked in sync without friction.

Simplified Hiring Workflows

Recruitment activities no longer required multiple tools and manual tracking. Everything from job creation to feedback was handled within Reczee’s consolidated platform.

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Conclusion

By adopting Reczee ATS and Screeno, Pice transitioned from a fragmented, manual hiring setup to a streamlined, efficient recruitment engine. The team now spends less time on busywork and more time engaging with top talent.

Reczee didn’t just replace their ATS—it redefined how Pice hires.

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