How CoachHub Scaled Tech Hiring with AI Interviews

CoachHub, a global leader in digital coaching, was growing quickly and investing heavily in product and engineering. With expanding teams across Europe and the US, they needed to hire for dozens of technical roles across multiple departments - and they needed to do it without slowing down the business or compromising on quality.

This case study shows how CoachHub used AI Interviews with lizzyAI to cut through application noise, identify top technical talent faster, and evaluate both hard skills and soft skills early in the process.

Client: CoachHub

CoachHub is a fast-scaling global company operating at the intersection of technology, people development, and modern workplace performance. As their platform expanded and customer demand grew, so did their need for world-class technical teams.

To support their growth, CoachHub was hiring across multiple departments and functions, including roles such as:

‍

• Software Engineers (Frontend, Backend, Full Stack)
  
• Data Engineers and Analytics roles
  
• Machine Learning and AI-related roles
  
• QA Engineers and Automation Specialists
  
• DevOps and Cloud Infrastructure roles
  
• Product and Engineering Leadership roles
  
  

These hires were spread across multiple office locations and hubs in Europe and the United States, adding complexity to the hiring process.

The Challenge: Thousands of Applications - And Too Much Noise

As CoachHub opened roles across multiple teams, application volume surged.

They were receiving thousands and thousands of applications, and the recruiting team faced a difficult reality:

Even with strong recruiters and hiring managers, manual screening could not keep up.

The biggest challenges included:

Too many applications to review thoroughly

When hundreds of candidates apply to each role, recruiters are forced to make fast decisions with limited information. That increases the risk of missing great talent.

Filtering out noise without filtering out quality

Many applicants looked good on paper, but it was difficult to quickly identify who had real technical depth and who did not.

Inconsistent screening across departments and locations

Different teams often have different expectations. Screening standards can vary across managers, roles, and regions, making hiring harder to scale consistently.

Resumes did not tell the full story

In tech hiring, resumes often fail to capture what really matters:

‍

• Practical problem-solving ability
  
• Engineering judgment
  
• Communication clarity
  
• Collaboration and teamwork
  
• Ownership mindset and product thinking
  
  

CoachHub needed a way to go beyond surface-level screening and identify true high-signal candidates earlier.

Why AI Interviews Were the Right Next Step

CoachHub was not looking for automation for the sake of automation.

They needed a smarter, scalable way to answer two critical questions early:

‍

1. Can this person do the job technically?
   
2. Will this person thrive in a collaborative team environment?
   
   

Traditional screening often focuses on one or the other. CoachHub needed both.

That is where AI Interviews with lizzyAI became a strategic advantage.

The Solution: lizzyAI Evaluated Technical Depth and Soft Skills at Scale

CoachHub implemented lizzyAI to strengthen and standardize early-stage screening across teams and locations.

Instead of relying only on resumes and quick recruiter screens, lizzyAI enabled CoachHub to assess candidates more deeply and consistently from the start.

Deep technical screening - beyond keywords

lizzyAI helped CoachHub evaluate real technical ability by asking structured, role-relevant questions such as:

‍

• Architecture and system design thinking
  
• Debugging and root-cause analysis
  
• API design and performance tradeoffs
  
• Data modeling and engineering fundamentals
  
• Testing strategy and reliability mindset
  
• Cloud and infrastructure reasoning
  
  

This made it easier to identify candidates with genuine depth - not just the right buzzwords.

Soft skills and teamwork assessment built into the process

CoachHub also cared deeply about how candidates collaborate, communicate, and operate in teams. lizzyAI helped evaluate the traits that are often invisible on a resume, including:

‍

• Clear communication and structured thinking
  
• Ownership and accountability
  
• Feedback mindset and learning agility
  
• Collaboration and cross-functional teamwork
  
• Handling ambiguity and prioritization
  
  

This gave recruiters and hiring managers a more complete picture of candidate fit earlier in the funnel.

A consistent hiring experience across Europe and the US

With teams hiring in multiple locations, lizzyAI helped CoachHub create a more unified screening approach that worked across departments.

That consistency reduced friction internally and improved confidence in shortlists - regardless of where the role was based.

The Outcome: Less Noise, More Signal, Faster Shortlists

CoachHub’s recruiting team quickly saw the difference in day-to-day hiring operations.

Instead of spending time buried in applications, recruiters and hiring managers could focus on the candidates most likely to succeed.

‍

Higher-quality shortlists for hiring managers

Hiring managers received stronger candidate pools with clearer evidence of technical readiness and team fit - reducing the back-and-forth and speeding up decision-making.

‍

Faster progress from application to interview

With AI Interviews handling deeper early-stage screening, CoachHub moved high-potential candidates forward faster, improving momentum and reducing drop-off.

‍

More confident decisions across teams

Because candidates were evaluated using consistent criteria, teams across departments aligned more quickly on what "great" looked like.

‍

A better candidate experience for serious applicants

Top candidates were able to demonstrate their skills and thinking early, rather than being judged only by a resume or keyword match.

‍

Why This Matters: The Best Tech Candidates Are Not Found by Resume Filtering

When application volume is high, most hiring teams default to faster resume screening.

But in modern tech hiring, that approach creates a major risk:

‍

You filter for keywords instead of capability.

CoachHub’s experience shows a better way forward:

• Use AI Interviews to increase signal early
  
• Assess technical depth and teamwork at the same time
  
• Scale screening across roles, teams, and regions
  
• Give hiring managers better candidates faster
  
  

Key Takeaways

CoachHub was hiring for dozens of technical roles across departments in Europe and the US, with thousands of applications flooding the funnel.

Their challenge was clear: too much noise, not enough signal.

‍

With AI Interviews powered by lizzyAI, they were able to:

• Identify top technical candidates faster
  
• Evaluate deep technical skills earlier in the process
  
• Assess soft skills, collaboration, and communication at scale
  
• Build more consistent hiring across teams and locations
  
• Reduce manual screening effort and improve hiring confidence
  
  

Want to Scale Tech Hiring with AI Interviews?

If you are hiring across multiple teams and locations and struggling with application overload, AI Interviews can help you cut through the noise and find real talent faster.

lizzyAI helps recruiting teams assess technical skills and soft skills early - so hiring managers spend time with the right candidates, not just the most polished resumes.