A More ThoughtFull Way to Hire

ThoughtFull is a leading digital mental health company making professional mental well-being support accessible across Asia. Through its platform, individuals and organizations can access personalized mental health coaching, evidence-based tools, and structured support guided by trained professionals.

As ThoughtFull expanded its product, clinical, and operational teams, the Talent Acquisition function needed a scalable way to evaluate talent fairly and efficiently — while maintaining a thoughtful, candidate-centric experience aligned with the brand's mission.

ThoughtFull adopted Ryan, Screened's AI recruiter, to automate and standardize first-round interviews. Candidate feedback was unanimously positive, highlighting clarity, natural conversation flow, and ease of use. Hiring managers validated Ryan's assessments as accurate, consistent, and actionable, with strong alignment to outcomes in later interview stages. By using AI-powered interviews, ThoughtFull improved candidate experience, strengthened interview consistency, and reduced manual screening workload without compromising quality.

Scaling hiring with consistency and care

As ThoughtFull accelerated its growth, the recruiting team faced several recurring obstacles:

• High candidate volume: Certain roles attracted large applicant pools, stretching limited bandwidth.
• Inconsistent evaluation: Manual interviews varied by interviewer, making comparisons difficult.
• Need for structured probing: Roles required strong communication, empathy, and analytical thinking — often difficult to assess at scale.
• Candidate experience expectations: ThoughtFull wanted a warm, fair interview process aligned with its care-first philosophy.

The goal was clear: scale early-stage interviews without losing structure, fairness, or the human experience.

AI-powered first-round interviews

ThoughtFull adopted Ryan, Screened's AI interviewer, for structured first-round interviews across multiple roles. The impact was immediate and strongly positive across both candidates and hiring managers.

Candidate Experience: Clear, Human, Supportive

Candidates consistently described Ryan's interviews as:

• Smooth, user-friendly, and stress-free
• Clear and relevant… easy to follow
• Natural and conversational without sounding mechanical
• Super smooth and comfortable… felt human-like

Multiple candidates highlighted how well Ryan responded to them:

"Ryan understood and elaborated on my responses appropriately — that surprised me."

"The short overviews before each section helped me prepare my thoughts. It felt structured and respectful."

"Follow-up questions were thoughtful and allowed me to go deeper into my experience."

"I appreciated that I could complete the interview on my own time — it made the whole process comfortable."

Hiring Manager Experience: Stronger Shortlists, Better Signals

Hiring managers echoed the same themes — consistency, reliability, and actionable insights. They highlighted:

• Strong, relevant candidates consistently passed to next rounds
• High question quality and structured probing that revealed useful detail
• Accurate assessments, validated later in human interviews
• Actionable notes that sharpened follow-up conversations

Hiring managers observed high signal alignment between Ryan's evaluations and later interview results:

"One candidate Ryan flagged for lacking client experience — that was exactly what we found in our interview."

"Another candidate was marked as not data-driven. We saw the same thing. The alignment was strong."

"Consistency was high — it felt standardized and fair across candidates."

• 100% positive candidate sentiment: Candidates consistently described the experience as smooth, natural, and supportive
• More accurate shortlists: Hiring managers validated Ryan's assessments in later rounds, confirming strong alignment
• Increased efficiency: AI handled first-round interviews, freeing the recruiting team to focus on strategic work.
• High consistency and fairness: Every candidate experienced the same structured interview, improving comparability and reducing bias.
• Stronger hiring manager confidence: Actionable notes and clear flags helped managers prepare and run better second-round interviews.