Terrascope helps enterprises measure and reduce emissions, scaling globally while maintaining high hiring standards.
"I especially like when Ryan will give me pointers about things to look out for."
Challenge
As a mission-driven company expanding globally, Terrascope needed to grow its team fast - but without compromising on fit, quality, or candidate experience.
With just one recruiter supporting the entire funnel, the pressure was mounting:
Thousands of applicants, one recruiter: Roles received high interest, but the average wait time for applicants to get reviewed stretched to 34 days, and even longer - 38.9 days - to get a screen call completed.
Niche roles, high standards: Despite the volume, hiring in climate tech demanded deep contextual understanding. Skills, mindset, and culture needed to align with a fast-growing, values-driven team.
Curious candidates, limited capacity: Climate tech attracts passionate talent. Many applicants came with thoughtful questions about Terrascope's mission, roadmap, and culture. But with the lean team, meaningful follow-ups were nearly impossible, especially across time zones.
It wasn't just a bandwidth issue - it was a risk to candidate experience, team velocity, and hiring bar. Terrascope needed to scale screening without losing their personal touch.
Solution
That's where Ryan, Screened's AI recruiter, stepped in.
Terrascope integrated Ryan into their hiring stack to handle the most time-consuming stages: resume screening and first-round interviews.
Here's how Ryan helped solve each challenge:
Cut backlog, not corners: Ryan reviewed resumes within seconds and interviewed candidates within days, reducing the CV + screen time to just 3.4 days. Candidates no longer sat in limbo - Terrascope moved fast without rushing decisions.
Screened for fit, not just keywords: Ryan was calibrated to understand the nuances of each role and resume. His structured interviews surfaced both hard skill alignment and culture fit, giving the hiring teams deep insights, fast.
24/7 candidate experience: From Southeast Asia to Japan, the US, and South America, Ryan ran interviews around the clock. Candidates could ask questions during or after interviews, and Ryan would flag unanswered ones to the team - ensuring a two-way, human experience even when the team was offline.
"85% of the candidates that went through the experience with Ryan rated it positively"
