Background

IMDA leveraged Savos to improve the identification and evaluation of digital talent by generating richer candidate intelligence, enabling hiring teams to make more informed and consistent recruitment decisions at scale.

The Problem

As Singapore’s digital transformation agency, IMDA recruits talent across a wide range of technology, digital innovation, and transformation-focused roles. These positions often require a combination of technical expertise, problem-solving ability, adaptability, and stakeholder collaboration skills.

Traditional recruitment processes relied heavily on resumes and interviews, making it difficult to consistently identify candidates with the right mix of technical and behavioural capabilities early in the hiring process.

The challenge was to provide recruiters and hiring managers with deeper candidate intelligence while improving consistency and scalability across recruitment operations.

Outcomes of Project & Success Metrics

Observed operational outcomes included:

  • 85% reduction in recruiter screening effort
  • 3x faster candidate evaluation workflows
  • 35% improvement in shortlisting consistency
  • 25% increase in recruiter productivity
  • 40% faster hiring cycle progression

KPIs tracked include:

  • recruiter productivity
  • candidate engagement rates
  • time-to-shortlist
  • hiring manager satisfaction
  • shortlist quality metrics

Lessons Learned

Key lessons learned included:

  • technical resumes alone provide limited visibility into candidate potential
  • AI-led investigations uncover valuable contextual insights
  • structured candidate intelligence improves decision consistency
  • human oversight remains essential for final hiring decisions