“We’ve never seen anything like it”: How an AI-powered hiring portal helped fiskaly attract top talent

fiskaly, a European RegTech scaleup building fiscal compliance software for point-of-sale systems across Austria, Germany, Spain, Italy, France, Sweden, and Portugal ran its hiring process across three tools that didn't talk to each other: Greenhouse, Personio, and Lovable. 

The applicant feedback was clear. Candidates had no structure to hold onto: no sense of where they stood, how many stages were left, or who they'd meet next. As a result of the inconsistency, top talent was dropping out of the selection process. 

Enrique Gomez Rojas, Senior Talent Acquisition Partner at fiskaly, used Make and AI to connect the three tools into a single, live candidate portal, solving the issues that were pushing good candidates out of the funnel.

"Make allows us to do this. I actually think that without Make, this project wouldn't be possible at all."

The portal is already bearing fruit. Early data shows the candidates who make it through are a stronger fit than before. It also saves the team at least six hours a week on answering the same questions on repeat.

The challenges: Strong talent dropping out due to opaque hiring process

Feedback and dropout data pointed to a critical gap: the process lacked a visible structure, which made it difficult for candidates to properly prepare for what's coming next. They didn't know how many interview stages were left, who they'd be speaking with next, or anything about the people across the table. 

For a company whose success relies on recruiting top talent, every candidate who walked away mid-process was a huge cost.

“Candidates don't know how many stages there are in the interview process, they don’t know the LinkedIn profiles of the people they’ll be speaking with. We needed to make things more dynamic and engaging, and allow candidates to ask questions.”

Three tools with no way to connect

Fiskaly ran Greenhouse as its applicant tracking system, Personio for HR, and Lovable to build interfaces. Each did its job well on its own. None of them could connect to the others, so giving candidates real visibility into their own process would have meant moving every stage update by hand, for every single applicant. That wasn't a fix the team could sustain.

The solution: A personalized candidate portal helps strongest talent excel

AI-driven candidate portal, powered by Make

Make became the glue connecting Greenhouse, Personio, and Lovable into one powerful workflow. As a result, Fiskaly now offers an AI-powered, personalized candidate portal that maps their journey from the first interview until an offer. 

“We have Personio, we have Lovable, but none of them work as nicely individually as they do when connected in Make.”

As a candidate moves through the process, the portal automatically updates with their interview stage, the LinkedIn profiles of who they'll meet, and what happens next. It lets them follow their hiring journey in an engaging, structured way and properly prepare for the interviews. 

Enrique tested it with live candidates before expanding it further, and the feedback came back strong enough to justify scaling the concept: candidates told him they hadn't seen anything like it in other hiring processes.

Thanks to the playbook’s initial success, fiskaly decided to scale it into a full onboarding experience, following a candidate from offer through their first day inside a single URL. 

"Under the same URL, candidates will have an intro presentation, documents, and an onboarding walkthrough. It started as a candidate playbook. Now it's becoming an entire onboarding experience. We couldn’t do this without Make."

Turning a candidate portal to an full-cycle HR assistant

fiskaly isn’t stopping at the portal. Enrique is currently building an AI assistant that checks interviewer scorecards in Greenhouse against their hiring framework, evaluating candidates’ experiences against the role description. It also flags cases where interviewers disagree sharply on a candidate. 

The aim is to offer insight and support that prevents rehiring later on.

“If a hire isn’t a good fit, it translates into concerns early on in the hiring process. The scorecards will give us more data so we can make accurate judgement.”

AI transformation only happens when the individual use turns into measurable company-wide workflows. And so one recruiter without a technical background solved a real problem, connected tools that couldn't talk to each other on their own, and showed the rest of the company what was possible. 

AI and automation use is now spreading organically to other departments thanks to the tangible payoff candidate playbook’s success has shown.

The results: Stronger candidates, stronger talent retention 

The Make-powered candidate portal saves the Talent Acquisition team at least 6 hours per week on answering candidate and hiring manager questions, so they can actually focus on evaluating who's the right fit.

But the key success goes far beyond time. 

The candidates who make it through are stronger than before. They arrive at interviews better prepared, with a clearer picture of fiskaly and a better understanding of what the role actually expects of them. 

Stronger candidates mean stronger employees who thrive in the role and deliver value to the organisation. 

"What we've seen so far is an improvement in candidate quality. This is mostly because they came prepared, with more background about us, and a better understanding of our expectations during the call."