Customer Stories
BILL

BILL cuts interview scheduling turnaround by 46% with GoodTime

46%

reduction in interview
scheduling turnaround

37%

reduction in scheduling
lead time

30%

fewer candidate
reschedules

Industry

Financial Technology

Location

San Jose, California

Company Size

1,001–5,000

ATS

How it started: investing in the talent behind the numbers

BILL (formerly Bill.com) brings the financial tools of the Fortune 500 to the Fortune 5 Million. Their solutions help businesses create and pay bills, send invoices, manage expenses, control budgets, and access credit.

To keep building these solutions, BILL has to hire right. BILL’s top talent acquisition priority is finding candidates fluent in AI and ML for both technical and non-technical roles.

“Our ideal candidate has already started leveraging AI to find process efficiencies, improve how they work, and increase their productivity and impact,” said Head of Talent Acquisition Daryl Escoto.

This AI-first focus extends to the Talent Acquisition team. Daryl saw AI as an opportunity to automate interview scheduling and coordination, making it as close to one-click as possible.

Where things broke: manual coordination

For BILL recruiting coordinators (RCs), scheduling was manual and ad hoc. Their days were driven by incoming requests: actioning them, tracking them in a spreadsheet or queue, and manually working through the data. Executive interviews, batch-day interviews running multiple headcount, multi-day panels, and leadership searches requiring several interviewers—all across time zones—made scheduling messy and complicated.

Every schedule change meant another round of manual coordination, with RCs going back into calendars, finding replacements, and tracking changes. And every day a role stayed open, team members were either redistributing work or asking managers to add more jobs to their plates.

The friction was also impacting candidate experience. There was extensive back-and-forth between candidates and RCs before an interview was scheduled. Last-minute interviewer changes left candidates scrambling to prepare, and the candidate experience scores reflected the inconsistency.

Another root-cause opportunity was that BILL’s ATS and existing dashboards tracked core hiring metrics, but didn’t provide the granular visibility into scheduling time, reschedule patterns, or interviewer trends needed to understand where the process slowed.

BILL turned to GoodTime to help remove manual complexity from scheduling and give the team the data and capacity to get ahead of problems.

Why GoodTime: a dashboard revealed everything

What stood out most about GoodTime was the dashboard.

“We are very data-driven. Very analytics, very historical trends. GoodTime gave us that kind of view,” Daryl said. “When we migrated everything that we had already, it was seamless … We immediately started using their reporting and visuals. It was tremendous.”

The RC-to-recruiter handoff is also seamless, happening almost in real time. Instead of a multi-step back-and-forth exchange between recruiters and RCs, everything happens within the ATS, where everyone on the hiring team has access.

“GoodTime helps us bring everything together, starting at the end and working backwards,” said Daryl. “It’s removed a lot of the ad hoc work and friction.”

BILL’s SLAs outline 12 hours to schedule an interview. RCs now average about 6.5 hours, roughly half the time allowed.

What changed: hiring data became an asset

Daryl calls GoodTime’s AI Agent, Cori, a “teammate” that automates the recruiter coordination work, consolidating candidate availability, interviewer calendars, delegates, and scheduling workflows.

“The scheduling piece is the beginning, but it’s so detrimental [to the process] if it goes off the tracks. Hiring leaders have realized the value of automating this, so the recruiter’s got more time to spend with them, and giving them more time back to their core function. This is great. And I’d say that’s what Cori has been most helpful with.”

But that’s not all. The team can now discover historical trends and nuances beneath their hiring metrics.

“Using Cori as a teammate, we’re able to see how the role has functioned in the past. What are some of the things we’ve run into? What do we need to account for this time? And the hiring leaders like that because it simplify things for them,” Daryl said.

Then, there’s the dashboard that won over the team in the first place. BILL’s team relies on GoodTime’s analytics dashboard for highlights on interview scheduling time, reschedule rates by interviewer and role, and the impact of scheduling delays on the candidate experience. With it, they have a well-rounded overview of hiring.

“The real value of GoodTime is not just automating the logistics of scheduling an interview, but what you get to see across your entire enterprise,” Daryl said. “It has given us so many insights.”

GoodTime also speaks to BILL’s AI-forward mission. Recruiters are trained in AI development and RCs build their own agents for reporting. BILL exports those agents to other departments so everyone gets time back for their core functions.

How it’s going: the numbers tell the story

With less manual coordination and more visibility across the hiring lifecycle, BILL has seen:

A 46% reduction in interview scheduling turnaround
A 37% reduction in interview scheduling lead time
A 30% reduction in candidate reschedules
2 days shaved off average time to fill

“GoodTime has brought everybody in the hiring ecosystem into one touchpoint, creating an optimal experience for the candidate,” said Daryl.

What’s next: proactive hiring

RCs went from working the queue to building the tools that run it. Daryl has set a target of a further 25% reduction in time to fill this fiscal year, and raised the candidate favorability target from 90% to an OKR of 95% for candidates, even if they don’t join the company.

BILL’s team can now review what happened, learn from it, and use what they learn to stay ahead. Without GoodTime, BILL would be putting their capacity, visibility, and speed at risk.

“It would be going back generations,” Daryl said.

Where we landed

46%

reduction in interview
scheduling turnaround

37%

reduction in interview
scheduling lead time

30%

reduction in candidate
reschedules

2 days

shaved off average
time to fill

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