Customer Stories
Glovo

Glovo prioritizes people, scheduling interviews 73% faster with GoodTime

73%

faster interview scheduling

62%

reduction in administrative errors

25%

immediate improvement in time-to-hire

Industry

Consumer Services

Location

Barcelona, Spain

Company Size

3,000-5,000

ATS

Finding employees who believe in the mission

Glovo is on a mission to increase access to everything a locality offers, from fresh meals and groceries to gifts and gadgets. The company’s on-demand app connects customers, local businesses, and couriers so users can enjoy what they want, when they want, where they want.

Glovo depends on talented team members to power this fast-paced, global operation and is always seeking exceptional talent who shares the company’s vision for innovation, speed, and service.

“From a talent acquisition perspective, Glovo is focusing on quality of hire,” said Head of Talent Acquisition Robbie Simpson. Robbie and his colleagues are committed to leveraging modern tools and processes to ensure the company builds the strongest possible team. That means getting familiar with AI.

“AI is going to be a huge component in how we go about talent acquisition,” Robbie said.

Embedding AI in their processes will speed up decision-making and automate less strategic tasks, allowing recruiters to add more value in other places, like coaching hiring managers, finding the best candidates, and improving talent density.

Before they could reap the rewards of the technology, however, they had to determine where AI would have the greatest impact.

“Ultra-manual” hiring process burdened the team

Recruiters had to coordinate with hiring managers while balancing calendars, time zones, and competing priorities. With ~3,000 employees spread across 23 countries, coordinating talent acquisition data increasingly ate into recruiters’ time and, at times, became unwieldy.

“Our scheduling process was ultra-manual, which meant looking into people’s calendars, going back and forth with hiring managers, and trying to move meetings to make things work,” Robbie said. “Sometimes that meant one or two touchpoints — but sometimes it meant 10.”

Wanting to free his team from administrative tasks so they could engage in more strategic work, Robbie began searching for a solution that would make their lives easier while futureproofing the hiring process for the business.

That solution turned out to be GoodTime.

A smooth rollout for a forward-thinking solution

GoodTime offered Glovo strong analytics and advanced AI capabilities. More importantly, it promised to meet Glovo’s needs as the company scaled.

“We didn’t just want to partner with a company with a good product now,” Robbie said. “We were looking for a company with a strong roadmap. With the rate at which AI is developing, we wanted to partner with people already building the solutions we don’t even know we’ll need yet.”

Glovo doesn’t just use automation to speed up scheduling. GoodTime’s intelligent AI agents actively manage load balancing, rescheduling, and interviewer selection — letting recruiters focus on high-value work that actually moves the needle.

GoodTime was also compatible with Glovo’s applicant tracking system, Greenhouse, which made implementation fast and easy. The process was so frictionless that some recruiters and hiring managers didn’t even notice the switch until they started receiving messages.

“That’s great because it shows that we’re not being disruptive, and the recruiters and hiring managers haven’t had to adapt dramatically,” Robbie said. “Integrating a new tool without a huge adoption curve is super beneficial, and it allows us to use that change management capital in other areas.”

With access to detailed analytics, the team has the insights required to drive marginal gains and large-scale strategic decisions that shape the company’s trajectory. The data from GoodTime has been invaluable, even allowing Robbie and the team to reevaluate key metrics as they further develop current and long-term plans.

“We’re not just looking at metrics like quality of hire now,” Robbie said. “We’re also reassessing where our bar is for things like time-to-fill and time-to-hire. What GoodTime is really good at is enabling us to quantify how much we can improve metrics and whether those improvements are within our control.”

Other advanced features help Glovo remain agile and flexible enough to respond to immediate business needs.

They recently faced a situation where a tech team needed to dedicate all their time to a single feature and couldn’t do any interviewing. GoodTime enabled Glovo to make on-the-fly adjustments.

“Because of the GoodTime tagging system and interview load management, we were able — in a matter of minutes — to shift that workload and make sure they had no interviews for the next few weeks,” Robbie said. “We increased the number of interviews handled by another team and could guarantee the CTO that specific team wouldn’t get any interview requests.”

Moments like these build trust in the system and demonstrate that everyone works toward the same goals.

Faster scheduling, smarter hiring, and 62% fewer errors

The TA team noticed a striking difference in the first four weeks of using GoodTime. Errors, like accidentally booking someone for three interviews a week instead of two, used to cause unnecessary touchpoints and rescheduling. GoodTime eliminated those issues.

“Even without optimizing, we’ve seen a 62% reduction in admin errors,” Robbie said.

Glovo has also noted a 73% improvement in time-to-schedule, and overall time-to-hire has already dropped by 20–25%.

Leadership has welcomed the TA team’s new data-driven approach. “Going back to them with these data points helps us speak the same language and get great buy-in,” Robbie said.

The memories of manually examining calendars and engaging in multiple rounds of communication with hiring managers are still fresh, but the team has laid the groundwork for a massive overhaul in their hiring process. GoodTime gives everyone more room to breathe, allowing them to perform more valuable work and creating career growth opportunities for coordinators who previously got lost in admin work.

“Before, it was really hard for our coordinators to focus on growing in certain areas because they always had to be available,” Robbie said. “GoodTime is helping me as a leader build our future recruiters.”

The biggest benefit of adopting Good Time is knowing that it can scale to whatever size necessary to support Glovo’s growth. This knowledge means Robbie can shift his strategy to focus on people rather than tools — while staying at the forefront of AI-based hiring practices.

“When I have stakeholders ask, ‘Hey, how is TA embracing AI?’ It’s fantastic to be able to show them that we’ve got a product that is already going through restorations and we’re going to be able to integrate with more AI tooling very, very quickly,” Robbie said. “TA is spearheading AI within Glovo. Whereas traditionally, people functions have been behind the curve, I actually feel like now we’re ahead of the curve.”

Glovo’s TA team is proof of how impactful they can be when they put AI to work.

Where we landed

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