How AvidXchange Transformed Technical Hiring with a Focus on Quality and Consistency

AvidXchange, a leading provider of AP automation software, is built on the strength of its engineering talent. As the company expanded its product offerings and technical teams, hiring the right engineers quickly, fairly, and consistently became a top priority.

However, inconsistent evaluations, unclear quality signals, and interview fatigue made it difficult to maintain a high bar across the board. Engineering teams lacked confidence in early assessments, and talent leaders struggled to move with speed and precision.

To solve this, AvidXchange partnered with Karat to introduce structured technical interviews, accelerate time-to-hire, and build a data-informed hiring engine that empowered talent and engineering teams to make smarter, faster decisions.

Inconsistent evaluations and interview fatigue slowed AvidXchange’s hiring process. Struggling with the same challenges? Request a Demo to see how Karat can help.

How Did AvidXchange Improve Hiring Quality with Karat?

Before partnering with Karat, AvidXchange struggled with inconsistency in how candidates were evaluated. Engineers were conducting interviews without standardized questions, clear rubrics, or reliable ways to measure candidate quality.

Karat introduced structured, skills-based technical interviews, conducted by Karat’s global network of trained Interview Engineers. These high-signal evaluations enabled AvidXchange to establish a clear hiring bar that effectively identified top engineering candidates.

As a result, pass-through rates were corrected from 70% to 30%, highlighting misalignment between perceived and actual performance standards.

How Did AvidXchange Cut Time-to-Hire in Half?

With two internal engineers needed for every early interview, the old process was unsustainable. Scheduling delays and redundant evaluations resulted in a 60-90 day average time to hire, and candidates often dropped out mid-process due to slow communication.

Karat helped AvidXchange accelerate time-to-hire by providing candidates with flexible scheduling that gave them the opportunity to interview 24/7, including evenings and weekends and even same day.

Result:

• 30–37% of interviews conducted outside core business hours
• <5-day candidate time-in-process to complete Karat interview
• Time-to-hire dropped to ~35 days (from 60-90 days)
• Engineers gained focus and avoided burnout

What ROI Did AvidXchange Achieve from Karat Interviews?

Before partnering with Karat, AvidXchange allocated 7–10% of its hiring budget to a broad mix of staffing vendors. Each vendor brought its own evaluation process, making it difficult to enforce consistent standards and contributing to low hiring efficiency and limited long-term value.

By implementing Karat’s structured, high-signal interviews across both internal and external pipelines, AvidXchange dramatically improved the quality of its hiring outcomes while reducing dependency on third-party vendors.

Key Results:

• <1% of hires now made through vendors (used only for highly niche roles)
• Offer acceptance rate increased to 95% (up from 65%)
• Turnover reduced to 3% (from a previous 8%), as hiring quality improved

Time-to-hire fell from 60 – 90 days to just 35, with candidates interviewing 24/7. Want to cut your hiring time in half? Request a Demo.

How Does AvidXchange Use Hiring Data to Make Better Decisions?

AvidXchange didn’t just want to conduct better interviews—it wanted to make better hiring decisions at every stage of the funnel. With Karat’s dashboards and analytics, the TA team gained real-time visibility into candidate quality, recruiter performance, and interview outcomes.

These insights helped Jimmy Goose and his team align effectively with engineering leaders, course-correct hiring strategies, and build trust in a data-backed process..

How AvidXchange Uses Karat Data:

• Recruiter and Funnel Performance
  Track weekly recruiter performance and candidate progression to identify areas of opportunity to optimize the hiring process
• Recommendation Tier Validation
  Use Karat’s recommendation tiers to predict hiring success. Candidates in the top tier were hired 85% of the time.

Hiring Bar Calibration
Use candidate performance data to validate that the hiring process consistently identifies top-tier engineers and maintains a high technical bar.

How Did Karat Help AvidXchange Transform Its Hiring Strategy?

AvidXchange reimagined how it identifies and hires top-tier technical talent. By partnering with Karat, the company moved from a fragmented, vendor-reliant process to a centralized hiring process grounded in consistency, insight, and quality that powered a broader workforce transformation.

With Karat, AvidXchange accelerated time-to-hire, improved offer acceptance, reduced turnover, and significantly decreased reliance on third-party vendors. More than just filling roles, the company built a hiring engine that fueled the technical innovation powering its industry-leading AP automation platform.

With Karat, AvidXchange reduced vendor reliance, increased offer acceptance to 95%, and lowered turnover to 3%. It’s time to start hiring with confidence – Request a Demo.