How Supio Cut Sourcing Time by 35% While Scaling Hiring

Recruiting in an Agentic World

Supio is an agentic legal AI platform for plaintiff law firms, built to help legal teams spend less time wading through endless documents and more time advocating for their clients. As an AI-first company, that same mindset extends to how their Talent team wants to build and operate their own team.

Crystal English, Head of Talent Acquisition at Supio, and Jenae Replogle, Principal Recruiter, are part of a lean recruiting team responsible for hiring across a wide range of roles. Their team needs to find highly specialized engineers while also building pipelines across the entire business. And as Crystal sees it, the way talent teams approach that work has to evolve alongside the technology available to them.

“I think we're in an agentic world right now where the size of teams are a lot smaller. So, how do you do more with less?”

For Supio, part of the answer is the recruiting tech stack. They wanted a solution that would make the most of their lean team’s time while helping them move quickly and still find the high-quality candidates they needed. And for a company already leading with AI, choosing tools built around an AI-first approach was a natural fit:

“Us being an agentic company, also leading with platforms that led with AI first was really important to us, and Juicebox is a leader in that.”

Going Beyond Traditional Search

Before Juicebox, Supio primarily relied on their existing ATS for sourcing and outreach, with a traditional recruiting tool as another source for finding candidates. Crystal and Jenae wanted to expand the talent pool they were looking at while also streamlining more of their sourcing workflow into a single place.

Juicebox gave them an AI-first way to expand their sourcing reach while bringing more of the workflow into one platform.

That flexibility matters when the profile Supio needs is more nuanced than a title or handful of keywords. Crystal was particularly drawn to the ability to search by company funding stage. After Supio raised their Series B, the team could look specifically for candidates who had worked at companies at a similar stage and were familiar with the environment they were hiring into.

“To be able to find companies in our space but also at the funding round, that was instrumental, and that's not something you can easily do on other platforms.”

Search Gives a Lean Team More Ways to Find the Right People

As the team has spent more time in Juicebox, the platform's search capabilities have become a way to both find candidates and explore the market around a role.

Natural-language search gives recruiters a flexible starting point when what they care about does not fit neatly into a traditional filter. Jenae can include the details that matter in a prompt, and Juicebox surfaces a pool of candidates that can be further refined with ease.

From there, Juicebox gives the team more context without requiring recruiters to piece it together themselves. They can click into a company to understand what it does and see details like funding, use Talent Insights to explore a specific company, and see how candidates match their criteria directly from the results.

“One of my favorite features is seeing how a candidate matches up against the criteria right from the list view, without having to click into every profile. It's made my review process significantly faster.”

For a small team reviewing large talent pools across very different searches, those efficiencies add up. The Supio team can understand the market and identify the people worth pursuing without spending as much time opening profiles, researching companies, and manually connecting the dots.

Crystal estimates that Supio now spends about 35% less time identifying high-quality candidates with Juicebox.

"We're able to identify higher-quality candidates faster. I spend 30 to 40% less time sourcing high-quality candidates, and I've seen 40 to 50% time savings on candidate follow-up."

Outreach that Increased Candidate Interest by 50%

Finding the right candidates is only part of the sourcing process. As Jenae started moving more of her outreach sequences into Juicebox, the team quickly saw a difference.

Jenae's engineering outreach had consistently generated a 4% candidate interest rate through their previous workflow. After moving those sequences into Juicebox, that rate went up to 6%, representing a 50% increase in candidate interest. That may seem like a small jump, but when you’re reaching out to at least 1,500 candidates a month, the difference is quite meaningful. 

That result helped build greater adoption across the team, while the workflow itself gave recruiters more ways to engage candidates. Supio can build LinkedIn connection requests into its outreach alongside email, use sent-on-behalf-of functionality, and manage multiple candidate touchpoints from the same workflow.

The efficiencies continue once candidates respond. Juicebox automatically drafts replies to interested candidates, giving recruiters a starting point instead of requiring them to write every follow-up from scratch. 

“Juicebox drafts my response as soon as a candidate replies. It's made follow-up so much faster and easier.”

A Lean Team That Can Take On More

Those time savings change what a small recruiting team can realistically take on. Supio is hiring across very different talent pools, from specialized engineering roles to customer success and sales. Each search requires recruiters to understand a different market, build a new pool of prospects, and keep conversations moving once outreach begins.

Juicebox helps compress some of the most time-consuming parts of that work. Recruiters can get to a strong group of candidates faster, quickly understand why someone matches their criteria, and start from an AI-drafted response when a candidate replies. 

That leaves more time for the work that still depends on the recruiter: calibrating with hiring managers, evaluating candidates, refining the search, and moving the right people through the process.

The team is already seeing that efficiency translated into hiring outcomes. Supio has made three hires through Juicebox so far, including a senior software engineer and a leadership hire, with more Juicebox-sourced candidates entering the interview process.

Crystal believes that is increasingly what operating a lean talent team will look like: using the right technology to remove hours of repetitive work so recruiters can put more of their time toward the decisions and conversations that move a hire forward.

AI-Native Recruiting Still Requires a Strategic Recruiter

For Crystal and Jenae, building an AI-native recruiting team means thinking just as deliberately about how they use AI as which tools they adopt.

That means sharing successful workflows, testing messaging, learning new features, and regularly looking at what’s working and what could work better. On a small team, those habits help successful approaches spread quickly from one recruiter to another.

“It's not just about how you introduce it to your team, but how you get it adopted.”

Jenae has found that making time to learn the technology is part of the job, especially as the tools themselves continue to evolve. Instead of falling back on the same workflow every time, she revisits training, experiments with new capabilities, and adjusts her approach based on what she learns.

“Sometimes you need to go slow to go fast. And it's always good to remind yourself of that too: pause for a minute, figure out what's working, what's not working.”

It’s a philosophy that fits the way Supio is building its Talent team more broadly. Being AI-native means continually finding better ways for recruiters and technology to work together, then making those practices part of how the team operates. With Juicebox, that approach is already helping Supio spend less time sourcing and following up, increase candidate interest, and turn AI-powered workflows into hires, giving a lean team more capacity to focus on the work that moves hiring forward.