Recruiting · Production

Atlanta Public Schools fills teacher, principal, and police officer vacancies using HireVue video interviewing

The problem

Atlanta Public Schools operated with a single recruiting staff member for 300+ annual teacher hires across 80 schools, had no centralized candidate screening, and burdened principals with selecting from an unfiltered applicant pool while competing nationally for top teachers.

Workflow diagram · grounded in source
1
District-wide video interview adoption
trigger
“introduced HireVue video interviewing for hiring teachers to the district in 2015 and within a year made HireVue standard practice in all 80 schools for teaching and administrative positions”
2
OnDemand candidate sourcing and screening
ai_action
“Using HireVue's OnDemand interview technology, we sourced and screened potential candidates. Last year, ALL of our assistant principals and principals came through this pool.”
3
Mandatory HireVue integration with hiring model
integration
“Now HireVue is fully integrated with our teacher selection model. We cannot hire a candidate without going through the HireVue interview”
4
Video performance task data collection
output
“Using video, candidates can provide feedback on a recorded classroom setting on what's working and where there is room for improvement. We've taken this performance data to build our assessments model”
5
Police officer hiring via video screening
output
“they made the shift to hire their own police officers versus city officers and used HireVue to screen and select them”
Reported outcome

HireVue saved Atlanta Public Schools more than $200k in one year through reduced travel and recruiting costs.
All assistant principals and principals were hired through a HireVue talent pool. After deploying HireVue-screened officers, student criminal offenses fell from 600 to 150 and the officer team achieved a 90% retention rate.

Reported metrics
Cost savings from travel and recruitingmore than $200k in just one year
Officer retention rate90%
Student criminal offenses prior year600
Student criminal offenses current year150
Show all 6 reported metrics
cost savings from travel and recruitingmore than $200k in just one year
officer retention rate90%
student criminal offenses prior year600
student criminal offenses current year150
principals and assistant principals hired through talent poolALL
officer team built53 officers in five months
Reported stack
HireVueOnDemand
Source
https://www.hirevue.com/case-studies/atlanta-public-schools-fills-vacancies-teacher-recruitment-software
Read source ↗

Frequently asked questions

What did this team achieve with this AI workflow?

HireVue saved Atlanta Public Schools more than $200k in one year through reduced travel and recruiting costs.

What tools did this team use?

HireVue, OnDemand.

What results were reported?

Cost savings from travel and recruiting: more than $200k in just one year; Officer retention rate: 90%; Student criminal offenses prior year: 600; Student criminal offenses current year: 150 (source-reported, not independently verified).

How is this recruiting AI workflow structured?

District-wide video interview adoption → OnDemand candidate sourcing and screening → Mandatory HireVue integration with hiring model → Video performance task data collection → Police officer hiring via video screening.

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