A small TA team. 200 hiring managers. Tens of thousands of applications a year. For Byggmax, it was an equation that couldn't be solved by hand. With Tengai's automated screening, they ran nearly 2,000 AI-led interviews, cut manual work by 79%, and gave more candidates a fair shot. Here's how.
Byggmax is one of Sweden's leading building-supply retailers, with stores across the country. That translates to tens of thousands of job applications every year and a talent acquisition team too small to process them by hand, no matter how efficiently it works.
The two problems are connected. An overloaded team makes faster and not always structured candidate decisions. Gut feeling and unconscious bias take over when time runs short. The result is a process that's neither scalable nor fair — and one that, over time, erodes both your talent pipeline and your employer brand.
"It's incredibly important to keep gut feeling out of the assessment. That's exactly where good software support comes in and becomes essential," said Anna-Lena Wallertz, HR director at Byggmax.
Byggmax chose Tengai's automated screening software, integrated directly into their applicant tracking system (ATS), Jobylon. That means hiring managers don't have to log into a separate tool or learn a new workflow. Tengai's automated screening flows seamlessly into the hiring process the company already uses.
Simple enough to run itself. Structured enough to keep the process consistent. Every single time. And perfect for high-volume hiring.
Tengai's interview framework is psychometrically validated, and asks exactly the same questions, in exactly the same order, to every candidate. No variation depending on who's running the process that day, what mood the interviewer is in, or the impression a candidate makes in the first seven seconds. These are exactly the risk factors behind hiring being classified as high-risk under the upcoming EU AI Act: the structure and transparency of the process matter.
Tengai is 100% compliant with the EU AI Act, which means Byggmax never had to choose between effective screening software and a compliant one. Read more about Tengai's compliance here.
"Byggmax is a great example of how automated screening creates value on several levels at once. It's not about replacing human judgment — it's about giving recruiters and hiring managers better data for stronger hiring decisions," said Mathias Ahdrian, head of sales at Tengai, who has worked closely with Byggmax.
Since adopting Tengai, Byggmax has run nearly 2,000 automated screening interviews in the early stage of the hiring process, across 89 open roles. The platform has eliminated 79% of the manual admin work once required for candidate management, freeing the talent acquisition team to focus on work and decisions that depend on human judgment.
But the figure only tells part of the story. Manual processes limit how many candidates a small team can realistically interview, a limitation Byggmax now has removed.
"Tengai helps us interview far more people than we normally could. We give more candidates the chance to be heard and reviewed," said Boel Granath, People Partner at Byggmax.
Candidates who might otherwise have been filtered out early due to limited resources — not lack of skill — now had a fair chance to show what they could do, on the same terms as everyone else.
A traditional interview, however well structured, is a social situation. The candidate adapts to the person across the table, reads the room, and delivers what they think the interviewer wants to hear. And the same is true for the person conducting the interview. A lot of the answer comes down to social skills in the moment — not the actual competencies and skills you're trying to assess. Unconscious bias shapes interviews more than most people realize, and structured interview formats are one of the few methods with a documented effect on reducing it.
"Tengai's AI avatar changes that dynamic. The candidate meets a digital AI-interviewer that asks the same questions without raising an eyebrow or nodding along encouragingly. It can sound cold. But the effect is the opposite: the candidate relaxes, answers more naturally, and delivers better data. Byggmax gets a read on what a candidate can actually do — not on how good they are at making an impression," said Mathias Ahdrian.
He adds:
"When candidates no longer need to focus on social performance, much of the noise disappears. What remains is more relevant competency data for the role."
Volume screening solved the capacity problem. Structure solved the fairness problem. The candidate experience improved data quality. Three effects from one and the same RecTech-tool.
Nearly 2,000 AI-led interviews run through Tengai. 79% of the manual work was eliminated. 200 hiring managers working independently in the system. A broader candidate pool, a more consistent basis for decisions, and a process that's 100% compliant with the EU AI Act.
When Byggmax's TA team was asked to describe their hiring process in three words, they landed on: digital, efficient, and fair. Not as a wish list. As a description of how it actually looks today.
Want to see how automated screening can give your team better data and more candidates to choose from? Book a demo with Tengai and see what the process looks like in practice.
Sources
Jobylon, Hur Byggmax byggde en rättvis, effektiv och skalbar rekryteringsprocess med Jobylon och Tengai, jobylon.com, May 29, 2026