How Anima Health cut phone interview time by 53% and brought consistency to hiring across engineering, design, and sales

Healthcare hiring is already hard. An inconsistent process made it harder

Anima Health is a London-based healthcare technology company building software that sits at the intersection of clinical care and engineering. In a sector where the talent pool is already thin and the bar for who can do the work is non-negotiable, their hiring process was letting candidates and the company down.

Anima Health builds technology for clinical environments, software used by healthcare professionals where accuracy and reliability aren’t optional. The people they hire, whether engineers, designers, or commercial leads, need to understand both the technical demands of the product and the weight of the environment it operates in. That combination is rare, and the competition for people who have it is intense.

The internal hiring process wasn’t set up to find them. Across departments, evaluations were running on different criteria. An engineering candidate was being assessed differently from a design candidate, and neither process had a consistent scoring system that allowed the team to compare fairly or decide confidently. Interviews were taking up significant time before anyone had verified whether the candidate could actually do the work.

For a small team operating in a regulated industry where a bad hire affects not just headcount but the credibility of the product. The absence of a structured, repeatable evaluation process was a risk the company couldn’t keep absorbing as it grew.

“We were spending hours on phone screens that still left us uncertain. There was no consistent way to know if a candidate was genuinely strong or just good at interviewing.”
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HR Specialist, Anima Health

How Testlify was implemented

One platform. Three very different departments. One consistent standard

Anima Health used Testlify’s test library to deploy role-specific assessments across engineering, design, and sales, each one measuring the skills that actually mattered for that function. Engineering candidates completed technical assessments built around the specific competencies the role required. Design candidates were evaluated on their capabilities directly. Sales and communication roles had their own assessment track. For the first time, every candidate in every department was being measured against a defined, role-relevant standard.

Standardized scoring meant the hiring team could compare candidates fairly and make decisions based on evidence rather than impression. Detailed performance reports gave interviewers a clear picture of each candidate before a conversation took place, so the time spent in interviews was focused on depth, not discovery.

Candidates who performed well in assessments also showed stronger alignment with Anima’s mission once hired, suggesting that the assessments were surfacing not just skills but genuine fit with the kind of work the company does.

“For the first time, every hiring decision was backed by data. We weren’t relying on gut feel, we could see exactly where a candidate was strong and where the gaps were.”
HR Specialist, Anima Health