How Gorin Systems hired 116 fresh graduates in 45 days using Testlify’s campus recruitment assessments

A small team. A large applicant pool. No way to move through it fast enough.

Gorin Systems is a software development company based in Jacksonville, Florida. When they needed to bring on a large cohort of fresh graduates in a short window, their existing hiring process had neither the capacity nor the structure to handle it.

Gorin Systems is a lean software development team. When the company decided to bring on a significant number of fresh graduates, the hiring team faced a problem that small companies encounter often: the volume of campus applications far exceeded what the team could realistically process manually within any reasonable timeframe.

Reviewing applications one by one, scheduling preliminary conversations, and trying to assess technical ability and cultural fit through unstructured interviews was not a process designed for scale. It was designed for a handful of hires at a time. With 116 positions to fill, the manual approach was going to take months the business did not have, and the quality of evaluation would still have been inconsistent because there was no shared framework for what a good entry-level hire looked like at Gorin.

For fresh graduates in particular, resumes offer limited signal. Most have similar academic backgrounds and little professional experience to differentiate them. Without a structured way to test for technical ability, communication, and adaptability, the team had no reliable basis for shortlisting.

“We had hundreds of applications and a small team to review them. There was no way we could screen everyone properly without a tool to help us filter the things that actually mattered.”

HR leader, Gorin Systems

How Testlify was implemented

Automated assessments built for entry-level hiring at volume.

Gorin Systems used Testlify’s campus recruitment solution to automate the front end of their hiring process. Every applicant completed an assessment before any manual review took place. The assessments were tailored for entry-level roles, combining technical skill tests relevant to software development with soft skill evaluations covering communication, adaptability, and the ability to work in a team environment, qualities that matter for fresh graduates joining a small, collaborative company.

Detailed performance reports meant the hiring team was not reviewing applications blind. Each candidate came with a clear breakdown of results, allowing the team to shortlist quickly and confidently based on actual performance rather than resume impressions. The platform integrated into their existing workflow, so there was no new system to learn or additional coordination overhead to manage.

The outcome was a hiring cycle that moved at a pace a small team could sustain. 116 fresh graduates were hired within 45 days, a volume that would have been impossible to reach through manual screening alone, and the process was structured enough to repeat for future campus hiring cycles.

“We hired more people in 45 days than we could have managed in six months the old way. The assessments did the heavy lifting and we focused on the candidates who were genuinely ready.”

HR leads, Gorin Systems