Carvana reimagined how people buy and sell cars by removing the friction, uncertainty, and inconvenience that defined the traditional dealership experience. As Carvana scales, its talent acquisition team has applied the same mindset to high-volume recruiting. By leveraging Sense’s automation and engagement platform, Carvana can scale its hiring processes by reducing repetitive tasks, and creating a more transparent, candidate-friendly experience, all while giving its recruiters more time to focus on relationship-driven work.
As hiring volume increases, consistency and clarity throughout the candidate experience also become increasingly more important, especially at volume. Candidates expect timely communication, clear next steps, and a sense of control throughout the process. Carvana continues to prioritize making the hiring journey more transparent and predictable, even as volume increases. Automated email and text communication help ensure candidates stay informed, while easier scheduling reduces delays and uncertainty. The result is a process that feels faster and more respectful of candidates’ time without losing the personal touch.
Self-service has also become a key part of maintaining a positive candidate experience at scale. By enabling candidates to engage, screen, and schedule interviews on their own time Carvana is reducing friction and removing unnecessary wait times. Chat-based screening, in particular, has driven higher engagement than traditional phone outreach. Candidates are now able to advance through the process when it’s convenient for them, leading to stronger participation rates and higher completion throughout the funnel.
High-volume hiring often pulls recruiters into repetitive administrative work, limiting their ability to focus on meaningful candidate interactions. Carvana has taken a deliberate approach to automation: reducing manual work without removing human judgment. By automating screening, scheduling, and candidate follow-ups, recruiters gain back time to focus on strategic, high-impact work. This shift reflects Carvana’s culture of leveraging technology to simplify work and empower employees, while keeping people — both candidates and recruiters — at the center of the process.
Maintaining a strong candidate experience at scale requires visibility into how the process feels for candidates. Carvana leverages candidate NPS surveys to capture ongoing feedback to better understand where improvements can be made. This real-time insight has helped the team maintain a consistent, high-quality experience across both high-volume and mid-skilled roles.
Recruiters and hiring managers see the benefits and understand how technology can support their work rather than complicate it. With fewer manual tasks and clearer workflows, teams feel more aligned andconfident in the hiring process. Recruiting has shifted from constant coordination to thoughtful execution, supported by automation working in the background.
Carvana continues to look ahead, exploring how automation and AI can further support operational hiring needs while keeping the human element central. The focus remains on removing friction, preserving the candidate experience, and enabling recruiters to do their best work. Carvana’s approach demonstrates that scaling hiring does not require sacrificing experience. With the right balance of automation and human judgment, organizations can grow faster while delivering a hiring experience that works better for candidates and recruiters alike.
