Muse Group × hirehire

How a lean recruiting team kept hiring velocity—while shrinking head‑count—thanks to an AI copilot built for talent acquisition.

Reduced

Reduced

Recruiter headcount with the same output

195

195

Hours saved per recruiter per year

4

4

Interviews per recruiter per day on average

Muse Group
Music software and music education technology
https://mu.se/

Founded in 1998 (originally as Ultimate Guitar), rebranded as Muse Group in 2021

500+ employees

Location: Limassol (Cyprus), London (UK), Berlin (Germany), Virginia (USA), and Florence (USA)

Mission: To change the lives of musicians every day by providing innovative tools, expansive music catalogs, and free open-source software to empower music makers worldwide.

Job openings
https://www.mu.se/careers

Muse Group is a leading music‑tech company. It empowers music makers by creating the world’s most popular software for playing, recording and composing music.

Founded originally as Ultimate Guitar in 1998 and rebranded as Muse Group in 2021, it has grown through key acquisitions including MuseScore (2017), Audacity (2021), and Hal Leonard (2023), the world’s largest music publishing company. 

Serving over 400 million users worldwide, Muse Group offers popular music apps and platforms such as Ultimate Guitar, MuseScore, Audacity, StaffPad, Tonebridge, MuseClass, and Audio.com, combining open-source software with expansive music catalogs and innovative AI-powered educational tools.

Challenges holding back the recruitment team

Muse Group’s talent function has always consistently delivered strong results and maintained high standards, even with limited resources. The implementation of hirehire.ai boosted operational efficiency and enabled the team to sustain hiring velocity.

“There was a period when only half of recruiters remained on the team, while the hiring goals in terms of filled positions remained ambitious.”

Jane Katz

Recruitment Lead, Muse Group

“There was a period when only half of recruiters remained on the team, while the hiring goals in terms of filled positions remained ambitious.”

Jane Katz

Recruitment Lead, Muse Group

There was a period when only half of recruiters remained on the team, while the hiring goals in terms of filled positions remained ambitious.

At Muse, time-to-fill is tracked against internal SLAs and is one of the key performance metrics for the recruitment team. Their goal is to fill roles within the agreed SLA timelines to help the business deliver on plans and enable effective resource planning across teams. In addition to SLAs, they also measure recruiter performance based on hiring manager NPS and the success rate of candidates passing their probation period.

When assigning roles, it’s important to make sure each recruiter has a mix of tasks that not only support the business, but also help them grow and develop their skills.

Before hirehire.ai, the team created notes and comments manually after each meeting. Some details could get lost, and they often had to follow up to clarify things.

“One of the key goals of recruitment is to support the business by filling roles with high quality and on time. At the same time, it’s important that recruiters stay motivated, are not overloaded, and work on roles that are interesting. And that there’s always room for growth. Maintaining this balance is essential.”

Jane Katz

Recruitment Lead, Muse Group

“One of the key goals of recruitment is to support the business by filling roles with high quality and on time. At the same time, it’s important that recruiters stay motivated, are not overloaded, and work on roles that are interesting. And that there’s always room for growth. Maintaining this balance is essential.”

Jane Katz

Recruitment Lead, Muse Group

These pain‑points formed the business case for hirehire.ai — the AI co‑pilot purpose‑built to turn interviews into structured, shareable insights within minutes, not hours.

Why the team chose hirehire.ai

Requirement

Why hirehire stood out

Recruiter‑specific workflow, not a generic notetaker

A tool built around scorecards, competencies and next‑step decisions—not just raw transcripts.

AI drafts a structured scorecard the moment an interview ends, mapped to Muse’s job description and competencies. The recruiter can use main points from this draft to shape their own feedback and summarize the outcome of the interview.

Recruiter‑specific workflow, not a generic notetaker

A tool built around scorecards, competencies and next‑step decisions—not just raw transcripts.

AI drafts a structured scorecard the moment an interview ends, mapped to Muse’s job description and competencies. The recruiter can use main points from this draft to shape their own feedback and summarize the outcome of the interview.

Time savings without sacrificing human judgement

hirehire generates a first‑draft scorecard; recruiters fine‑tune narrative & recommendation.

Time savings without sacrificing human judgement

hirehire generates a first‑draft scorecard; recruiters fine‑tune narrative & recommendation.

Security & candidate comfort

Operating across Cyprus, Germany and the U.S. demanded strict GDPR alignment.

No audio / video is stored; only encrypted transcripts, encrypted storage, configurable retention rules and role‑based access.

Security & candidate comfort

Operating across Cyprus, Germany and the U.S. demanded strict GDPR alignment.

No audio / video is stored; only encrypted transcripts, encrypted storage, configurable retention rules and role‑based access.

Minutes to deploy

The lean team could not afford weeks of change‑management.

A personalized onboarding, a clear simple UI and a very accessible customer support meant the recruiters were productive “within a few days.” Bugs surfaced in chat were fixed overnight.

Minutes to deploy

The lean team could not afford weeks of change‑management.

A personalized onboarding, a clear simple UI and a very accessible customer support meant the recruiters were productive “within a few days.” Bugs surfaced in chat were fixed overnight.

Proven ROI at sensible pricing

Any subscription had to pay for itself in hard cost or head‑count avoided. 

Internal modelling (30 min saved × 16 interviews per week) showed ≈ 208 hours freed per recruiter per year—worth way more than a sub‑€1k license.

Proven ROI at sensible pricing

Any subscription had to pay for itself in hard cost or head‑count avoided. 

Internal modelling (30 min saved × 16 interviews per week) showed ≈ 208 hours freed per recruiter per year—worth way more than a sub‑€1k license.

“HireHire specifically addresses recruiter tasks—scorecards, pros and cons, and quick feedback drafts. Other bots simply provide transcripts.”

Jane Katz

Recruitment Lead, Muse Group

“HireHire specifically addresses recruiter tasks—scorecards, pros and cons, and quick feedback drafts. Other bots simply provide transcripts.”

Jane Katz

Recruitment Lead, Muse Group

Muse had the opportunity to test the product in the early stages. The team at hirehire.ai was very attentive to their feedback and quickly incorporated suggestions into the product. Within just 4 weeks, it moved from a pilot test within the team to being used regularly by recruiters at their interview stages.

Impact after 12  months

When Muse Group’s recruiters describe life with hirehire.ai, they speak less about flashy AI tricks and more about head‑room—the breathing space that lets a three‑person team hit aggressive targets without burning out.

Metric

Pre‑hirehire

Post‑hirehire

Recruiter head‑count

Full

Reduced

-33% team size

Recruiter head‑count

Pre-hirehire: 4

Post-hirehire: 2-3

-33% team size

Offers per year

71

71

Same output with smaller team

Offers per year

Pre-hirehire: 18

Post-hirehire: 28

Same output with smaller team

Average time to craft recruiter feedback per day

~60 min

~15 min

Saving ~45 minutes per recruiter per day. Over 195 hours saved each year

Average time to craft recruiter feedback per day

Pre-hirehire: 45 min

Post-hirehire: 15 min

Saving ~45 minutes per recruiter per day. Over 195 hours saved each year

hirehire.ai slots into the recruiter’s flow (calendar → transcript → scorecard) without imposing new rituals. By turning raw conversation into structured insight, the tool attacks the silent time‑thieves—note‑taking, context‑hunting, duplicate questions—freeing Muse’s team to focus on what only humans can do: build relationships, judge potential and coach stakeholders.

“Life really split into before and after hirehire.  It helps focus more on the conversation itself, and if I ever need to recall specific details, I can always go back to the transcript in hirehire.“

Jane Katz

Recruitment Lead, Muse Group

“Life really split into before and after hirehire.  It helps focus more on the conversation itself, and if I ever need to recall specific details, I can always go back to the transcript in hirehire.“

Jane Katz

Recruitment Lead, Muse Group

Benefits beyond numbers

1.

Faster decision loops – hirehire.ai accelerates the two slowest stages—documentation and internal alignment—so the clock stops waiting for recruiter admin. consistent, one‑click scorecards mean hiring managers see structured scorecards the same day, enabling next‑round scheduling within hours, not days.

2.

Knowledge continuity – When a recruiter is on holiday, colleagues open the transcript, see every fact, figure & risk flagged, and keep the pipeline moving.

3.

Candidate‑first experience – No more “just to clarify…” emails. Because every salary figure, notice period or nuance is searchable, recruiters rarely circle back to candidates, which helps speed up the hiring process. Сandidates notice the professionalism and speed. At the beginning of each interview, we confirm with candidates whether they are comfortable with using HireHire, and all have responded positively.

“For me, probably, the main indicator of a product’s quality is that it becomes as habitual as a toothbrush. What's the value of a toothbrush? It's something so integral, like your right hand, that you can't even imagine how you'd manage without it.”

Jane Katz

Recruitment Lead, Muse Group

“For me, probably, the main indicator of a product’s quality is that it becomes as habitual as a toothbrush. What's the value of a toothbrush? It's something so integral, like your right hand, that you can't even imagine how you'd manage without it.”

Jane Katz

Recruitment Lead, Muse Group

What’s next: Going further together

hirehire.ai has already become Muse Group’s “tooth‑brush” tool, but both teams see more head‑room to unlock. The next phase focuses on wider adoption, deeper intelligence, and a tighter partnership roadmap.

Muse Group considers plans to extend hirehire.ai to later‑stage technical and hiring‑manager interviews, bringing the same consistency and searchable knowledge base across the full funnel.

Going further together potentially means turning hirehire.ai from an interview assistant into the operating system for Muse Group hiring—one that scales quality, speed and recruiter satisfaction in lock‑step. The journey continues.

Key take‑aways

It’s fair to say that hirehire contributed to improving recruiter efficiency. A lean team delivered the same offers they produced with more recruiters, saved ≈160 hours each in manual note‑taking, held stringent SLAs, and kept hiring‑manager NPS above 8/10—all while safeguarding GDPR compliance and candidate comfort.

“The main value is that hirehire removes manual work and creates room for growth—both for the team as a whole and for each individual recruiter.”

Jane Katz

Recruitment Lead, Muse Group

“The main value is that hirehire removes manual work and creates room for growth—both for the team as a whole and for each individual recruiter.”

Jane Katz

Recruitment Lead, Muse Group

1.

Scale without head‑count. AI note‑taking freed 160 recruiter hours in a year—keeping pace with ambitious hiring plans.

2.

Increase quality & speed simultaneously. Structured scorecards and instant transcripts cut rework and boosted stakeholder trust.

3.

Adoption is frictionless when designed for recruiters. hirehire.ai became “just part of the job” within days.

4.

Impact on ROI: Without implementing hirehire, the recruitment team’s workload would likely be much higher, potentially requiring the hiring of additional team members.

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