Muse Group × hirehire
How a lean recruiting team kept hiring velocity—while shrinking head‑count—thanks to an AI copilot built for talent acquisition.
Team reduction with no loss in performance
Hours saved per recruiter per year
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
200+ employees
$300+ million estimated revenue
Privately held limited company
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 a broad portfolio of 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 been small, nimble — and under constant pressure to deliver. Before deploying hirehire.ai the team faced a cluster of structural challenges that sapped bandwidth and threatened service‑level targets.
Smaller but busier team. Recruiting shrank from four to just three (sometimes two) full‑time recruiters, yet hiring targets stayed flat at 70+ offers a year—engineers, designers and business leaders alike. Any sick leave or vacation instantly slowed throughput.
Aggressive SLA targets. Muse tracks time‑to‑fill against stringent internal Service‑Level Agreements: 45 days for developers & mid‑level roles, 60 days for senior, 90 days for C‑level. Missing these windows risks stalled projects and lost revenue. Beyond velocity, recruiters are judged on hiring‑manager NPS for each search, and probation‑period pass‑rate. Both metrics demand meticulous candidate evaluation and expectation‑setting.
Balancing business speed with team wellbeing. At the same time, recruiters must stay motivated, avoid burnout, and work on roles that stretch their skills.
Post‑acquisition integration. Merging Muse Group and Hal Leonard meant unifying processes, tooling and culture across two continents.
Manual documentation drag. Before hirehire.ai, interviewers juggled Google Docs, ATS notes and handwritten scribbles. Context got lost; follow‑up questions to candidates extended cycles; consistency across recruiters faltered.
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
With those boxes ticked, buy‑in from leadership was swift, and hirehire.ai moved from pilot to mandatory HR‑interview step in under four weeks.
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.
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.
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, shaving days off each hiring cycle. Сandidates notice the professionalism and speed. Also, no negative candidate reactions were reported; recruiters simply ask for consent to a text‑only transcript, which most candidates now expect.
4.
Data‑driven optimization – Aggregated tagging lets the Head of Recruitment spot bottlenecks (e.g., offer acceptance dips) and coach the team.
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 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 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
Muse Group tripled recruiter leverage by adopting hirehire.ai, an interview‑intelligence platform. A lean three‑person team delivered the same 71 offers they produced with four recruiters, saved ≈ 520 hours each in manual note‑taking, held stringent 45/60/90‑day SLAs, and kept hiring‑manager NPS above 8/10—all while safeguarding GDPR compliance and candidate comfort.
1.
Scale without head‑count. AI note‑taking freed 780 recruiter hours in a year—equivalent to 0.5 FTE—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.
Clear ROI. Saving per recruiter per year dwarfs the license fee—while elevating candidate experience.
Need a similar outcome?
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