Muse Group × hirehire
How a lean recruiting team kept hiring velocity—while shrinking head‑count—thanks to an AI copilot built for talent acquisition.
Recruiter headcount with the same output
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
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.
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.
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
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.
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, 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.
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.
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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