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Ambea is the Nordic region's leading care provider - 41,000 employees, 1,200 hiring managers, and over 1,050 care units across Sweden, Norway, Denmark and Finland. In Sweden alone, the organisation processes more than 100,000 job applications and completes around 3,000 hires every year. That entire recruitment operation is supported by a single central recruiter.
Ambea's hiring managers are generalists in the truest sense; responsible for everything from facility operations and staff wellbeing to compliance and of course care quality. Recruitment is critical, but it cannot consume them.
The old process meant potentially hundreds of CVs per role, manual sifting, phone interviews, potentially inconsistent evaluation, and a candidate experience that didn't reflect Ambea's values. Promising candidates risked being missed because the volume made thoroughness impossible.
At the same time, Ambea needed a solution to clear a high bar: ethical by design, explainable to candidates and regulators, and built for the EU AI Act.
Following a structured pilot in Vardaga, Ambea's elderly care division, Hubert's AI screening was integrated directly into their ATS, Teamtailor and is being rolled out across all business areas and countries. Every applicant now receives a structured, competency-based AI interview at the start of the process. Hiring managers see a ranked, auditable shortlist. No CVs to manually trawl. No candidates falling through the gaps.
Christian's team tested it themselves before rolling it out, including applying for roles to experience it as a candidate would. A 60-year-old applicant who was initially nervous about AI? She got through the process, rated it highly, and was hired.