“The quality of applicants from Remote Jobster was noticeably higher from day one. These were people who had thought carefully about remote work — they asked better questions in interviews and they ramp faster as a result.”
Background
Luminary Labs needed to scale their engineering team rapidly ahead of a product launch, but their previous approach — posting on general job boards and manually reviewing hundreds of irrelevant CVs — was consuming too much recruiter time.
The challenge
Luminary Labs had six months to double its engineering team before a major product launch. The company had always operated as fully distributed — engineering across Germany, Poland, Portugal, and Canada — but had relied on referrals and LinkedIn for previous hires. At the pace required, that approach would not scale.
Their recruiter, Anita, was spending 15–20 hours per week reviewing applications from candidates who were clearly not suited to or interested in genuinely remote roles. Many applicants had applied to a "remote" listing without really wanting remote work — they were applying broadly and hoping for an office in their city. The irrelevance rate was high and the quality-to-volume ratio was poor.
Why Remote Jobster
Luminary Labs found Remote Jobster through a recommendation from another climate tech founder. The appeal was audience specificity: Remote Jobster's candidate pool consists of people who are actively seeking remote work, which immediately filtered out the mismatch applications that had been dominating Anita's queue.
The Greenhouse integration was a deciding factor. Luminary Labs had recently standardised on Greenhouse for all hiring. Knowing that every Remote Jobster application would appear in Greenhouse automatically — correctly sourced, with CV attached — removed the manual overhead that had been the main pain point.
The result
All four engineering roles were filled within 30 days of posting. The first hire came in within 72 hours of the listing going live. Time-to-interview fell by 68% compared to the previous quarter, driven almost entirely by the improvement in application quality.
Anita estimated saving 12 hours per week during the hiring sprint — time that shifted from reviewing irrelevant CVs to actually running a strong candidate process. "We had more time for each candidate because we were dealing with fewer candidates who weren't right," she said.
All four hires remained with Luminary Labs past their 12-month review. Tobias Krause, VP Engineering, cited "cultural alignment on remote work" as a core reason — candidates from Remote Jobster had genuinely thought about distributed work and had the habits and expectations that made them effective from their first week.