Serval Tripled in Size in 2 Quarters Using Wrangle for Sourcing and Outbound

Serval is an AI-native enterprise service management platform. It lets teams use natural language to create workflows that automate repetitive work, from password resets and software access to employee onboarding. Most customers start with IT and security, then extend the same automation engine to HR, finance, legal, and other functions.

Inside the company, the same philosophy shapes how its team operates. Raise the bar, pull timelines forward, and solve problems in ways that reduce busywork for everyone. Ryan Taft, Talent lead at Serval, describes a close-knit culture where employees eat lunch together, celebrate quarterly milestones, and rally around the opportunity to go head-to-head with (and crush) legacy incumbents.

That ambition requires exceptional people, and a recruiting operation that can keep pace with their incredible growth.

When Ryan joined Serval in April, the company had just over 50 employees. The company adopted Wrangle that same week. By September, Serval had reached 146 employees, with plans to grow to 250–300 by year-end.

“We literally onboarded onto Wrangle the week that I joined. … This week we are 146 employees.” — Ryan Taft, talent lead at Serval

Wrangle became a part of the recruiting infrastructure supporting that growth.

“We believe that recruiters shouldn’t be wasting time manually sourcing candidates. We should be able to spin up an agent, communicate the type of profile we want to see, and treat a sourcing system like a co-worker that we can trust to maintain our quality bar.” — John Crown, Co-founder of Wrangle

Within Serval’s recruiting stack, Wrangle helps automate the work of finding and curating lists of relevant candidate profiles. That gives the team more time to evaluate potential fits, personalize outreach, and nurture candidate relationships.

For Ryan, the value comes down to a simple principle:

“Less clicks, more output is essentially what I’m looking for. And that’s what Wrangle does really well.”

Serval’s technical recruiting team had plenty to do beyond sourcing. Finding great people consistently used to cost an unsustainable amount of time building searches and reviewing profiles, so the question became:

“How could we source great talent, but also not invest an incredible amount of time? And that’s where Wrangle came in.”

When Serval first used Wrangle, they used natural language search, which still required manual actions for each candidate. Even though 80+% of candidates surfaced were correct, they still required manual shortlisting. Now, Wrangle’s agents help curate candidate lists and adapt them to what Serval is looking for, in the background and on autopilot.

“From the time we started using it, which was just using natural language to essentially put searches together, to now having agents that are able to curate these crazy lists, that are able to adapt to what we’re looking for, has been incredibly valuable.”

Ryan then took that a step further.

He combined Serval’s own automation platform with Wrangle’s API to build a sourcing agent around his recruiting process.

“How do I get Wrangle to source by itself, and how do I use Serval to do it?”

The resulting workflow incorporates past interviews, feedback, and preferences into future decisions.

• Serval reviews interview data, including candidates who were hired, received offers, or were not moved forward, with detailed notes on each decision.
• Serval turns those insights into actionable search criteria, adding suggested target companies based on relevant business verticals, product lines, and infrastructure.
• Wrangle runs the searches through its API, sourcing 50 candidates every day during Ryan’s morning commute and another 50 during his evening commute.
• Ryan reviews the profiles with a thumbs-up or thumbs-down, with selected candidates moving into Ashby.
• The workflow refines subsequent searches using his feedback, keeping sourcing aligned with what he is learning.

“This is possible because of Wrangle’s API.”

Instead of setting aside a large block of time to start a search from scratch, Ryan can review candidates while taking the ferry or riding home.

“I have something that’s sourcing for me.”

Once he has reviewed the candidates:

“All I have to do is go and send those people messages.”

Wrangle’s built-in agents’ scheduled tasks have become a large part of Serval’s sourcing workflow.

“It was providing me great candidates, but on too frequent of a basis. … I needed to slow it down from every day to twice a week instead.”

That decision reflects Serval’s recruiting strategy of deliberate outreach to very specific candidates, and an exceptionally high bar for talent and culture fit.

For passive candidates, Serval looks for connections and opportunities for warm introductions. Once a conversation begins, the team takes what Ryan describes as an executive approach. They build the relationship early, help the candidate understand the culture, and treat a career decision with the attention it deserves.

“When people are changing a job, it’s a life event. It’s important.”

Automating sourcing gives the team more room to do that work well.

“What Wrangle, Serval, and a lot of these other tools are giving us is that time back to really focus on that human element, which I think is where we need to be spending a lot of our time.”

For Ryan, this is also why the two platforms fit together so naturally. Serval helps people automate repetitive work across the enterprise. Wrangle applies that same principle to recruiting.

“These two things really go hand in hand with one another, hence why we’re using them both together.”

The relationship with Wrangle’s team has been another important part of the experience.

Ryan highlights direct communication, opportunities to try new features, and a willingness to act on feedback from recruiters doing the work every day.

“Working with you guys and the team has been the highlight—the willingness to take feedback and then also deliver.”

When someone on Serval’s team asked about market-mapping (exhaustively mapping talent pools), Ryan brought the idea to Wrangle. The feature was complete that night.

Ryan sees this responsiveness as a key part of our partnership:

“You guys really take customer obsession to another degree.”

“Everything that Wrangle’s put out has been deliberate. … It’s very intentional with the recruiter in mind.”

Having used many other recruiting products, Ryan values the balance of technology that actually works, and a workflow that slots directly into the recruiter’s.

“You’re consulting with people who are boots on the ground, who have used a lot of the other products in the space, and you actually go and fix the problem and bridge that gap.”

With 146 employees at the time of the interview and a target of 250–300 by year-end, Serval is preparing for another substantial phase of growth.

The company is currently hiring across engineering, technical recruiting, and go-to-market.

As Serval grows, the team continues to invest in the recruiting channels and relationships that support its hiring goals. Wrangle contributes automated sourcing and outbound, while Serval’s own platform connects interview insights and recruiter feedback to the search process, and Serval employs additional efforts to further curate inbound and top of funnel. Together, these components support a broader recruiting operation built around the team’s judgment and a high bar for talent.

Ryan’s advice captures the philosophy behind it:

“What are the things that can be automated, that should be automated? And then focus on the things that should be human.”