With hundreds of new AI recruiting tools popping up just in the past year, it’s hard to tell which ones are worth your time and which might fade away.
The key to navigating this growing landscape is figuring out exactly what you need from an AI tool.
So, before diving in, let’s take a step back and explore what AI is particularly good at when it comes to hiring, and how it's being used in its current incarnation.
AI is fantastic at handling the mundane, repetitive parts of our jobs—the things that slow us down.
AI can sift through countless resumes, generate summaries in seconds, and handle the logistical headaches like scheduling interviews. But when it comes to the creative, deeply human aspects—like understanding company culture, managing nuanced candidate conversations, or interpreting the specific needs of a hiring manager—that’s where we still shine.
In recruiting, AI is already transforming the way we work. By automating the tedious parts of the hiring process, we’re free to focus on what truly matters: building relationships, making thoughtful decisions, and creating an exceptional candidate experience.
At its best, AI raises the bar. It takes care of the grunt work so we can concentrate on the high-impact, meaningful tasks that actually make us great at what we do.
In short, AI lowers the floor and raises the ceiling. It’s a powerful tool for augmenting our work, not replacing it. The future of recruiting isn’t about machines taking over—it’s about recruiters using AI to work smarter and more creatively than ever before.
Here are 15 AI recruiting tools you need to check out.
Okay, let’s dive a bit deeper into each one.
Atlas is a UK-based end-to-end recruitment platform built for businesses of all sizes. It integrates AI into key functions such as customer relationship management (CRM), applicant tracking system (ATS), and candidate sourcing.
Atlas is designed to serve companies across all industries.
ÂŁ80 per user with email and phone data an extra ÂŁ30 p/user
No integrations mentioned.
recruitwithatlas.com
Tezi's bot, Max, claims to revolutionize recruitment by sifting through candidate resumes, scheduling interviews, and automating various aspects of the hiring process. It focuses on simplifying workflows and increasing efficiency in hiring.
Tezi serves companies across various industries.
No public pricing but rumors it's $10,000 per user per year once fully launched.
tezi.ai
SquarePeg is an AI-assisted recruiting platform focusing on matching candidates to job roles in a way that emphasizes culture fit and technical compatibility. The platform uses AI to help tech companies identify and hire the right talent.
Primarily focused on tech companies.
Billed per job, starting at $500 per job for 1-2 job postings, with price adjustments based on volume.
‍Greenhouse, Lever, Ashby, and JazzHR.
squarepeghires.com
Covey Scout is an AI-native screening and sourcing tool that automates the first stages of recruitment, helping tech companies find, screen, and shortlist candidates.
‍GetCovey caters specifically to tech companies.
$125 per user per month.
‍getcovey.com
Teamable is an AI-powered recruiting platform aimed at helping companies efficiently source and hire talent through AI-driven matching and outreach processes.
‍Teamable is designed for companies of all sizes across different industries.
‍$10,000 per year for two users.
‍No integrations mentioned.
teamable.com
Pitch N Hire is an AI-powered recruitment platform designed to assist recruiting agencies with end-to-end hiring solutions. It incorporates AI to streamline tasks like resume screening, interview scheduling, and candidate assessments.
Targeted at recruiting agencies.
‍No public pricing available.
‍No integrations mentioned.
pitchnhire.com
Air Recruit AI offers a range of AI tools for candidate ranking, screening, and resume reviewing, simplifying the hiring process for companies of all sizes. It focuses on automating the tedious parts of recruitment to improve efficiency.
‍Designed for companies across various industries.
‍No public pricing available.
‍airrecruit.ai
Brainner is a tool that connects with an ATS to automate resume screening, providing advanced AI-based analysis to help recruiters sort through large candidate pools efficiently.
‍Primarily focused on tech companies.
Starts at $99 to screen 2,000 resumes.
‍brainner.ai
Pizo automates the first-round interview process, helping companies save time by managing initial candidate screenings through AI-powered tools.
Designed for companies across various industries.
‍No public pricing available.
‍Integrations mentioned but none listed specifically.
pizo.ai
Maki People is a platform designed to help companies conduct AI-powered candidate assessments, streamlining the process of identifying top talent through customizable tests and evaluations.
‍Targeted at companies across industries.
‍No public pricing available.
makipeople.com
InterWiz AI is an interview automation platform designed specifically for technical roles. It uses AI-powered tools to manage and streamline technical interview processes, focusing on enhancing candidate screening efficiency.
‍Primarily for tech companies.
‍Launching Fall 2024.
Integrations mentioned, but none specifically listed.
interwiz.ai
Popp AI is a recruitment platform that offers AI tools to automate resume reviews, screening, and interview scheduling. It aims to reduce the time spent on manual tasks in recruitment.
Designed for companies across all industries.
‍No public pricing available.
‍Integrations mentioned, but none specifically listed.
joinpopp.com
Moonhub is AI recruiting software that uses AI tools to automate various tasks in the hiring process, such as resume reviews and candidate screening, helping companies streamline their recruitment efforts.
‍Designed for companies across all industries.
‍No public pricing available.
‍No integrations mentioned.
moonhub.ai
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Hero Hunt’s AI-powered assistant, Uwi, automates key parts of the recruitment process, including sourcing, resume reviews, and screening. The platform is designed to help companies scale their recruitment efforts with minimal manual input.
‍Suitable for companies across all industries.
‍Starts at $199 for 3 positions.
‍No integrations mentioned.
herohunt.ai
ShortlistIQ provides AI-powered tools that automate first-round candidate screening, helping recruiters shortlist applicants more efficiently. The platform aims to reduce manual effort and improve the speed of hiring.
‍Designed for companies across all industries.
‍Starts at $49 for 20 applicants.
‍No integrations mentioned.
shortlistiq.com ​
With the many benefits AI brings—scalability, efficiency, cost savings, better decision-making, powerful analytics, and an improved candidate experience—it’s clear we’re still at the early stages of this AI-driven transformation.
Recruiters now have more powerful tools at their disposal than ever before, enabling even the smallest company to compete for top talent alongside industry giants.
Many of these tools offer free trials or demos, so stay open-minded. Give them a try—they might just become your new best friend for future hiring efforts.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
