Recruitment Automation Platforms

After weeks of evaluating ATS platforms, we’ve officially chosen Gem to power our entire hiring process 💎 When searching for the right platform, our team focused on: ➕ Best-in-class sourcing tools > This is especially important for a mission-driven climate startup ➕AI, AI, and more AI > Us Talent folks are being asked to do more with less, so this one was a no brainer ➕Startup-friendly pricing > Gone are the days of throwing money at problems, so how do we get more while spending responsibly ➕Manager-approved tools > robust reporting for leadership, easily-reviewable candidates and scorecards for hiring managers Gem checked all of these boxes and more! Its sourcing capabilities have the led the industry for years, offering sequencing, impersonation, and deep LinkedIn/email search. The automations free up valuable recruiter, interviewer, and hiring manager time so we can focus on the human side of hiring as well as building the future of farming. In addition to those items, I had countless users reach out to me directly telling me that they've either used Gem in multiple companies or switched to it and been impressed. Having a Sourcing + ATS in one tool is going to be huge! Since I know a lot of people are interested in what other tools we considered: Greenhouse – Please don't send me back! Their lack of modern sourcing tools, almost non-existent AI, and enterprise-focused pricing were a non-starter. Workable – Apparently used to offer per job posting pricing which is startup friendly but the sourcing was lackluster, their 400m candidate database had zero info on where those candidates were located, and somehow they struggle with scheduling because of Google and MS limitations. Ashby – Originally my top choice going into the search, but they haven't released their AI notetaking tool for interviews, and all of the other standard AI stuff is only available at their Premium tier. If you've got $8k to spend and more than 1 person in TA, they enter the conversation. Kula – The only other platform building with AI in mind and I have nothing negative to say about them. I know there are plenty of companies out there that will choose Kula and hope that they have as good of an experience with it as we do with Gem. We’re still in the early days of using Gem, and I’ll share updates in the coming months as we post more roles, source more candidates, and push the boundaries of what the platform can do. In the meantime, shoutouts to Matt Ford, Steve Bartel, and the Success Team over at Gem for helping us get off to a solid start 🚀

🚀 Top Tools Talent Acquisition Operational Leaders Can’t Live Without TA Ops leaders are the unsung architects of scalable hiring strategies. From ensuring data integrity to streamlining recruiter workflows, they’re the backbone of modern talent functions—and they’re doing it with serious tech stacks. Here are the tools top-performing TA Ops leaders are leaning on right now: 🔹 Gem – CRM meets automation. From pipeline tracking to drip campaigns, Gem keeps outreach organized and measurable. 🔹 Ashby – ATS platforms that power structured hiring. Each brings unique strengths, but all allow for seamless integrations, reporting, and candidate experience management. 🔹 PIN Software – Sourcing at scale. These tools surface talent others miss—especially for hard-to-fill technical and healthcare roles. 🔹 Eightfold / Beamery – AI-powered talent intelligence platforms that help predict, match, and rediscover candidates. Essential for long-term workforce planning. 🔹 Tableau / Power BI / Visier – For turning raw data into digestible dashboards. TA Ops leaders are using these to surface bottlenecks, spot trends, and drive strategic decisions. 🔹 ChatGPT / Perplexity – Yes, AI. Forward-thinking leaders are designing custom GPTs to generate labor market reports, automate recruiter training content, and analyze job descriptions for bias or clarity. 💡 TA Operations isn’t just logistics—it’s strategy. The right tools multiply the impact across the entire funnel. Curious about what tools are trending in your industry or region? #TalentAcquisition #TAOps #HRTech #AIinHR #RecruitmentTech #TalentIntelligence #HR #Recruiting

ElevenLabs just showed what happens when recruiters take AI into their own hands. They built recruiter-trained AI Agents that sound like the actual team and help candidates prep for interviews. The impact is clear: → Candidates can ask about roles, process, culture or benefits → Answers come instantly, in the recruiter’s own voice → One TA team had 31,000 inbound applications last month, and now every single one of them can get their questions answered And this is only the beginning. Recruiter-trained AI agents can also handle: • 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗲𝗽 so candidates know what to expect • 𝗦𝗰𝗵𝗲𝗱𝘂𝗹𝗶𝗻𝗴 across time zones with instant reschedules • 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗯𝘂𝗱𝗱𝘆 for new hires who need answers 24/7 • 𝗛𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝘀𝘆𝗻𝗰 where intake notes turn into a live, searchable agent • 𝗣𝗮𝘀𝘀𝗶𝘃𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗻𝘂𝗿𝘁𝘂𝗿𝗲 with brand content and first-touch Q&A This is not hype. Recruiters are shaping the future of their own work. Recruiters are training the AI. That is exactly where the future of our profession is heading. Congrats, Becky Lee-Roche and the ElevenLabs team, for leading by example. 𝗧𝗲𝘀𝘁 𝘁𝗵𝗲𝗺 𝗵𝗲𝗿𝗲: AI Becky (GTM): https://lnkd.in/de-it2Ud AI Oscar (Engineering): https://lnkd.in/dWFdYp-u Curious… if you could train an AI agent on your recruiting work, where would you start? ________________________________________________________ 👋🏻 𝗛𝗶, 𝗜’𝗺 𝗠𝗮𝗿𝗰𝗲𝗹 𝘃𝗮𝗻 𝗱𝗲𝗿 𝗠𝗲𝗲𝗿 AI Recruitment Transformation Consultant | Trainer | Speaker Founder, Klikwork Talent Imagineers | 20+ years in recruitment Helping recruitment teams scale with AI automation and eliminate manual processes. 𝗬𝗼𝘂𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝘀𝗼𝗹𝘃𝗲𝗱: ✓ Analyse, strategy, and implementation with my 7-step AI transformation model ✓ Team training that drives real adoption and results 🎯 Proven with 450+ companies and 5,000+ recruiters 𝗝𝗼𝗶𝗻 𝟯𝟱,𝟬𝟬𝟬+ 𝗳𝗼𝗿𝘄𝗮𝗿𝗱-𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀: ✓ Follow for daily AI recruitment insights ✓ 🔔🔔 Get the smartest automation tips 🇳🇱 klikwork·nl 🇬🇧 klikwork·com 🤖 airecruitmentengineer·com

Most recruiting teams don’t need more people. They need fewer manual tasks. In my last post, I shared how we’re rebuilding our TA strategy around 4 core pillars. Today, let’s dig into the first: Automation. This isn’t about replacing recruiters. It’s about freeing them up to do the work that actually moves the needle. We’re cutting busywork and scaling smarter with tools like: → GoodTime: AI-powered scheduling that eliminated the need for a coordination team → Google Gemini Gems: Auto-generated JDs, outreach, interview kits, and intake briefs → LinkedIn Automation: Drip campaigns that keep warm talent engaged → Greenhouse Software: Structured workflows, nudges, and pipeline visibility → Workday Learning + Journeys: Interviewer training delivered automatically → Tableau Dashboards: Rolling out real-time insights for TA Partners & Hiring Managers → Google Gemini Diagnostics: Highlights drop-offs, interview gaps, bottlenecks, inclusion trends On the wishlist: → hireEZ or something similar: Application triage to surface high-signal candidates instantly Every tool has one job: eliminate the repetitive stuff so recruiters can focus on what matters, closing great talent. Next up: one of my favorites to discusss, Candidate Experience. Lets discuss how we’re making every step faster, clearer, more human. What’s the best automation move your team has made this year? #talentacquisition #automation #AI #recruiting #futureofwork #recruitingtips #recruitingops

Recruiters: "AI will never replace human touch in hiring" Meanwhile, only 10% of recruiters are "radical AI enthusiasts." That's a massive opportunity gap. The companies taking AI in hiring seriously are 10x'ing their hiring efficiency. Everyone else? Sitting on the sidelines. 7 AI tools transforming TA in 2025: 1. Kula: All-in-one AI hiring ATS ➕ Cuts recruiting ops time by 60%. ➖ Still early adoption phase, reporting depth catching up to more established platforms. 2. Scotty AI: Conversational recruiting assistant ➕ Reduces recruiter workload by 70%. ➖ Few public case studies available, can feel impersonal for complex roles requiring nuanced evaluation. 3. Skima AI: Recruiter-centric platform ➕ Makes sourcing as easy as asking a question. ➖ Very new to market (less than 2 years), so limited customer reviews. 4. Viterbit/MIA Recruiter: EU-focused AI assistant. ➕ Built specifically for European recruiters. ➖ Primarily Spanish-language focus, which may limit usefulness in other European markets. 5. Spott (YC W25) - YC-backed AI-native ATS ➕ Designed for modern, fast-moving teams. ➖ Early-stage startup with sparse reviews outside the US market, but one to watch! 6. HeyMilo AI: Voice & chat screening platform ➕ Screens 100+ candidates while you sleep. ➖ Niche tool (screening only) that may struggle with technical interviews requiring deep domain expertise. 7. Gigged.AI: AI talent marketplace ➕ Fills roles in days, not weeks. ➖ Not built for full-time recruitment, so limited if you're hiring permanent employees. AI doesn't replace recruiters. It eliminates the grunt work so you can focus on: - Building relationships - Selling your company - Making better hiring decisions Companies using AI in hiring see: - Recruiters spend 75% more time on relationship-building vs. admin - One recruiter can manage 3x more open roles - Fill niche/hard-to-hire roles 60% faster - Reduce dependency on expensive external recruiters Ready to put in place a hiring blueprint that works? Comment "YES" and I'll share the link to my free upcoming workshop where we'll discuss just this. -- ♻️ Share to help others ➕ Follow Mieke Contreras for more