Loubby

What is Loubby AI?

Loubby AI is a Workforce OS designed for recruitment, onboarding, and managing remote teams; it allows companies to handle candidate pipelines, interviews, employee records, salaries, working hours, and performance all in one workspace.

The platform places particular emphasis on linking companies with talent in Africa, and it offers a job search portal, an AI recruitment assistant, AI interviewers, as well as AI agents capable of carrying out specific business tasks.

Product composition and utility value

Main functions

Job postings, talent pool, and candidate pipeline

• Recruiters can create job pages that include brand information, post openings, filter applications, move candidates through different stages, and keep track of communication details and evaluation results within the same workflow.
• The talent pool provides candidate profiles, tags, filtering options, and interaction records; it is suitable for roles that are repeated, for building a talent reserve, and for recruitment agencies that need to manage multiple positions at once.
• The job description generator asks users to answer five questions; thereafter, it generates a job description and a shareable page, and directs the applicants to an ATS system for further tracking.
• Job seekers can browse job listings, create profiles, edit their resumes, and submit applications; it is necessary to register a candidate account before submitting an application.

Jabari: Recruitment assistants and automatic screening

• Jabari accepts natural-language recruitment instructions, which are used to assist with job posting, candidate screening, and handling repetitive tasks, thereby reducing the need for recruiters to switch between various pages.
• Quizzes, assessments, scoring sheets, and AI screening can convert candidates’ responses into structured data, enabling teams to compare them based on uniform standards rather than relying solely on resumes.
• AI-generated scores should not be used as a direct substitute for hiring decisions; any conclusions related to employment rights must be reviewed by the recruiters, and candidates should be allowed to request a manual review.

Dara: Interviews and Team Collaboration

• Dara can analyze resumes, tailor the interview process to each position, schedule interviews, and provide real-time assessments of responses; it also generates insights that can be reviewed by the recruitment team after the interviews.
• The platform also supports in-app audio or video interviews, messaging, calendars, approval workflows, and collaboration scoring, making it suitable for centralized recording by distributed recruitment teams.
• Before enabling recording, video recording, or transcription, it is necessary to inform the candidate about what will be recorded, how long the data will be stored, and how to exit this process; simultaneously, an alternative procedure that does not involve recording should be prepared.

Onboarding, salaries, and employee management

• After hiring, templates, checklists, training, and electronic signing can be used to streamline the onboarding process, while also handling departure procedures and reducing the need for paper documents and manual reminders.
• The team management module covers working hours, costs, invoices, salaries and compliance processes, performance evaluations, and operational analysis; it is suitable for managing remote team members in different locations.
• The fact that the platform offers workflow tools does not mean that it automatically complies with labor, tax, or data regulations in all regions; companies still need to conduct thorough evaluations based on the location of their employees.

AI employees and customized automation

• Autonoms offers pre-built AI Agents that can be integrated into business processes, and these agents can be continuously monitored and optimized by the operations team; billing is separate from the main recruitment platform.
• AI employees created based on specific tasks make use of no-code or low-code approaches; they can be connected to existing business tools and assigned clear responsibilities. For complex projects, requirement interviews are conducted first, after which a fixed price is provided.
• It can be connected to Salesforce, HubSpot, Slack, email, ERP systems, HR systems, databases, and spreadsheets; however, the actual level of availability depends on the interfaces of the target systems, the available permissions, and the scope of the project.

Corporate recruitment process

1. Register a corporate workspace to define team members, role permissions, the brand’s recruitment page, and approval hierarchies.
2. Fill in the job objectives and requirements; edit them manually or use a job description generator to create the relevant content, and then check the responsibilities, salary information, and risks of discrimination.
3. Publish job openings or create candidate lists from talent pools, and set rules for the pipeline stages, assessments, scoring sheets, and communication templates.
4. Jabari is used for preliminary screening, after which Dara or a face-to-face audio/video interview is conducted; recruiters then review the resumes, responses, scores, and any abnormal findings.
5. After the appointment is confirmed, the documents are sent and electronic signatures are obtained; the candidate’s onboarding is then facilitated through checklists, training, and account setup.
6. After employees join, the modules for working hours, costs, salaries, performance evaluation, and analysis are activated, and labor, tax, and privacy requirements are verified based on the region.

Prices and packages

The core platform offers a 30-day trial period, and it is possible to upgrade, downgrade, or cancel the service; the actual time when these changes take effect may be immediately or at the end of the current billing cycle – in any case, the account billing page and the sales agreement shall prevail.

The 30-day guarantee for customized Agents provides free reconstruction or adjustment in the event that the specified metrics are not met; it is not a refund guarantee. The specific conditions for refunds have not yet been made public.

Platform support and expansion

Browser extensions require a valid Autonoms account, the address of the Agent instance, and a security token to view or search for information, send connection invitations, and follow up on messages; users must also comply with the automation rules of the target platform.

API, SDK, and open-source status

• Custom projects can be connected to third-party systems that have interfaces, and white-labeling as well as integration services are available; however, no developer documentation, general APIs, or official SDKs for the public have been released yet.
• There is no confirmation yet regarding an officially maintained GitHub repository or an open-source license for the product; the Loubby platform and the Autonoms service should be considered proprietary software.
• The existence of browser extensions does not imply that the main product, the Agent code, or the SDK are open source; companies should specify in the contract the scope of interfaces, data fields, rates, support options, and exit strategies.

Privacy, security, and content rights

• The platform may handle names, contact information, resumes, work experience, assessment results, video and audio recordings of interviews, prompts, files, transcriptions, device logs, and billing information; the full bank account numbers are processed by the payment processor.
• By default, customer data from paid workspaces is not used to train the underlying models, unless explicitly permitted by the contract or product settings; aggregated or anonymized statistical data may be used to improve the services.
• TLS is used for transmission, while static encryption is employed for the storage and backup of primary data. Controls such as MFA, principle of least privilege, role-based access, vulnerability scanning, penetration testing, log monitoring, and backup restoration are also implemented.
• As of August 2025, Loubby has not yet obtained SOC 2 certification and is currently in the phase of conducting gap analysis and making preparations; companies should not equate aligning themselves with this framework with having obtained independent certification.
• Data is retained for business, legal, and dispute resolution purposes; it is deleted upon expiration or at the request of a verified deletion request, or is anonymized in an irreversible manner. Some security audit logs and rotated backups may be kept for a limited period of time.
• Enabling third-party integration means that the data will be handled by those service providers; administrators should review the sub-processors, mechanisms for cross-border data transfer, where the data will be stored, the options for deleting it, and the terms imposed by third parties.
• The data protection document still contains unfinished placeholders for the controller’s address, representatives’ names, and the DPO’s name, as well as a list of actions that need to be carried out; before making a purchase, the company should request a signed data processing agreement, a list of sub-processors, information regarding the retention period, and related security documents.
• The content uploaded by users grants the platform the permission to use, copy, modify, publish, and distribute it for the purpose of providing services; however, the employers must still ensure that there is a legal basis for collecting and using resumes, interview materials, and job-related information.

Suitable for users and typical use cases

• Growing companies that need to integrate job posting, screening, interviews, hiring, and onboarding within the same system.
• Teams that are looking to hire remote talent from Africa and need a talent pool, interview tools, as well as tools for managing employees across different regions.
• Recruitment agencies that manage multiple client positions, communicate with candidates, and handle the recruitment process as a whole.
• Companies that wish to develop specific AI Agents for sales, operations, or recruitment processes, and that require clear definitions of task boundaries as well as appropriate system permissions.

Advantages and usage limitations

• The advantage lies in the fact that benefits extend from the candidate stage to onboarding and employee management, with Jabari, Dara, scoring tools, and collaboration tools all being integrated into the same recruitment process.
• The price of the core package is not disclosed; salaries and compliance capabilities in various regions also need to be confirmed on a case-by-case basis for each target country, as outlined in the presentations and contracts.
• AI-based screening, resume analysis, and interview insights may contain biases or errors; therefore, human decisions, appeal processes, and audit records must be kept.
• The public APIs, SDKs, options for where data is stored, the specific retention periods, rules regarding refunds, and the native mobile applications have not all been made publicly available.

Summary

Loubby AI is suitable for companies that wish to streamline both recruitment processes and the management of remote teams; Dara, Jabari, along with talent pools and employee management tools, form a comprehensive set of solutions for handling human resources.

Before making a purchase, it is essential to verify the area coverage, actual pricing, oversight of AI-driven decisions, expansion capabilities, as well as any unfinished tasks in the data processing documents, before deciding whether to use it for official recruitment purposes.