hiringagents

What is HiringAgents.ai?

HiringAgents.ai is a recruitment service and software platform driven by AI agents. It combines functions such as screening incoming applications, video introductions, following up with candidates, proactive outreach, and ATS synchronization to offer services similar to those of traditional recruitment agencies.

The platform features two core intelligent agents: Holly is responsible for handling the recruitment process on behalf of companies, while Hunter is tasked with identifying potential candidates and facilitating meetings between them. A mutual consent mechanism is employed before any introduction takes place between candidates and companies, thereby reducing the transmission of unverified resumes.

How do Holly and Hunter divide the tasks?

Core functions

• AI-powered recruitment page: Presents job positions through a conversational approach and collects application information.
• Applicant screening: Analyze incoming candidates based on job requirements.
• AI interview: Complete the initial set of questions and the preliminary assessment of the candidate.
• Video introduction: Use short videos to complement the resume and written content.
• Candidate follow-up: Maintain communication throughout the process via email and phone.
• Proactive outreach: Continuously searching for passive talents who have not applied on their own.
• ATS synchronization: Writes profiles, analyses, and status information into the existing recruitment system.
• Report: Statistical processing volume, number of candidates shortlisted, number of interviews, and response time.

Free inbound recruitment tool

Companies can use the AI tools designed for incoming applications free of charge; these tools include recruitment pages, screening functions, introduction videos, enhanced candidate profiles, and processing capabilities within ATS systems. Its business model focuses on offering introductions to candidates who are actively sought out, in situations where there is a shortage of applicants.

• Create a conversational corporate recruitment page.
• Handle job application submissions coming from the job listing page.
• AI screening and preliminary analysis of candidates are carried out.
• Collect resumes and video introductions.
• Sync candidate information to the existing ATS.
• Continue to follow up with candidates who have not completed the steps.

Proactive talent sourcing

When a company needs to recruit candidates who have not applied on their own, Hunter will search for them externally, get in touch with them, and conduct an initial screening. The company does not pay based on the number of searches or available positions, but rather on the number of candidates who meet the requirements and progress to the next stage of the process.

• Search for talent based on the mandatory requirements and preferences of the position.
• Carry out outreach through email, LinkedIn, and other means.
• Verify whether the candidate is interested in learning more about the position.
• Collect and analyze resumes, work experience, and job application motivations.
• Provide candidate videos and matching explanations.
• A formal introduction will take place only after both parties agree.

AI screening and video introduction

The platform emphasizes that, in an environment where AI can generate perfect cover letters, it is not sufficient to rely solely on written materials. Short videos are used to assess a candidate’s communication skills, motivations, and authenticity, but they should not be used to infer personal traits that are unrelated to the job.

• Evaluate experience and skills based on clear job requirements.
• Use consistency questions for the initial screening.
• Replace the traditional cover letter with a personal video of about 60 seconds.
• Provide the recruitment manager with a portfolio consisting of a resume, analyses, and videos.
• Have human recruiters review the AI’s conclusions and edge cases.

Candidate-side experience

• Search for open positions and save personal preferences.
• Upload your resume to create a job application profile.
• Let Hunter look for opportunities based on skills, location, and goals.
• Complete the conversations and video introductions in your own time.
• Decide whether to meet with a specific company.
• A formal introduction takes place only with mutual consent.

ATS integration

HiringAgents.ai is designed to function as an additional layer for recruitment on top of existing ATS systems, without requiring companies to replace their record-keeping systems. The official website states that it supports integration with over 40 different ATS systems, and it enables the synchronization of candidate records and process outcomes with the systems already in use by the recruitment team.

• Read open positions and recruitment requirements from ATS.
• Write the new applications and candidate searches back to ATS.
• Synchronize resume, analysis, video, and communication statuses.
• Continue to schedule and record interviews as part of the existing recruitment process.
• Reduce the cost for recruiters in learning new independent systems.

How to start recruiting for a company

1. Register for a free corporate account or schedule a product demonstration.
2. Connect to ATS and select an actual open position.
3. Define the mandatory requirements, priority criteria, and explicit exclusions.
4. Check the AI recruitment page, the filtering criteria, and the information provided about candidates.
5. Let Holly handle the incoming applications for this position first.
6. Randomly check whether the results of AI analysis, video reviews, and manual interviews are consistent.
7. Purchase or activate recruitment Credits only when external talent is needed.
8. Continuously adjust the screening and introduction criteria based on quality feedback.

How to use Hunter to look for jobs

1. Create a candidate account and upload the latest resume.
2. Set preferences for position, industry, location, salary, and working style.
3. Verify Hunter’s understanding of his personal experiences and goals.
4. Browse for matching positions and exclude those that are clearly unsuitable.
5. Complete the supplementary questions or video introduction as required.
6. Decide whether to accept the introduction after learning about the company, the position, and the processes.
7. Before the interview, verify for yourself the authenticity of the hiring organization and the position.
8. Update your job search status promptly to avoid unnecessary follow-ups.

Which users are it suitable for

• Recruitment teams that face a high volume of incoming applications and considerable pressure due to manual screening.
• Small businesses that occasionally need to proactively seek out professionals.
• Growing companies that are constantly hiring and want to pay based on the results of interviews.
• Organizations that wish to retain their existing ATS systems while adding AI capabilities.
• Recruitment managers who need candidate videos and structured profiles.
• Job seekers who wish to receive free career counseling and job recommendations.

Typical use cases

• Select qualified candidates from hundreds of incoming applications.
• It involves seeking passive candidates who have not applied on their own for difficult-to-fill positions.
• Use video introductions as a substitute for AI-generated cover letters with low quality.
• Automatically follow up with candidates who have not completed the application or video steps.
• Synchronize candidate profiles and screening results directly to ATS.
• Allow job seekers to receive future job matches based on their preferences.
• Companies with high recruitment needs adopt customized credit and enterprise security solutions.

Product advantages

• The main AI tools for the inbound application funnel are provided free of charge.
• Proactive candidate sourcing is billed based on the number of candidates presented for interviews, with the cost tied to the outcomes.
• Holly and Hunter represent the company and the candidate respectively, with clear roles assigned to each.
• Introduction is carried out only after mutual consent, thereby reducing the risk of candidates forwarding content passively.
• The combination of videos, resumes, and AI analysis provides more information than a resume alone.
• It can operate within the existing ATS, reducing system switching.
• Supports 24/7 filtering, follow-up, and outreach.

Usage restrictions

• A fee of $149 to $199 is charged each time a candidate is introduced, but this does not guarantee employment.
• AI scoring may amplify biases in job requirements or historical data.
• Video introductions increase the risks to candidates’ privacy, accessibility, and discrimination.
• The official website does not disclose the complete models, scoring weights, or validation reports.
• A 48-hour refund requires feedback on quality; failing to do so within this time frame may result in the loss of the right to a refund.
• Free inbound tools still require ATS integration, rule setting, and manual review.
• The sources for passive talent sourcing, permission for making contacts, and regional regulations need to be confirmed.
• The 48-hour shortlist provided by the platform is a summary of the products, and it does not represent a guarantee for all positions.

Packages and prices

How is Credit calculated?

A Credit represents one candidate who is ready for an interview and meets the requirements, referred for a specific position. It is not related to the number of times a resume is viewed, the number of searches performed, or the cost associated with a successful hiring.

• Fees are charged only to those who are actively approached by the platform and undergo the introduction process.
• Companies can handle their incoming applications for free.
• Each Credit corresponds to a candidate eligible for an interview for a specific position.
• Companies can view their Credits and usage in their account.
• If the quality does not meet the standards, you can provide feedback within 48 hours and request a full refund of the Credit.
• Growth and Business can achieve lower unit prices by increasing volume.

Cost comparison

The official website compares the 20% to 30% recruitment fee charged by traditional agencies with the cost based on interview credits, but the responsibilities associated with each of these amounts are not exactly the same. When making a purchase decision, it is necessary to consider the total cost from interview to employment, rather than focusing only on the price per introduction.

48-hour refund policy

• The refund is applicable to candidates named Credit, who are considered not to meet the quality requirements.
• Enterprises need to submit their requests within 48 hours after the introduction.
• Specific quality feedback is required when applying.
• Refunds do not mean that any unsuitable candidate can be refunded indefinitely.
• The contract should specify the procedures for dealing with repeated candidates, those who do not attend interviews, and changes in job positions.

Fair recruitment and manual review

AI-based recruitment affects job opportunities, and incorrect screening can have a significant impact on candidates. Companies should use AI to assist in sorting applications and preparing relevant materials, rather than making final decisions to reject candidates automatically without any opportunity for explanation, appeal, or human review.

• Only standards directly related to the job’s requirements are used.
• Regularly compare the pass rates and adverse effects among different groups.
• Provide non-video or other reasonable accommodations for candidates with disabilities.
• Have the recruiters review candidates with low scores, those at the boundary values, and exceptional candidates.
• Explain to the candidates the stages in which AI is involved and the purposes for which the data is used.
• Provide channels for submitting corrections, requesting manual review, and opting out of automation.
• Sensitive characteristics must not be inferred from the face, voice, or background.

Tips for video interviews

• Specify in advance the purpose of recording, the retention period, and the individuals who will have access to it.
• Candidates are allowed to choose between text, phone, or live interview as alternatives.
• Do not judge ability based on image quality, background, accent, or device conditions.
• Ensure that the questions are in line with the job requirements and avoid asking sensitive questions.
• Limit video downloads and sharing across departments.
• After the recruitment process is complete, the unnecessary materials are deleted in accordance with the relevant policies.

Safety and privacy

The official website states that corporate clients can receive SOC 2 compliance assurances, and the service offers GDPR compliance, role-based permissions, audit logs, data residency controls, PII minimization, SAML SSO, and SCIM. The specific scope of certification, data locations, and contractual commitments need to be verified at the time of purchase.

• Confirm which candidate fields are transmitted between ATS and HiringAgents.
• Set the minimum required retention period for resumes, analyses, and videos.
• Limit access to candidate information based on the recruitment role.
• Enable single sign-on, deactivation upon departure, and audit logs.
• Verify the model provider, sub-processors, and cross-border data pathways.
• Establish procedures for candidates to access, correct, delete, and withdraw their consent.

GitHub, APIs, and open-source status

As of this verification, no official GitHub organization, open-source recruitment agents, scoring codes, or model weights confirmed by the HiringAgents.ai website were found. The other hiring-agent repositories listed in the search results are separate projects and cannot be considered as part of this platform’s source code.

Basic information

Recommendation score

4.3 / 5. HiringAgents.ai is suitable for companies that wish to improve the efficiency of their candidate screening process for free, and that want to engage in active recruitment by purchasing access to candidates who are eligible for interviews; however, AI-based screening and video assessments have a significant impact on recruitment decisions, so they must be supplemented by manual verification, fairness checks, and mechanisms to protect candidates’ rights.

Frequently Asked Questions

What does HiringAgents.ai do primarily?

It uses Holly and Hunter to handle application screening, video introductions, candidate follow-up, proactive outreach, and ATS synchronization.

Can companies use it for free?

The AI recruitment page, inbound screening, video profiles, and ATS integration can be used for free; active candidate sourcing is charged on a credit basis.

What is a Credit?

One Credit represents a qualified candidate who is suitable for a particular position and ready to attend an interview.

How much are Starter and Growth?

The Starter plan costs 199 dollars per credit, the Growth plan costs 149 dollars per credit; the Business plan is priced based on usage.

Can I get a refund if I’m not satisfied with the candidate?

Quality feedback can be provided within 48 hours after the introduction, and a request for a credit refund can be made; the specific eligibility criteria are determined by the account details and the terms of the contract.

Do candidates have to pay using Hunter?

The official website describes the professional services for candidates as being free, while charging fees for introducing candidates who are approached by companies for interviews.

Will it replace corporate ATS?

No, the focus of the product is on integrating with existing ATS systems in order to synchronize job listings, candidate profiles, and process statuses.

Is a video introduction mandatory?

The platform emphasizes that video is an important indicator, but companies should provide reasonable alternatives for candidates who are unable or unwilling to record videos.

Does HiringAgents.ai offer a public API?

As of this verification, no public developer API documentation has been found; the main method of integration is through ATS.

Is HiringAgents.ai open source?

It is not open source, and no official GitHub account, model weights, or self-hosted version have been found on its official website.