BrightHire
Interview intelligence and AI-supported screening for recruiting teams.
AI-native recruiting firms & hiring software
Candidate sourcing, assessment and recruiting services. Explore selected firms and platforms, their delivery models and official sources.
Recrew
A recruiting partner combining recruiters with AI-supported sourcing and screening.
Prism
End-to-end recruiting through screening and candidate sourcing.
Borderless AI
AI-enabled employer-of-record, international hiring and payroll services.
Paradox
Conversational recruiting software for candidate communication and hiring coordination.
Jack & Jill
AI-led recruiting connecting candidates with hiring companies.
Talma AI
An AI-native recruitment agency delivering candidates with recruiter validation.
Humanly
An AI recruiting platform built for high-volume and frontline hiring.
Juicebox
AI recruiting agents connecting intake, talent search and outreach.
Contrario
Recruiting services combining AI workflows with a talent network.
Dex
AI recruiting that matches software engineers with vetted technology-company roles.
Perfectly
An AI-native recruiting agency for startup hiring.
Metaview
An agentic recruiting platform spanning sourcing through interviews.
Nexiu
Agentic recruiting for high-volume operational and frontline hiring.
SeekOut
Agentic recruiting for candidate sourcing, evaluation and engagement.
Eightfold AI
Agentic talent intelligence for hiring, employee development and workforce planning.
Findem
AI people intelligence and agents for talent acquisition and executive search.
What does AI-native mean in recruiting & talent?
In recruiting & talent, an AI-native firm makes AI central to how it delivers the work. A service firm takes on delivery for you; a software company provides tools your team uses. The distinction matters when comparing scope, human involvement, and responsibility.
Y Combinator’s service-company thesis describes the wider shift toward businesses that use AI to perform work for customers. This index brings those firms together with relevant software, with sources and delivery models kept explicit.
Read Y Combinator’s thesisFAQ
Does the service cover sourcing, screening or placement?
Check each stage separately. Candidate discovery, outreach, assessment, interview coordination and placement may sit with different teams or tools.
What should I ask about candidate coverage?
Confirm role families, seniority, candidate locations, screening criteria and the people responsible for hiring decisions. Ask how fees, replacement terms and candidate-data access work.
How do I use these profiles to make a shortlist?
Start with the delivery model and services, then compare company details, named examples and source links. Profiles describe published information; confirm current scope, availability and commercial terms directly with the company.