AI-assisted candidate screening, inbound applicant triage and evaluation, fit scoring, shortlisting, and asynchronous pre-screening

Today I’m excited to announce we’re officially launching Arbi.

For the last 18 months, Neuroscale AI has been building the most advanced AI recruiting platform, designed to fill your toughest roles.

With Arbi, you can:

• Source globally with autonomous agents & natural language that’s built to understand you, and learn from you.
• Evaluate thousands of profiles in seconds with explainable citations and references.
• Create personalized outreach sequences with full automation across email & social.
• Interview thousands of candidates with human precision & a new paradigm of quality.

Recruiting will always be uniquely human, so let Arbi take care of the rest.

In the next 4 weeks we’re shipping technical interviews, instant background checks, citizenship visibility, visa statuses, fraud prevention, inbound recruiting, and that’s not even half of it.

Arbi isn’t another sourcing tool wrapper pretending to be a talent solution. And we’re not a glorified AI interview notetaker with people search strapped on.

Arbi has benchmarked 93% matching accuracy. Our sourcing sweeps competitors who’ve raised 1000x what we have, and still continue to ship a half baked point solution.

Juicebox: 77%. Metaview: Doesn't matter, takes ages to find one profile.

We did this with a fraction of their funding. Which either means they built it wrong, or we built it better. It’s probably both.

A sourcing tool is not a recruiting platform. A notetaker that takes 15 minutes to give you a list of candidates, is not a recruiting platform.

Hiring that’s left in the hands of fractional recruiting tools is not hiring. It’s guesswork.

And as you’re reading this, you’ve probably come to the realization that you have no reason to take my word for it.

So just try it yourself for free at https://neuroscale.ai to start hiring on autopilot.

P.S. Tag a friend and i’ll send 50% off your first month*

STOP talking that AI will replace recruiters.
Every few weeks someone sends me an article about AI replacing recruiters. I read them, and then I go back to work - because the job hasn’t gotten smaller.
Here’s what changed. AI tools now do the part of recruiting that was always mechanical: scanning thousands of profiles, matching keywords, flagging candidates who technically fit a job description. I use these tools every day to map passive candidates . It’s faster than it’s ever been. Sourcing that used to take a week now takes an afternoon.
But sourcing was never the hard part. It was just the visible part.
A recent search for an Operational Director in China made that clear. On paper, it looked like exactly the kind of role AI tools should crack open - a defined function, a specific market, a searchable skill set. I ran every tool I had. And the honest truth is: it barely moved the needle. The strongest candidate in that search didn’t come from an algorithm surfacing a hidden profile - he came from a referral inside my network, someone who’d worked alongside him and could vouch for how he actually operates under pressure, not just what his title said. AI helped me organize the search. It didn’t do the search.
Here’s what AI still can’t do - and what actually determines whether a placement works:
It can’t read a room. A candidate’s CV can match every requirement on paper and still be wrong for a team that moves fast and argues openly, if that person needs structure and consensus to do their best work. That’s not a data problem. That’s years of pattern recognition about how people actually behave under pressure, not how they describe themselves in an interview.
It can’t sense hesitation before it becomes a “no.” The best candidates rarely reject an offer outright. They go quiet. They ask a question that sounds administrative but isn’t. A tool sees an open pipeline. A recruiter who’s done this for years hears the shift and picks up the phone before the silence becomes final.
So no - AI hasn’t replaced recruiters. What it’s done is remove the cover that recruiting used to hide behind. When sourcing was slow and manual, being “busy” looked like being effective. Now that the mechanical part is fast, what’s left is the part that was always the actual job: judgment, timing, and the ability to manage people through the most unstable moment in their professional life — the decision to leave one employer for another.
That’s not a prompt. That’s the work.

I experienced AI hiring as a candidate. Today, I use it as a Recruiter. 🤝 AI has come full circle.

A few years ago, when I was in #Australia, almost every job I applied for had something in common.

Before I ever spoke to an #HR, I had to record my answers to a set of screening questions. There were no scheduling hassles. No endless back-and-forth. Just me, a camera, and an opportunity to present myself.

Only after performing well in that AI-powered screening did I receive a call from the recruiter.

Back then, I thought,
"This is the future of hiring."

Fast forward to today...

As a Recruiter at DigiMantra, I realised something exciting.

👉 While I was experiencing AI-first hiring in Australia, DigiMantra was already building the future in India through VeriHire.

And now, I get to experience it from the other side of the table.

With VeriHire, recruiters can:
✅ Screen candidates asynchronously through structured video interviews.
✅ Let AI analyse communication, behavioural competencies, personality traits, and problem-solving abilities.
✅ Rank candidates objectively with AI-powered insights.
✅ Save hours of repetitive screening while creating a consistent and fair hiring experience.

The biggest lesson I've learned?

AI isn't here to replace Recruiters. It's here to remove repetitive work so we can spend more time connecting with the right people.

Whether you're an HR professional, Talent Acquisition leader, Founder, or Hiring Manager...

The question is no longer "Should we use #AI?"

The real question is:
"How long can we afford not to?" 🚀

If you're looking to make your hiring faster, smarter, and more data-driven, it's worth exploring VeriHire.
https://verihire.ai/

Surbhi Saraswati Rahat Dadwal Muskan Pandita

#Hiring #Recruitment #TalentAcquisition #HumanResources #HRTech #ArtificialIntelligence #FutureOfWork #FutureOfHiring #Leadership #Innovation #Business #EmployerBranding #WorkplaceInnovation #VeriHire #DigiMantra

Washington, DC — May 24, 2026 — HiredAI today announced the general availability of Cortex, an automation layer built into its recruiting platform that handles two of the most time-consuming functions in modern hiring — inbound applicant triage and outbound candidate sourcing — without requiring recruiters to babysit either one.

Cortex is now live for all HiredAI customers at app.hiredaiapp.com/cortex, with no separate purchase required.

GoodTime has released Cori, a proactive digital teammate that takes action to keep hiring moving, from first touch to final interview.

Do I use AI? Yep. And honestly? It's made me a way better recruiter.

Let me break it down.

Last week I was sourcing for a millwright role at a manufacturing client. Ten years ago, that meant hours of digging, calls, and crossed fingers. Now? AI helps me screen faster, find the right candidates (not just the loudest resumes), and craft outreach that actually sounds like me. Not a robot blasting 200 people with "Hi {{FirstName}}."

Here's where it gets good though......

I use AI to dig deep into my clients, their culture, their projects, what their shop floor actually looks like, what kind of person thrives there. Pair that with my own background in skilled trades and engineering, and I can tell within a conversation whether someone's going to fit or flame out.

That's not AI doing my job. That's AI handing me a magnifying glass.

The human part? Still 100% me.
The gut feel on a call. The "this candidate's going to crush it" instinct. The trust I've built with clients over years. None of that comes from a prompt.

AI isn't replacing recruiters. It's outputting my role x10, if you know how to use it.

The ones who lean in are going to eat. The ones who don't… well.

AI tools are not replacing recruiters. They’re replacing bad recruiters.

I use AI every day in my process.

For:

✔ Initial CV screening patterns
✔ Job description optimisation
✔ Interview question generation
✔ Market salary data synthesis

Not for:

✘ Deciding if a person is right for a team
✘ Reading between the lines of a candidate’s career story
✘ Managing a hiring manager’s expectations
✘ Negotiating an offer that both sides feel good about

The recruiters panicking about AI are the ones whose entire value was in admin.

The recruiters thriving right now are the ones whose value was always in judgment, relationships, and insight.

And if you’re a hiring manager — are you working with a recruiter or a CV forwarding service?

Today, we’re introducing SeekOut Sam: our AI-powered screening and inbound evaluation solution! 🚀

Sam helps recruiting teams evaluate applicants against role-specific criteria, invite candidates into structured AI-led screens, and review summaries, transcripts, scores, and supporting evidence before the first live conversation.

The result is a more consistent way to understand who should move forward, without asking recruiters to spend hours reviewing every resume or scheduling first-round calls that may not lead anywhere.

With SeekOut Sam, teams can:
– Evaluate inbound applicants with explainable AI insights
– Screen candidates asynchronously
– Compare resume claims with screening responses
– Keep recruiters and hiring teams in control of every decision
– Focus live conversations on candidates with stronger signal

Sam can be used as a standalone solution for inbound applicant evaluation and screening, or bundled with SeekOut Recruit for teams that want sourcing, talent rediscovery, inbound evaluation, and screening in one broader workflow.

Read the full launch post to learn more: https://lnkd.in/eXDxTX2b

Most recruiters are using AI wrong. Heck, I was using AI wrong in the beginning. They treat it like Google.

“Write me a job description.”
“Summarize this resume.”
“Draft an email.”

That’s not where the value is.
The real shift in thinking is this...
AI is not a tool but it’s a workflow layer.

Here’s what that looks like in practice...

Before AI:
1) Open req
2) Write JD from scratch
3) Manually screen 50 resumes
4) Start sourcing

After AI:
1) AI drafts the JD from intake notes
2) AI summarizes and ranks applicants against non-negotiables on the req
3) AI generates search strings
4) Recruiter focuses on decisions, not typing

Same job. Completely different leverage.

The teams who will be the most efficient won’t be the ones “using AI.”

They’ll be the ones redesigning their workflow around it. This doesn't need to be scary. It's actually super cool.

Amazon Connect Talent is now available in Preview, giving talent acquisition leaders an AI-powered hiring solution that accelerates candidate selection at scale. Informed by decades of Amazon's hiring science, Amazon Connect Talent uses AI agents to conduct structured voice interviews, administer science-backed assessments, and score candidates consistently — freeing recruiters to focus on strategic decisions. Candidates interview 24/7 from any device. Recruiters review scores, transcripts, and detailed candidate evaluations generated by their AI teammate — empowering them to make faster hiring decisions with consistent objectivity.

Preview capabilities include AI-driven skills assessments, AI-led voice interviews with adaptive questioning, a brand-customizable mobile-first candidate portal, a comprehensive recruiter dashboard, system admin onboarding tools, and Applicant Tracking System (ATS) integrations for quick deployment. Amazon Connect Talent scales to handle hiring surges, evaluating hundreds of candidates simultaneously.