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How to Choose Your Recruiter Assistant

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Automated recruiter assistants are a hot topic in staffing and talent acquisition. They promise to make recruiters’ jobs easier through the replication of highly repetitive processes such as conversation, candidate evaluation, and scheduling.

The benefits of these assistants are easy to understand (increased efficiency, higher ROI) but choosing one can be a challenge. With an increasingly large pool to choose from, who should you choose to be your recruiter assistant?

How to Evaluate Your Business Needs

To start, ask yourself some of the following questions:

What business challenge(s) will this technology cater to?

Consider key challenges such as candidate engagement, candidate re-engagement, or recruiter efficiency (sourcing, evaluation, matching, etc.)

How will I measure performance using this technology? What are the metrics that I care about?

Consider metrics like the number of candidates re-engaged, contractor retention, or candidate satisfaction rating.

Will the product allow for ongoing improvement and does it allow for customization?

Consider some of your long-term goals, and determine where and how the assistant might fit in.

As the primary focus of recruiter assistant technologies is engagement, re-engagement, and overall efficiency, make sure to evaluate your business from each of those perspectives.

Find the Assistant That’s Right for Your Business

After evaluating your business’ unique challenges and inefficiencies, desired metrics, and long-term goals, take a look at your options. Each of the following solutions offers something a little bit different, and I’ve only highlighted a handful of the assistants out there.

  • Wade & Wendy – the 24/7, 2-in-1 assistant.

First, meet Wendy, “your team’s newest recruiter”. Recruiters can create assignments for Wendy to engage passive candidates, screen active candidates, and automatically coordinate next steps with qualified candidates. Wendy claims to increase qualified talent by 20 percent, and 80 percent of Wendy-recommended talent receives per interview.

Next, meet Wade, your team’s “personalized Career Advisor”. Wade grows with candidates and their professional goals, and helps them to find opportunities based on their unique experiences, skills, and interests.

  • AllyO – the full-cycle recruiting assistant.

AllyO adds value and customization to recruiter workflows through automation, without completely taking away old school forms of personalized, one-on-one outreach. Plus, it has extended functionalities like calendar integration and scheduling.

If a recruiter wants to check in with a contractor, AllyO allows the recruiter to pulse check on an individual basis through text, web chat, text-based pulse surveys, and maintain constant engagement with those contractors.

  • Mya – the highly personalized conversational AI assistant.

Mya builds trust and candidate engagement at every stage of the recruiting cycle through real, dynamic conversations. Use Mya for sourcing and reactivation, career site engagement, screening & shortlisting, scheduling & coordination, onboarding & retention, and mobility & redeployment.

The solution claims to increase funnel conversion by 2.5x, and recruiter productivity by 144%. Mya is system-agnostic, easy to plug-and-play, and hyper-focused on conversational recruiting and high-touch engagement.

  • Paradox Olivia – the assistant that scales.

Olivia is “inspired by the paradoxical concept that AI can actually make experiences more human.” This solution offers scalability and efficiency, without a loss of personal touch.

Olivia connects with candidates, schedules interviews, answers candidate questions, and supports high-volume-hiring. This solution will allow recruiters to step back from some of the most mundane, repetitive tasks and aspects of their jobs, and focus on human connection and engagement.

  • Hiretual – the pipelining assistant.

Hiretual’s AI-powered pipelining assistant sources across 30+ platforms and 700M professional profiles to consolidate your passive candidate pool. It was named the 2018 Product of the Year for Recruiting and HR and is trusted by Fortune 500 talent acquisition teams and over 100,000 recruiters.

Hiretual is incredibly comprehensive. It includes a far-reaching pipelining assistant, candidate profile refresh (using their open source mechanism), simple candidate rediscovery, an exceptional contact finding tool, multiple integration partners, a Chrome extension, and much more.

Other Solid Recruiter Assistants to Consider

Here are a couple of additional assistants to keep an eye on. You won’t find them on every list, but their offerings are worth highlighting.

  • – the global assistant. attracts candidates from over 500 sources, supports 103 different languages, and boasts a 99.3% candidate satisfaction rate. They are compatible across staffing, technology, retail, restaurants, and healthcare. If you’re looking for something highly customizable, check out XOR.

  • – the shortlisting assistant.

Karen is one of the few recruiter assistants that claims to rank and assess candidates by matching team personality & culture fit, keywords, and other insights. If you’re looking for a solution focused on high volume applicant submissions, Karen might be worth considering.

The field of recruiter assistants is impressive, and an exciting one to watch. If you’re able to match the needs of your business with the right recruiter assistant, you could be seeing major benefits in no time.


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