There is no doubt, the future of recruiting and sourcing will be embedded in artificial intelligence (AI). We are sure by now you have seen several of the new artificial intelligence recruiting tools out there. But, to be clear, we are not dealing with true AI as much as we are dealing with machine learning. Artificial intelligence occurs when computers can actually think and make decisions on their own. Machine learning is a way to try to achieve Artifical Intelligence.

Is it AI or Machine Learning?

Think of it like this. Machine learning is what allows Google to determine that you have spam in your Gmail inbox. Based on particular phrases and sentence structure, Gmail has ‘learned’ that you probably don’t know a Nigerian prince who has one million dollars that he wants to give you. That is machine learning. If Gmail used true artificial intelligence, it would recognize that there is a potential crime occurring, track who was sending out emails trying to extract money and report it to the police. But we are using the term AI because they call themselves an AI tool. (Whatever.)

The End of Bias.

That being said, there are companies reporting to have artificial intelligence recruiting tools that will make your life easier. Some help with scheduling interviews and booking meeting rooms. Others actually ‘interview’ candidates through the use of chatbots or find candidates in your applicant tracking system (ATS) that you may have missed. What freaks me out, is that many (if not all) claim to eliminate bias altogether. And we are calling bullshit. Computers can actually become biased. As detailed in The D!gitalist, an SAP publication in an article titled, “How AI Can End Bias:”


…the algorithms that drive AI don’t reveal pure, objective truth just because they’re mathematical. Humans must tell AI what they consider suitable, teach it which information is relevant, and indicate that the outcomes they consider best—ethically, legally, and, of course, financially—are those that are free from bias, conscious or otherwise. That’s the only way AI can help us create systems that are fair, more productive, and ultimately better for both business and the broader society.


Consequently, there are some new artificial intelligence recruiting tools that we are looking at. We think you should be looking at them too.

artificial intelligence recruiting tools Mya

Mya, which stands for “My Recruiting Assistant”  is a chatbot recruiting assistant. It communicates with candidates via email, Skype or text.  It isn’t going to go all rouge on you – it is a customizable product. If Mya doesn’t know the answer, it responds with an “I’ll find out and get back to you” message. Basically, it will do the initial candidate screen for you. It then looks at all the potential candidates and ranks them for you. If you decide to pass on a candidate, Mya will reject them for you. Currently, Mya is in private beta, but you can click here to join in the fun.



Arya uses proprietary A.I. technology that goes far beyond Boolean Search and applies multi-layered, deep learning algorithms to analyze recruiter behavior patterns, company DNA, and internal data. Over time, it will get smarter and use its own intelligence combined with her machine learning capabilities to learn detailed information about each candidate. Using a process and templates that you select, Arya will automatically communicate and engage with candidates and continue to move them through the various stages of the recruiting pipeline.



artificial intelligence recruiting tools Olivia

Made by Recruiting.Ai, Olivia is another  “Recruiting Assistant.” Similar to Mya, Olivia will start a conversation with those showing interest in a position. What makes it different is that the candidate doesn’t have to apply for the job.

“We’ve talked to thousands of job seekers, and they’re tired of long job applications, tedious forms, broken mobile experiences, and never hearing back from employers. Olivia is able to create a better candidate experience, and at the same time improve candidate capture and conversion,” said Stephen Ost, Head of Product for Recruiting.Ai. Click here to find out more about Olivia.



Pomato (pronounced PO Mah -Toe) is a tool specifically to find IT talent. It has been built and trained by developers and technical hiring managers to perform over 200,000 computations on a candidate’s resume. Next, you will get a visual picture of your candidate to determine whether or not they will be a good fit. From there, you can create custom interview questions based on your job specs. Get a demo of Pomato by clicking here. You can also try it for free.

RAI by HiringSolved

Launching first to TalentFeed plus users, Rai, which stands for Recruiting Artificial Intelligence, is an AI interface to help search HiringSolved’s database as well as your current ATS. “We’re building Siri for recruiting and in effect, introducing the recruiting process of tomorrow,” said Shon Burton, founder, and CEO of HiringSolved. “RAI reduces the level of manual labor involved in recruiting by automating many of the steps required to find and initially contact candidates. Like a chatbot, RAI is conversational, possessing the ability to have similar discussions that a human recruiter has with a hiring manager. This technology The Rai AI technology eventually will be able to be used for all aspects of hiring from sourcing to onboarding. Click here to get early access to Rai.


By Jackye Clayton

Jackye is an acclaimed thought leader and inspirational speaker on recruiting and DEIB topics. She brings years of experience recruiting across a variety of industries including tech, HR, legal, and finance. In her role as VP of Talent Acquisition and DEIB, she leads all related work at Textio, provides critical expertise to customers, and serves as a leading voice in the products Textio creates for the broader ecosystem. Jackye has been named one of the 9 Powerful Women in Business You Should Know by SDHR Consulting, one of the 15 Women in HR Tech to Follow by VidCruiter, and is on the Top 100 list of Human Resources Influencers by Human Resource Executive Magazine.