Classet

There's a *lot* of bad AI in hiring right now. Tools that turn applicants into spreadsheet rows. Scores generated from information the candidate didn't provide. Chatbots that send you into a never-ending loop. One-way video interviews where candidates stare into a webcam avatar nodding at you nonstop, silently judging you. When we started Classet, we knew that wasn't the company we wanted to build. From day one, the question that drove us was how to make AI hiring actually a net positive for candidates. We hired over a million W2 employees through the journey of our last company (shoutout Bluecrew) and experienced the pain of trying to scale a workforce firsthand. We tried hundreds of different automation and engagement tools. That firsthand experience shaped how we built Joy. It shaped how we collect feedback. Every candidate who finishes an interview can rate it and leave their candid comments. Today we're publishing what 1,125 of those candidates, across 66 organizations, told us. Our first research report: The Candidate Side of AI Hiring. A few things we found: • 9 in 10 candidates rate their AI interview positively • The most common unprompted theme: "it felt like a real person" • Candidates describe AI interviewing as less stressful than a human interview, especially first-time interviewers and non-native English speakers • The opportunity for candidates to ask *their* questions, without judgment, or without the inherent time constraint of ‘I have 15 minutes to get this done because I have 50 phone screens to get through today’ is a massive advantage for the candidate • ~1% explicitly prefer a human recruiter (small, real, not going away) We also included the honest watchouts. We’re cognizant that the technology isn’t perfect or a fit every role or company, and it’s going to shape how we continue to improve. Five places AI interviewing still struggles, with fixes for each. 22 pages, free, no gate. Link in the comments.

When teams ask, “Where do we even start with AI?” the answer usually isn’t technology, it’s pain points. In this clip, Javier Llevada of StaffDNA makes a key point: AI creates real efficiency only when it’s applied where your operations actually need it. Not everywhere. Not all at once. Start with the bottlenecks, then scale from there. #AIRecruiting #TalentAcquisition #RecruitingInnovation #AIinHR #FutureOfWork #HealthcareHiring

"Will our candidates hate interviewing with AI?" It's the question every TA leader asks when evaluating AI interviewing. Most answers to it are guesses or responses to a TikTok video they watched on AI interviews. So we pulled 1,125 real candidate responses across 66 organizations to find out. What we learned, in short: • ~9 in 10 candidates rate their AI interview positively • ~2 in 3 give it the top mark on a four-point scale • ~1% explicitly prefer a human recruiter (small, real, not going away) The most counterintuitive finding: candidates describe AI interviewing as less stressful than a human interview. The pattern is strongest among first-time interviewers, nervous candidates, and non-native English speakers. We also included the honest watchouts. Pacing. Screen timeouts. Transcription accuracy. Five places AI interviewing still struggles, with fixes for each. The full report is free. 22 pages. Link in the comments.

Healthcare professionals don’t always have time to schedule a call during business hours, their availability happens in the margins, not the 9–5. In this clip, Javier Llevada of StaffDNA shares why voice AI matters: it lets candidates talk through their experience whenever they have a moment, and gives recruiters richer context to build on during the follow-up conversation. #AIRecruiting #HealthcareHiring #TalentAcquisition #RecruitingInnovation #CandidateExperience #AIinHR

Disruptions happen. There is no way around it. People get sick. Life events come up. Vacations and unexpected priorities happen. One of the best ways to reduce stress for recruiting teams and improve predictability for candidates and customers is to automate high volume screening and coordination so human time is focused where it adds the most value. #Recruiting #TalentAcquisition #HiringOperations #AIRecruiting #HRTech #FutureOfWork

"If you build it they will come..." Piloting an AI Recruiter on your team has never been easier. We ran the numbers in March. Median setup: 3 days. 44% of customers screened their first candidate same-day. We realize using AI in your process is daunting, so we try to help teams test out the waters with our Flex pilot plans first before hooking up to your ATS. You can "show" vs "tell" your team how it works which does wonders for addressing concerns. Your hiring managers don't get convinced by vendor demos. They get convinced when Joy schedules three qualified candidates before their Monday standup. Run the pilot on one hard-to-fill role. Let the results make the case.

Giving candidates the space to show up authentically in the application process not only improves engagement, but also helps recruiter–candidate conversations start in a more productive and meaningful place. #Hiring #Recruiting #TalentAcquisition #AIRecruiting #VoiceAI #HRTech #CandidateExperience

We asked applicants about their impressions after interviewing with an AI recruiter: The most common unprompted comment: "it felt like talking to a real person." 83% of candidates rated their AI phone screen Excellent or Good. We collected 30 days of post-interview feedback across hundreds of organizations. The narrative that candidates hate AI interviews isn't backed by data. It's backed by assumption. The real candidate experience problem? 40% abandon applications because they never heard back. No AI involved. Just silence. Read the full article in article in our newsletter. Part 2 coming soon! https://lnkd.in/ecshK4yP

Recruiting doesn’t happen just during business hours. In fact, more than half of your candidates are active when your office is closed. Only about 45% of job seekers submit applications during the standard weekday 9-to-5 window. The other 55% are applying during evenings, weekends, or irregular hours when recruiters are offline. If your hiring process requires manual scheduling or synchronous phone screens to move to the next step, you’re creating "silent windows" that stall your pipeline. To stay competitive, your hiring funnel needs to be as "always-on" as your candidates are. #RecruitmentInsights #HiringStrategy #FutureOfWork