The Best AI Volume Hiring Software for Recruiters

It’s no wonder recruiters often feel like they’re drowning in admin instead of focusing on candidates. Most recruiters have too many to-dos and not enough time.

That’s where Artificial Intelligence comes in. By taking on the repetitive, time-consuming work, AI frees recruiters to do what they do best: engage potential hires and deliver an exceptional candidate experience.

In this article, we’ll share our top five AI volume hiring platforms, so you can decide which fits your team. However, before you dive into tools, it’s essential first to understand where your own process slows down.

Understand your current hiring flow

Before you choose an AI recruiting software, take a moment to understand your current hiring process. You can do this by asking specific questions:

• How do you transition from an open role to a filled position?
• Where does your team lose the most time?
• Which tasks have the lowest ROI?
• Which activities require the least skill?

Once you map your recruitment process, you can optimize it with AI software to streamline – or even eliminate – certain tasks.

Crucial features of AI high-volume hiring software

Every hiring software is different. But all of the best ones have three crucial features: integration capabilities, customization options, and workflow automations.

Integration capabilities

Your AI recruitment platform should integrate with the tools you already use – especially your applicant tracking system (ATS) and human resources information system (HRIS). If it doesn't, your team will spend more time duplicating work than hiring.

Whether you use Greenhouse, Workable, or another ATS, make sure your AI recruiting tool plugs in seamlessly.

Ideally, the integration should automatically update your ATS candidate records, as well as enrich them with context from candidate interactions across channels – think phone calls, video interviews, or chat conversations.

This type of setup enables you not only to better evaluate applicants, but also to build a talent pool you can go back to when hiring for new roles.

Customization options

Recruiters need AI recruiting software that can adapt to brand voice, role type, and candidate expectations. This makes customization options non-negotiable.

Customization is particularly important when it comes to conversational AI tools, which use natural language processing technology to simulate human conversation.

Chatbots are a good example. Does your AI-powered hiring solution let you adjust chatbot interactions according to job specifics and company culture? Does it have multilingual capabilities that help your company to meet its diversity hiring goals? It should.

Workflow automations

Finally, your AI recruitment tool should take repetitive, low-value tasks off recruiters’ plates automatically. From transcribing interviews to scheduling interviews and sending reminders, automation keeps processes moving without manual effort.

The payoff? Recruiters spend less time chasing calendars, duplicating data, or writing the same follow-ups, and more time doing what actually matters: engaging and closing the right candidates.

Criteria for selecting the right software

Are you recruiting for a startup or an enterprise organization? Your answer will help you select the right AI-powered recruiting software. Here are a few other considerations to keep in mind:

Problem-solution fit

Does the software actually solve the challenges you face today? Many recruiting tools advertise advanced AI features, but not all of them will address your team’s specific pain points.

Start by mapping your biggest recruitment bottlenecks – whether it’s sourcing qualified candidates, screening efficiently, or speeding up scheduling. Then, evaluate how each platform tackles those issues in practice, not just in marketing claims.

If the tool doesn’t align with your recruitment priorities, you’ll end up paying for features you don’t use and still be stuck with the same problems. Look for a clear, measurable connection between the tool’s capabilities and the outcomes you want to achieve.

Vendor reputation

Does the company that makes the app have a good reputation in the marketplace? Do they understand the volume hiring space and its specific challenges?

Are they easy to work with? Do they update their solution on a regular basis to keep pace with competitors?

This is important because subpar vendor support leads to poor integrations that cause friction in the hiring process and slow fixes that harm productivity levels.

Platform flexibility

Will the app meet your unique recruitment needs – both now and in the future?

The best tools adapt to different hiring volumes and workflows. This allows for scalability, so you can work with small startups and large enterprises simultaneously.

Flexibility ensures your AI tool can adapt to different hiring volumes – from seasonal spikes to enterprise-scale campaigns – and various use cases.

User interface

Is the app user-friendly for recruiters? And if it’s candidate-facing – for example, through chat or phone call interactions – does it deliver a great experience to job seekers?

If the tool is hard for you to use, you’ll waste time and get frustrated. If the candidate experience is poor, they might quit halfway through the hiring process, and you’ll miss out on top talent. Neither situation is ideal, which is why you should avoid them.

If possible, request a free demo or sign up for a free trial to experience the tool for yourself before you buy.

Support and training

Does the vendor provide adequate support and training?

The company’s support team should be responsive and easy to work with. Said company should also offer numerous training resources to help you master the AI recruitment platform.

Every piece of software has a learning curve – even the user-friendly ones. Quality support and training shorten the learning curve so you can focus on what you do best, i.e., effective candidate sourcing, interviewing, and hiring for clients.

Product pricing

Last but not least, can you realistically afford the platform in question?

To find out, set ROI expectations: will this AI recruiting tool save my team hours? Or improve the candidate experience? Or reduce time-to-hire metrics?

If the answer is yes, you can probably afford it. If the answer is no, you should look at other solutions that will give you a greater return on your investment.

The best AI volume hiring software for recruiters

So, which AI-based volume hiring software is best for your recruiting team? We can’t answer that for you. But we can give you a detailed review of the five top platforms, including their key features.

1. Carv

Carv is the agentic AI recruitment platform that was specifically built for hiring at the enterprise level. It enables TA teams to eliminate recruiter admin work via AI-powered workflow automation, conversational AI, and talent rediscovery tools.

Carv’s top features:

• Generate AI-driven notes for all interviews, intake calls, and team meetings
• Automatically create on-brand job postings based on your intake meetings
• Use AI chat agents to handle all candidate interactions during prescreening
• Automate the interview scheduling process with top talent and save hours
• Enjoy AI-powered candidate matching to quickly match candidates to open roles
• Engage passive candidates via consistent outreach to keep your talent pool warm
• Update your ATS after every candidate interaction without manual data entry
• Integrate with top tools like Zoom, Teams, Greenhouse, Workable, Recruit CRM, and others

2. HireVue

HireVue is best known for its AI video interviewing and structured candidate assessment features – both of which minimize screening time. If you want to improve your staffing process via in-depth candidate data and machine learning technology, HireVue might be a good fit. Not every candidate enjoys the AI interview process, which could lead to higher-than-normal candidate dropoff.

HireVue’s top features:

• Schedule on-demand interviews to move beyond basic resume screening
• Enjoy interview templates to quickly design effective on-demand interviews
• Host virtual job tryouts to identify the best candidates and reduce turnover
• Create engaging, game-based assessments that lead to better hiring decisions
• Integrate with top apps like Workday, SAP, Greenhouse, and Oracle

3. Paradox

Looking to hire for many frontline roles at one time? Paradox uses powerful AI technology to facilitate candidate communication and scheduling to meet your hiring needs. As such, recruiters that specialize in frontline and/or hourly hiring – not enterprise scale hiring – should consider this solution to empower their teams.

Paradox’s top features:

• Allow candidates to apply for jobs via text or chat platforms like WhatsApp
• Build a high-conversion career site that includes employer branding
• Automatically capture candidate data and store it in personal candidate profiles
• Host virtual interviews on any device – no downloads or logins required
• Connect Paradox to popular job boards like LinkedIn, ZipRecruiter, and Indeed
• Integrate with ATS, HCM, and CRM tools like Workday, SAP, Oracle, and Salesforce

4. Fountain

Fountain specializes in hourly and gig-work recruitment thanks to powerful automation for talent sourcing, candidate screening, and new hire onboarding. If you happen to work for an in-house hiring team, you’ll also enjoy employee management and retention tools. Like Paradox, Fountain is best for recruiting hourly workers.

Fountain’s top features:

• Partner with the Fountain team to source candidates and grow your talent pool
• Reach top candidates via targeted ads, branded job pages, and direct outreach
• Engage potential hires with multiple follow-ups so your company stays top of mind
• Improve decision-making with AI that automatically screens and interviews candidates
• Maintain a database of previous applicants to accelerate future hiring cycles
• Integrate with popular apps like Workday, BambooHR, SAP, and DocuSign

5. Eightfold.ai

Eightfold is a data-driven hiring platform that includes advanced, AI-powered algorithms to match candidate skills to open positions and streamline the talent acquisition process. Eightfold also includes employee management functionality for in-house HR teams. While Eightfold has powerful features, it does suffer from occasional accuracy issues and long wait times, which can be frustrating to regular users.

Eightfold’s top features

• Use a powerful AI assistant to find candidates with appropriate skills and experience
• Build a personalized candidate experience for every job seeker you interact with
• Enjoy AI screening features that identify capable talent and schedule interviews with them
• Take advantage of Eightfold AI agents and streamline your offer management workflow

Implementation considerations

Choosing a recruitment automation tool is one thing. Implementing said tool in a way that increases team productivity and elevates the candidate experience is another.

Here are four tips to guide you through the implementation process:

Know your objective

What do you want to accomplish with AI? When you know your objective, you can implement your AI tool in a way that aligns with your vision and ensures success.

For example, you might want AI to reduce repetitive tasks in your workflow. As such, you implement your AI tool into your interview process so that you don’t have to take notes, produce write-ups or scorecards, or update your ATS software. The AI does it for you.

Prepare your team

AI-ready volume hiring software will improve your recruitment processes. But implementing a new piece of software is always a challenge. Prepare your team for the transition.

Tell your staff about the app a few weeks before the implementation. Then, explain the benefits of the tool: “It will minimize your admin work!” Your team will be more open to new software if they believe it will help them do their jobs better.

Train your staff

Have you implemented your new AI recruiting tool? Now you need to teach your staff how to use it effectively. This is essential for team-wide adoption.

Give all recruiters and hiring managers the resources to succeed with the new tool. The best vendors provide playbooks, onboarding sessions, and ongoing support – not just PDFs.

Set realistic expectations

It will take time to implement AI recruiting software into your workflow. If you expect your team to master the tool and double productivity in a couple of days, you’ll be disappointed.

Set realistic expectations, then check in with your staff regularly to evaluate progress. Do they enjoy using the app? Is it helping them get more done in less time? Can you implement it in a different way to generate better results? Take time to answer these kinds of questions.

Measuring success and ROI

How do you know if your AI-powered recruitment tool is working? You track key performance indicators (KPIs) to evaluate ROI. Here are the five metrics we recommend:

• Time to hire: The number of days between a candidate applying for a job and accepting an offer. Ideally, this number will go down after implementing AI software. If it doesn't, the tool isn't doing its job.
• Quality of hire: The value a new hire brings to an organization. To measure this metric, you’ll need to assess employee engagement, job performance, and client feedback. In a perfect world, AI will help you identify and connect with better candidates. As such, your quality of hire metric should improve after you start using your AI tool.
• Candidate engagement: The number and quality of interactions a potential employee has with a recruiter and/or hiring manager. Engaged candidates tend to care more about the job and produce better results when hired. AI should help you pinpoint engaged talent.
• Employee turnover rate: The percentage of employees who voluntarily leave a company within a specific period, i.e., a month, quarter, or year. If AI improves matching quality, turnover should drop. If it doesn't, revisit your screening and matching strategy to ensure AI benefits your hiring process.
• Hiring costs: The amount of money it takes to find, vet, hire, and onboard a new employee. AI should streamline this process, making it more affordable to connect with top talent. If AI doesn’t lower your hiring costs, you either invested in the wrong tool or are using it the wrong way.

Get the most out of your talent pipeline

The best AI recruiting software works within your workflows to eliminate admin and help recruiters focus on what matters: connecting with qualified candidates and filling job openings.

In other words, AI-powered hiring software helps you streamline your recruitment process, increase retention metrics, and make more informed decisions for your company.

As such, we encourage you to proactively adopt AI recruiting tools that can simplify and improve your hiring efforts.

If you'd like to start today, book a demo below to see Carv in action.