What recruiters say about Talent Autopilot
What recruiters and sourcers from the Talent Autopilot beta told us.
Clark Construction
“I was trying them on both [LinkedIn and Talent Autopilot], just out of curiosity, and it was night and day, the candidate quality that I got out of the agent.”
Hear four recruiters describe it in their own words. Under three minutes, with sound.
Career Staffing
“This tool is actually my first go-to when I get a job. Let me go here and let me see what it finds first.”
Staffing firm
“I think we all love it 100,000%, you know. It’s a much more powerful tool than anywhere we’ve seen… I mean, I don’t find those folks anywhere.”
What beta customers have told us.
These come from feedback calls, onboarding sessions and the launch film, taken from the recording or from our notes on the call. Names and companies appear where the customer has agreed to them. A cut is marked with an ellipsis, and our clarifications sit in brackets.
Beta customers used Talent Autopilot at no charge during the beta. Nobody was paid for a quote.
“The three to four minutes that it takes to come up with 25 candidates, it’s much quicker than the 30 minutes it would take me to come up with 12.”
“It’s finding us folks that we have not found through LinkedIn or through ZoomInfo.”
“All the names are different than what we’ve already generated in LinkedIn, so that is the biggest sweet spot for me, and I consider myself a good sourcer. I’ve been super impressed with the names that have come up.”
“It’s basically ChatGPT on steroids for recruiters, which I really liked. In terms of pinpointing exactly what I need on the candidate perspective, I think it’s better than LinkedIn Recruiter.”
“I almost compare it to a keyword AI search versus an agentic AI search. LinkedIn Recruiter takes certain keywords and you have to adjust them, and then it still doesn’t really make sense. It doesn’t take context into the search. But yeah, I was impressed.”
“I have a job where they want a controls engineer… just very super niche, and it would generate people that were qualified.”
“I was pleasantly surprised with all the people that it would come up with. I think that’s the general sentiment. It’s like, “Whoa, the people that are coming along, I would not regularly find.””
“I did not expect it to know, like, one of the facilities that a person was working at was legitimately just all outside… It knew that pretty well. I was very impressed with that. It has other details that I would not expect it to have from an actual geographical standpoint.”
“I needed a financial controller type person that came from a general construction company, like a GC specifically, not just regular construction, not a sub. All other platforms I work on really struggle. They’re like, this is construction, so it’s the same, and it’s not. Everybody that I gave was all from general contractor.”
“I would say the sourcing part, I do really like it. I feel like it’s coming back with some really relevant candidates. I definitely see an advantage to using Autopilot as far as sourcing goes.”
“I do like the blurb that you guys put, when you’re looking at it, “this is why we suggest this candidate” because of their experience here and here and there.”
“Within 5 minutes it takes to identify 25 candidates, that usually completes my call sheet. So now from 1:30 to maybe 1:40 I’ve got my candidates targeted, where it would usually take me from 1:30 to like 2:00.”
“It was giving me fresh people, which was really great, and it was getting the location very accurate… I didn’t run into any huge roadblocks with it.”
“It’s working in the background for you. It’s like when you’re hunting and you’re trapping, it’s doing the work for you and you’re not even watching it. You’re doing other things, and you can go back to it.”
“You would just be like going down like 20 pages in LinkedIn Recruiter and maybe get, I don’t know, 5 or 6 profiles that looked good. But here it’s like one after the other after the other is a banger.”
“The searches I get on LinkedIn Recruiter, like, it’s the same people over and over again. Even the first time I did it without me even giving it feedback, it was all new people.”
“The ratio of responses and the ratio of having just a higher quality pool to look through, I’m saving probably hours a week.”
“Honing in on the specific firms I needed to come from, large consulting firms. It got [the firms I needed] right on the very first try… On the refining the search piece, I needed directors, and it gave me a bunch of directors, because I didn’t specify, so then all I did was type, ‘you must not currently hold a director title,’ and it filtered the whole pool out to exactly what I was looking for, so it made the adjustment really easy with just one prompt… All positive for me. I thought it was great.”
“I’m currently covering behavioral, and when it comes down to sourcing, you do have to go by their licenses. I really did appreciate getting candidates that did have the license versus if we use the original ZoomInfo. So I did have success with it. I noticed that when you play with the prompts, I would get other candidates, so I really enjoyed that part.”
“I have some kind of hard markets, doing PTs and OTs, and I was able to get lots of different candidates to reach out to, so overall tremendous success for me as well.”
“I had tremendous success using Autopilot, so really, really loved it.”
The questions teams ask before they buy.
Each answer sums up what beta customers told us. What they said is underneath.
See Talent Autopilot
on one of your own roles.
We run a live search on a role you’re hiring for and show the reasons behind every match.