OpenJobs AI - End-to-End Autonomous AI Recruiter
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Tell us what role you’re hiring for. AI recruiter sources qualified candidates, screens them against your requirements, sends personalized outreach, tracks replies, and books interviews directly on your calendar.
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OpenJobs AI
I've been having a version of the same conversation almost every week this year.
Sometimes it's with a founder. Sometimes a head of talent, sometimes an operator trying to grow a team while still shipping the product. The details change. An eng role that's been open four months. A sales hire that fell apart in week three. A senior PM who finally said yes and then went quiet. But the shape underneath is always the same. They have the budget. They have the role open. The person they need exists, is reachable, is probably already somewhere in the funnel. And they still can't get them in the door.
This isn't a recruiter's problem. It's a problem every team trying to grow has felt. And it's one of the very few places in modern business where you can have unlimited budget, urgent need, and the right person sitting one message away, and still fail.
Every recruiter, every hiring manager, every founder I know carries a private list. The senior engineer who replied three weeks late, after the team had moved on. The PM who would have been perfect, but went quiet around day 14 and nobody had the cycle to chase. The director who finally said yes to a phone screen, then no-showed, and you never found out why. The list lives in their head. They don't talk about it. They file it under "cost of doing business."
I've spent more than a decade circling this same problem from different angles. First inside large hiring platforms, then working alongside more than 1,000 enterprise teams and recruiting agencies trying to make hiring actually work. The thing I can't stop thinking about is that quiet list. Because it isn't a cost. It's a system that's broken in a place no tool ever tried to fix.
Every wave of recruiting tech solved the front of the funnel. Find more people. Find them faster. Score them better. Then the brutal middle got handed back to one human, sitting at a desk, writing one email at a time. The half-finished conversations. The candidates going cold. The no-shows nobody recovers. That's where most of the work actually happens. That's also where most of it dies.
Nobody fixed it. Not because it didn't matter. Because until recently, the technology to fix it didn't exist.
Now it does. Agents, not a single model but a coordinated team of them, can hold a real conversation with a candidate over weeks. Pick up tone. Notice when someone's hesitating. Re-engage when they go cold. Not at the level of a great recruiter on their best day. At the level of a steady, attentive one. Working every conversation. Never tired. Never out of patience.
MIRA is what came out of that. Four agents that share the load. One turns a fuzzy job description into a real search strategy. One finds the right people. One runs the conversations. One watches every candidate at once, and flags the ones about to slip.
The deliverable isn't a list. It's the person who didn't get away.
The bigger picture underneath: hiring is the most important workflow in any company actually trying to grow. And the one most clearly designed for a world that no longer exists. A world where the bottleneck was finding people, not engaging with them. As agents start to work with other agents to get real work done, the layer that's missing isn't another database. It's a system that actually understands people. One that can find the right human, hold a real conversation, and bring them into the room.
That's the layer we're building.
If any of those private lists sound familiar, I'd love to hear your story. Whether you're a founder who's watched a quarter slip because the right hire didn't land, a hiring manager carrying the weight of an empty seat, or a recruiter staring at the names you wish you'd kept warm. Especially the ones you don't usually tell. Those are the ones I keep learning from.
OpenJobs AI
We have increased the free trial quota for new users, so you have more room to explore and get a real feel for what we can do.
OpenJobs AI
@lakshminath_dondeti One Credit allows you to unlock a candidate who has already confirmed their interest—meaning they’ve expressed enthusiasm for both the company and the position. You can then schedule an interview and wait for the appointment to be confirmed. Thank you so much, I’ll make improvements right away!
OpenJobs AI
@lakshminath_dondeti That is a great suggestion and I am giving it serious thought.
Exploring usage-based pricing tied to different candidate profiles and workflow experiences is one of the directions we are testing. The goal is to deliver better service at a lower cost, and that remains what we are working toward.
We will continue rolling out a range of offers and support programs for entrepreneurs and deeply engaged customers. Looking forward to even better results ahead.
Express my sincere gratitude, thank you for your question.
OpenJobs AI
@genedai @lakshminath_dondeti appreciated your suggestion! we are testing in different markets now!
Agnes AI
How does Mira handle niche roles like quant or biotech? Or is it mostly noise?
OpenJobs AI
@cruise_chenNiche is exactly where Mira shines. Keyword sourcing breaks on quant and biotech because the signal is in the sub-specialty, not the title. Mira reads JDs at that resolution: stat arb vs market making, wet-lab vs computational bio, mRNA delivery vs protein engineering. That's why AI, robotics, and biotech became our biggest verticals, the deeper the domain, the worse traditional tools perform, and the bigger our edge. Quant's the same architecture. Give Mira a real JD and you'll see a slate same-day from a pool 300x larger than manual sourcing. Try it on your hardest open role.
OpenJobs AI
@cruise_chen thanks for the comments, please see my CTO's feedback.
OpenJobs AI
@cruise_chen
To add some context — the objective scarcity of qualified candidates is a genuinely difficult challenge, and one that no algorithm alone can solve. It is fundamentally a supply problem. That said, when each role is communicated with greater clarity and specificity, it meaningfully improves the likelihood of a successful match.
What traditional recommendation engines and search engines have failed to deliver, we have built: a results-driven, interactive talent-sourcing Agent. When you experience it firsthand, I am confident it will exceed your expectations. Thank you.
Congrats on the PH launch. Calling it "autonomous" instead of "assisted" is the right framing. I don't want a copilot, I want the agent to just do the work and tell me when there's an interview to take.
OpenJobs AI
@jocky Thank you
Communicate like a seasoned recruiter—one deep conversation, and you’re ready to extend the final interview invitation. That’s all it takes.
You can have the right candidate in hand the same day and send the invitation immediately, instead of ending up with just a shortlist after a hectic search. Simple and efficient.
OpenJobs AI
@jocky You just drew the line we built the company on. Copilot is what you build when you don't trust the model yet. Agent is what you build when you do. The whole point is that you shouldn't be in the loop until there's an actual decision to make, and screening 200 resumes is not a decision, it's a tax. Mira pays the tax. You make the call.
OpenJobs AI
@jocky yes, you are right, the next step should be a background agent !
Can I approve candidates before ai agent reaches out, or is it fully autonomous?
OpenJobs AI
@linglistack Some parts of the process require human-in-the-loop involvement—only to confirm the candidate profile and schedule the interview. Focus solely on the key decisions, not on wasting time in ineffective steps.
OpenJobs AI
@linglistack Yes, you can do the candidate review before automating the following process
OpenJobs AI
@linglistack really depand on what's your needs
Congrats on the launch! does MIRA handle technical roles well or is it better suited for business/sales hiring?
OpenJobs AI
@sandy_liusy
Thank you
Top-tier headhunting firms have already used us to place their technical and marketing leaders. We recommend trying it for both engineering and sales roles, you’ll see outstanding results.
OpenJobs AI
@sandy_liusy so far, i would like to say both are ok .
OpenJobs AI
@sandy_liusy Thanks! Technical is genuinely where Mira shines, AI, robotics, and biotech are our largest verticals today, and Mira reads JDs at sub-specialty resolution (not just "ML engineer" but RL vs CV vs systems). Counterintuitively, the harder and more niche the role, the bigger the edge over manual sourcing.
What kind of role are you hiring for? Happy to run a quick test on a real JD if you're curious. 👀
Gem/LinkedIn Recruiter both stop at the reply. This one books the meeting too — which is actually the part that takes my time.
OpenJobs AI
@cynthia220 We’re more than just a sourcing tool. we deliver real, efficient interview bookings with the right candidates.
Booking is our newest feature; stay tuned for even more powerful outreach and interview scheduling.
Welcome to continue the discussion.
OpenJobs AI
@cynthia220 thanks for your comments!
OpenJobs AI
@cynthia220 Exactly. Sourcing without scheduling is half a product. The reply isn't the bottleneck, the calendar Tetris after it is. Thanks for naming the wedge better than our marketing page does.
Does it suits for small startups OR u r targeting medium size organization?
OpenJobs AI
@zabbar till now, there are more than 100 startups tried our poduct, the feedabcks are very positive ,espsecialy from some CTOs.
OpenJobs AI
@zabbar SMBs are our target clients
Tried it on a niche role where I was genuinely skeptical the AI would find anyone good. It surfaced candidates I hadn't found in 3 weeks of manual search. Real respect！Curious — how are you guys approaching growth and distribution right now? Feels like this could scale really well through SEO/GEO around hiring workflows, job titles, and recruiter intent searches.
OpenJobs AI
@whitney_hong Appreciate it — that’s exactly the kind of workflow we’re trying to unlock.
Right now our focus is less on paid growth and more on building deep product loops inside recruiting workflows. SEO/GEO around recruiter intent, niche roles, and hiring outcomes is definitely a big part of the strategy, especially as the agent gets better from real usage data. We think distribution in recruiting will increasingly come from performance, not just traffic.
OpenJobs AI
@whitney_hong Thank you for your feedback and guidance on our direction.
The multi-agent collaborative model, built around outcomes and data, changes everything compared to traditional approaches. It brings us closer to the nuanced judgment of a seasoned recruiter, while being fairer and more efficient at the same time.
We believe methodology and approach are everything. We also believe great products speak for themselves through word of mouth. So our focus stays on continuously raising the bar on our service and product, and delivering real, tangible results for our clients and users.
We welcome more people to come and try it out. The more feedback we receive, the faster our Agent and our team can improve. Thank you.
OpenJobs AI
@whitney_hong Three weeks of manual search beaten by an agent is exactly the wedge. Thank you for stress-testing it on a hard role, that's the signal we actually care about. On distribution, you're half right. SEO/GEO around recruiter intent is the obvious play, and yes, we're running it. But the bigger bet is agent-to-agent: Mira is exposed via API and MCP, so she shows up inside Claude, GPT, and any internal copilot a recruiter already uses. "Hiring workflow" stops being a destination, becomes a capability. Which role broke your manual search? Curious. 👀
A little worried about candidate experience. Aggressive automated outreach is already burning out top candidates. How does OpenJobs AI avoid contributing to the noise?
OpenJobs AI
@jinhao_bai2 Spamming candidates is simply the wrong approach. We only surface roles that are accurate and genuinely relevant to each individual. Modeling candidate intent is a complex engineering challenge, and one we are continuously iterating on and exploring.
When information is truly precise and scarce, it carries real weight for the candidate. That is why our response rate consistently outperforms the industry average. We will keep optimizing and delivering more value.
OpenJobs AI
@jinhao_bai2 This is exactly the question that should be asked, and honestly, it's why we exist.
The reason candidate experience is broken isn't AI, it's that recruiters were forced to use templates and bulk tools to keep up with volume. AI done wrong amplifies that. AI done right inverts it. Mira sends fewer messages, not more. Every outreach is gated by a qualification step, generated per-candidate per-role, and rate-limited across our entire network so no one gets hit twice. Candidates can actually have a conversation back, asking about comp, team, scope, before deciding to engage. The candidate experience metric is in our north star, not a footnote. If Mira contributes to the noise, our whole thesis collapses.
OpenJobs AI
@jinhao_bai2 That’s a real concern, and honestly we think the industry is heading in the wrong direction if AI just means “more spam at scale.”
Our approach is to optimize for relevance, timing, and signal quality — not outreach volume. The goal is fewer but much higher-context interactions, where the agent already understands why this opportunity actually matches the candidate.
Long term, we believe recruiting agents should behave more like trusted talent scouts, not mass outbound tools.