Eightfold AI Lawsuit: What It Means for Hiring Transparency and Data Sovereignty

The recent Eightfold AI class action lawsuit is making waves in the recruitment technology industry, but it's not really about AI—it's about data protection and personal data sovereignty. In today’s podcast, industry experts Alex Murphy (CEO of JobSync) and Leah Daniels (COO of JobSync) break down what this lawsuit means for vendors, employers, and job seekers alike.

The Core Issue: Hidden Dossiers and FCRA Violations

In January 2026, plaintiffs filed a class action lawsuit against Eightfold, alleging violations of the Fair Credit Reporting Act (FCRA) for creating undisclosed consumer credit reports on job seekers. The company allegedly scraped personal data from third-party sources like GitHub and LinkedIn to rank applicants without providing transparency or allowing candidates to dispute the information.

"It's really around data and data protection and call it personal data sovereignty," Murphy explained. "We can build technology, but it actually has to be done inside the scope of what the law of the land is."

Not All AI Is the Problem

An important distinction: this lawsuit isn't about AI scoring itself, but about how vendors use undisclosed external data to influence hiring decisions. As Daniels points out, "Not all AI is going to fall under this... An AI that rewrites your job description is unlikely to be swept up in this particular lawsuit."

The problem arises when vendors create what Daniels calls "secret dossiers"—secondary sets of data about candidates that they use for evaluation without the candidate's knowledge or ability to correct it. This is particularly dangerous because of data accuracy issues. "People with the same name, especially like a junior and a senior, could go to the same university, could even have worked at the same company. That will confuse most technology into thinking it's the same person when it is not," Daniels warns.

The FCRA Requirements Are Clear

The regulations governing consumer reports are extraordinarily specific. A simple checkbox on an application form is insufficient compliance. "The law is actually really clear about the fact that it has to be a separate document from the application. So you can't sneak it into like a check the box type of exercise," Murphy explains.

Once this lawsuit puts the industry on notice, ignorance is no longer an excuse. "You don't have that excuse anymore," Murphy states, suggesting that vendors and employers now have clear warning that compliance is mandatory.

The Transparency Problem: Easier Said Than Done

While transparency seems like an obvious solution, it creates its own challenges. If vendors must disclose the AI models and training data used to score candidates, how can they explain a black-box algorithm to job seekers? And if candidates can dispute scores, does that eliminate the efficiency gains that AI scoring was supposed to provide?

"If I score a hundred people and ten of them get a ninety and better and the other ninety get a ninety or lower, you're going to have ninety people disputing the score," Daniels notes. "That has not created any efficiency for the recruiting teams. That has created nothing but inefficiency."

Leah predicts that upfront scoring algorithms may disappear entirely as a result of these transparency and dispute requirements.

The Resume Arms Race: AI vs. AI

Adding another layer of complexity, job seekers are increasingly using AI to generate and optimize their resumes. This creates a problematic feedback loop: when AI-written resumes are evaluated by AI scoring algorithms, the result may simply be the most cleverly optimized prompt, not the best candidate.

"When one AI evaluates the quality of a resume as a match for the job posting when that resume was written by another AI, the AI says that's a really, really good match. That's what I would have written had I written that resume," Murphy explains.

Job Seeker Empowerment: New Models Emerging

Some platforms are taking different approaches to help job seekers stand out. Greenhouse has introduced "dream jobs"—free tokens that allow candidates to signal strong interest in a position. ZipRecruiter is bringing back cover letters as a way for candidates to highlight their interest. Indeed is testing paid priority placement in Canada.

However, there's speculation about where these models will lead. "I wonder how long it'll take before they are tempted with, 'Oh, but a second token costs you 20 and you can buy three for 50,'" Murphy muses. While Greenhouse currently operates in the enterprise software business rather than charging job seekers, the financial temptation may eventually prove irresistible.

What TA Leaders Need to Do Now

The implications for talent acquisition leaders are significant. They need to become more technically sophisticated in evaluating vendors and asking harder questions about data usage.

"TA leaders need to be much more technical. They have to ask a lot more questions. How, where, why? What will that do for me? What's the risk?" Daniels advises.

Specifically, leaders should understand the distinction between data controllers and data processors—a concept more familiar in Europe but increasingly critical in the U.S. "If you have any experience or any exposure in Europe, that is actually a thing that you really do completely need to understand," Murphy notes.

The Bigger Picture: A Broken Hiring Market

Beyond the lawsuits, both experts agree the entire hiring marketplace is fundamentally broken for everyone involved. The economy's uncertainty, geopolitical concerns, and post-COVID overhiring have created a hiring environment driven by replacement needs rather than growth.

"How does anybody make any decision to commit and hire a big group of people and a team of people? At best, really what you're doing is you're doing replacement hiring," Murphy observes.

What's Coming Next

The Eightfold lawsuit represents a watershed moment. While the Workday-Mobley lawsuit may favor the employer, the Eightfold claims appear much stronger given the company's marketing materials about using third-party data sources.

The industry should prepare for stricter regulatory scrutiny. Vendors must implement transparent candidate data disclosure and dispute processes similar to FCRA requirements for any AI hiring tools that collect or utilize third-party candidate data. And TA leaders should be ready to ask tougher questions about vendor compliance and data protection.

One thing is certain: the days of hidden dossiers and opaque AI scoring are numbered.

The Inbox vs. The Pocket: Why ATS Vendors Need to Embrace Text for Hourly & Skilled-Trade Hiring

The world of work is evolving, and so are the ways we communicate. Yet, in the critical realm of applicant tracking systems (ATS), one stubborn legacy persists: the mandatory email address. For high-intent hourly and skilled-trade workers, this isn't just an outdated formality – it's a colossal barrier, costing employers valuable talent and frustrating candidates before they even begin.

The data paints a stark picture:

• Mobile Domination: A staggering 98% of U.S. adults own a mobile phone. Their lives, and their job searches, happen on these devices.

• Text Wins the Engagement Battle: Text messages boast an astounding ~98% open rate and a 30-45% response rate. Responses happen in minutes.

• Email Lags Far Behind: Email, in contrast, averages a ~20% open rate and often single-digit response rates. Responses can take hours or even days.

This communication gap hits hourly and skilled-trade candidates the hardest. Imagine a construction worker on a job site, a truck driver on their route, or a healthcare assistant in the middle of a shift. They're working with their hands, constantly on the go, and often wearing gloves. For them, a quick text message is natural, immediate, and convenient. Diving into an email inbox on a small screen is slow, cumbersome, and easily postponed – or worse, forgotten entirely.

The "Email First" Mandate: A Relic Holding Back Progress

Despite these undeniable realities, almost every ATS still demands an email address as the very first step to apply or even connect. This isn't just about a full application; it prevents career site visitors from joining talent communities, receiving vital job alerts, or engaging with potential employers in real-time.

Are we truly optimizing for the needs of today's dynamic workforce, or are we simply bowing to the limitations of legacy systems?

The Solution is Clear: Text-Based Job Alerts

It's time for ATS vendors to catch up. The solution isn't complex; it's intuitive: offer integrated text-based job alerts for employers.

Imagine the impact:

1. Reduced Friction, Increased Conversions: Instead of abandoning an application due to an email hurdle, candidates could opt-in for text alerts instantly. This drastically lowers the entry barrier, boosting application start rates and ultimately, successful hires.

2. Meeting Candidates Where They Are: Employers could deliver relevant job openings directly to candidates' pockets, leveraging the communication channel they use most frequently and are most likely to respond to.

3. Real-Time Engagement: When a new relevant position opens, a text alert means instant notification. No more waiting for candidates to check their overflowing inboxes. This real-time interaction is crucial for capturing high-intent talent quickly in competitive markets.

4. Enhanced Candidate Experience: By offering a convenient and preferred communication method, employers demonstrate an understanding of their candidates' lives and work styles, fostering a more positive and efficient experience from the very first interaction.

5. Competitive Advantage for Employers: ATS platforms that offer this functionality will empower their employer clients to outperform competitors who remain shackled to email-only strategies.

The candidate experience begins with the very first field required. By clinging to email as the sole gateway, ATS vendors are inadvertently creating unnecessary friction that alienates a massive segment of the workforce.

It's time to disrupt the status quo. The future of hiring for hourly and skilled-trade roles isn't in the inbox; it's in the pocket. ATS vendors, the call to action is clear: embrace text-based job alerts and unlock a new era of talent acquisition. The first step for ATS vendors to take is to integrate mobile-first solutions, like text-based job alerts, directly into their platforms. This means re-evaluating the initial application fields and offering SMS as a primary communication option.

Greenhouse CEO Daniel Chait on Breaking the AI "Doom Loop" in Hiring

In this episode of the RecTech Podcast, Chris Russell sits down with Daniel Chait, CEO of Greenhouse Software, to discuss the company's expanded mission to make hiring work for everyone—not just employers. Here are the key takeaways from their conversation.

The AI Doom Loop: A Problem for Everyone

Chait opens by describing what Greenhouse calls the "AI Doom Loop"—a vicious cycle where both job seekers and employers are struggling. Job seekers use AI tools to automatically apply to hundreds of jobs, while employers are overwhelmed with thousands of undifferentiated applications and resort to using AI filters to narrow them down. This creates a tightening window for candidates and pushes them to apply to even more jobs, perpetuating the cycle.

The key insight: It's not that AI is bad—it's that the current AI tools are making the hiring problem worse for everyone.

Expanding Beyond Employers to Job Seekers

After 14 years of focusing on helping companies hire better, Greenhouse is now bringing job seekers directly into its mission. Chait explains that the problems job seekers face are often the same problems companies face, so solving for both sides is essential.

New Features Driving Change

My Dream Job

Candidates can designate one preferred application per month across Greenhouse customers. This creates a strong signal to employers that the applicant is genuinely interested and reasonably qualified. The results speak for themselves: over 1,500 candidates have gotten their dream jobs, and these applicants convert at five times the rate of other candidates.

My Greenhouse Portal

Job seekers can create profiles, easily apply to jobs, and track their application status in real-time. As candidates move through the hiring funnel, their portal automatically updates—eliminating the dreaded silence that plagues most job searches.

Greenhouse Verified Badges

Employers earn badges for providing timely feedback and completing interview scorecards. This transparency helps job seekers identify responsive employers and avoid wasting time on companies that don't communicate.

Real Talent: A Triple Layer of Trust

Greenhouse recently launched Real Talent, a product that combines three critical trust layers:

1. Candidate Intent Matching — Distinguishes high-intent applicants from those who auto-applied

2. Bad Actor Detection — Uses technical and behavioral signals to identify fraudulent applications

3. Identity Verification — Confirms applicants are who they claim to be in a remote-first world

Importantly, Greenhouse audits these systems monthly through Warden AI to ensure fairness and prevent bias.

The Future: Beyond Resumes

Chait envisions a future where AI agents represent candidates dynamically rather than static resumes. Instead of a one-page document unchanged for years, candidates would have living profiles that communicate their skills, interests, and cultural fit to employers.

AI Interviewing: More Fair Than Human Interviews?

While acknowledging skepticism, Chait argues that AI-driven interviewing has the potential to be fairer and more consistent than human interviews, which have well-documented biases. The key is intentional design with input from legal, HR, and DE&I experts.

Legal and Ethical Considerations

Recent lawsuits against companies like Workday and Eightfold highlight the need for transparency in AI hiring systems. Greenhouse's approach: involve legal, HR, and DE&I teams early in product development, not as an afterthought.

The Job Market Reality

The job market isn't monolithic. While healthcare workers and AI-capable engineers are in high demand, other fields face tougher competition. Chait's advice for job seekers: apply early and be strategic. Data shows that early applicants are significantly more likely to get hired.

Scale and Responsibility

With over 60 million job applications processed quarterly and over 1 million daily active users, Greenhouse has both the opportunity and obligation to improve hiring for everyone.

What's Next for Greenhouse

Expect a multimillion-dollar investment in AI-powered solutions throughout 2026, with regular feature releases designed to help both job seekers and employers break the doom loop.

Key Takeaway

Greenhouse's shift to focus on job seekers alongside employers represents a meaningful pivot in the ATS market. By solving problems for both sides of the hiring equation—and doing so with intentionality around fairness and transparency—the company is positioning itself as a leader in reimagining what hiring could be.

AI Recruiter 2.0: Transforming Recruiting with AI-Powered Tools

In a recent podcast episode, Michael Wolford, author of AI Recruiter 2.0, discussed how artificial intelligence is revolutionizing the recruiting industry by automating administrative tasks and empowering recruiters to focus on what they do best: building relationships and adding real value1.

The Vision: Freeing Recruiters to Focus on People

Michael's core philosophy is straightforward: use AI to eliminate administrative burden so recruiters can spend their time on high-value activities1. Rather than drowning in scheduling, feedback tracking, and prospect research, recruiters can:

Advocate for candidates through interview prep and guidance

Act as business advisors equipped with data and solutions to help hiring managers make informed decisions

As Michael notes, this shift not only improves job satisfaction but also enhances recruiter effectiveness. One example highlighted was a recruiter named Jordan, whose mental energy shifted from administrative tasks to meaningful interactions with people—transforming her job experience1.

2026: The Age of Empowerment

Michael identifies 2026 as a pivotal moment where recruiters no longer need to wait for vendors to build the "perfect tool." Instead, they can build customized solutions themselves1.

Building Recruiting Apps Without Coding

A prime example is Prospect Pro, an app Michael built to automate Boolean searches and email synthesis from publicly available data1. Using tools like:

LM Arena — Free access to all major AI models

Gemini 3 Pro — For technical planning and guidance

Lovable — A no-code platform for building web apps

Michael created a fully functional sourcing app that:

Automates Boolean searches on Google

Synthesizes email addresses for prospects

Generates CSV exports with names, titles, companies, and contact info

Reduced manual sourcing time from hours to minutes1

Remarkably, his first app build took five hours; now he can build similar applications in just 1.5 hours1.

The Prompt Pyramid: Mastering AI Communication

To get quality results from AI, Michael emphasizes the importance of the "prompt pyramid," which consists of five layers1:

Task — What you want done

Context — Defining the AI's persona and target audience (the most critical missing piece)

Constraints — Limitations or specific requirements

Example — Sample outputs to guide the AI

Output — The desired format

The context layer is particularly important because AI works through statistical language models that map word relationships mathematically1. Without context about who the AI is speaking to and why, results become generic and repetitive.

Real-World Impact: Candidate Pitches and Outreach

AI-Generated Candidate Summaries

Michael demonstrated how AI can elevate recruiter output. A well-structured prompt can generate:

Professional candidate summaries

Match percentage tables comparing candidate qualifications to job requirements

Quantitative proof points that help hiring managers say "yes"1

Outreach Response Rates

LinkedIn data shows compelling results1:

Human recruiter outreach: 22% response rate

AI-generated outreach: 31% response rate

Looking forward, Michael predicts AI will become even more sophisticated, personalizing not just message content but also timing, channel, and tone based on candidate behavior patterns1.

Creative Personalization

During the podcast, Michael demonstrated real-time email generation with creative constraints—writing in Yoda's voice with emojis—showing how AI can produce engaging, personalized outreach at scale1.

Beyond Recruiting: Creative Use Cases

Recruiters are already discovering innovative applications1:

Automating entire interview processes with suggested questions and rubrics

Company-wide skills assessments to identify organizational gaps

Rediscovery agents using API/MCP keys to search entire ATS databases beyond typical limits, enabling tailored filtering by recruiter-defined criteria1

The Future: Agentic AI Replaces SaaS

Michael predicts that AI agentic apps will replace traditional SaaS vendors due to lower costs and faster deployment1. This shift creates a new job opportunity: the Prompt Engineer—professionals who can translate domain expertise into effective AI prompts without writing code1.

Michael's Final Advice

As Michael concludes, the path forward is clear1:

Document your current manual recruiting processes

Automate them with AI tools

Focus on value, not effort — Nobody cares how hard you work; they care about results

In a world where AI can handle the administrative heavy lifting, job security comes from adding genuine value to candidates, hiring managers, and your organization.

About the Guest

Michael Wolford brings deep recruiting expertise, having worked in agency recruiting, managed sourcing teams at Twitter (2021-2022), and written extensively for SourceCon and Recruiting Daily for nearly a decade1. He's authored multiple books on AI in recruiting and is the founder of what is becoming Generative Sales Pro (formerly Lex Duo).

https://www.linkedin.com/in/mikewolford/

Blue Collar Skills Matching Platform Launches

In a recent podcast episode, Chris Russell sat down with Daniel Walsh, CEO and founder of Veroskills, to discuss how their AI-powered staffing platform is addressing the $1 trillion blue-collar labor gap. With a new $5.3M funding round, Veroskills is on a mission to transform hiring and empower both employers and job seekers in the blue-collar sector. Here are the highlights:

Bridging the Blue-Collar Labor Gap Veroskills focuses on connecting skilled blue-collar talent with nationwide employers, leveraging AI to streamline and enhance the recruitment process. Their technology enables efficient job matching, deep skill assessments, and even resume creation for candidates without one.

How the Process Works

• Employers provide job details, which the platform transcribes and uses to launch multi-channel job postings and targeted social media ads.

• Candidates progress through an AI-driven interview and skills assessment—an in-depth, language-agnostic process lasting up to an hour.

• AI scores candidates and determines readiness for background checks.

• For candidates without resumes, the platform generates one automatically from the interview insights.

Human Touch Where It Matters After onboarding and payroll setup, Veroskills staff coordinate interview scheduling and direct communication. Candidates are kept informed by text throughout, including preparation tips and onboarding steps.

‘No-Risk’ Working Interview Day Veroskills introduces a “working interview day,” letting candidates work on-site and get paid before a hiring decision. This builds trust with employers and has an 80% success rate in placements.

Business Model Built for SMBs As employer of record, Veroskills manages payroll, taxes, and insurance—relieving small business owners of complex administrative tasks. The platform serves sectors typically untouched by large staffing firms and charges a transparent mark-up over hourly wages.

Upskilling & Future-Proofing the Workforce Recognizing a shortage of skilled workers, Veroskills offers a library of 900 free upskilling courses to help employees advance from general labor to licensed trades, supporting both worker growth and employer retention.

Competitive Advantage By automating and scaling the candidate pipeline, Veroskills processes thousands of interviews daily and fills jobs in days, not weeks. Their AI-first approach allows them to serve niche and remote roles with efficiency unmatched by traditional firms.

Rapid Growth & Industry Connections With about 50 employees and plans to expand presence at industry conferences, Veroskills is poised for further growth. CEO Daniel Walsh emphasizes the company’s focus on human flourishing—helping people find meaningful, well-paid work in trades with long-term demand.

Conclusion Veroskills is redefining how the blue-collar workforce is sourced, screened, and onboarded—making it easier for businesses to hire qualified workers and for individuals to access promising career paths in skilled trades.

Learn more at veroskills.com.

Why the Future of Hiring May Require "Intelligent Job Throttling"

The Monday morning scene for a modern recruiter often looks like a digital disaster movie. You open a requisition on Friday afternoon. By 9:00 AM Monday, your ATS dashboard isn't just busy; it’s hyperventilating. 3,000 applicants. For one mid-level role.

We are living through a unique convergence in the labor market. A wave of high-profile layoffs has created a massive pool of eager talent. Simultaneously, generative AI has democratized corporate-grade automation for the individual job seeker. Tools that auto-apply, perfectly tailor resumes to keywords in milliseconds, and blast applications across platforms are now commonplace.

We have removed all friction from applying. The result isn't a talent pool; it's a talent deluge.

The Current Defense: Identity vs. Volume

Employers and ATS vendors are realizing that the old floodgates cannot hold. We are seeing the first signs of a defensive build-up.

Recent moves, like Greenhouse Software partnering with CLEAR for verified identity, are excellent steps toward combatting outright fraud. They ensure the person applying is a real human being, not a bot farm or a bad actor trying to phish corporate data.

But solving for identity does not solve for volume.

5,000 verified, real human beings applying to a job in 24 hours is still an unmanageable crisis for a human recruiting team. It leads to reviewer fatigue, inevitable "ghosting" (because who can send personalized rejections to thousands?), and a degradation of the candidate experience for everyone involved.

If the candidate side is using AI designed for speed and volume, the employer side needs an AI countermeasure designed for pacing and control.

The Future Concept: Intelligent Job Throttling

The next necessary evolution in ATS technology might be controversial, but it seems increasingly inevitable: AI-driven velocity throttling.

Imagine an ATS feature that functions like a stock market circuit breaker.

When the stock market crashes too fast, trading is automatically halted to allow cool heads to prevail and prevent panic. Why don't our job postings have the same mechanism?

How it might work:

An AI layer within the ATS monitors incoming application velocity against historical benchmarks for similar roles.

• Scenario: A remote marketing manager role usually gets 50 apps on Day 1. Today, it receives 400 applications in the first hour due to an AI-applier tool targeting the post.

• The Trigger: The ATS recognizes this anomalous velocity.

• The Throttle: The AI automatically initiates a tiered response without human intervention:

  • Tier 1: The job posting is immediately de-indexed from free aggregators (Indeed, LinkedIn feed, etc.).

  • Tier 2: The "Apply Now" button on the career site changes to "Join Talent Community Waitlist."

  • Tier 3: The requisition is temporarily paused entirely, becoming invisible externally until the recruiter reviews the initial batch.

The uncomfortable Necessity

The immediate reaction to this idea from job seekers will likely be frustration. It feels like creating artificial scarcity. It feels unfair to the person who wasn't at their computer at the exact moment the job went live.

However, we must confront the reality of the alternative.

If a recruiter has 3,000 applications, they are likely only reviewing the first 100-200 anyway before they find enough qualified candidates for phone screens. The remaining 2,800 people are already being functionally "throttled"—they just don't know it yet. They are left hoping for an email that will never come.

Intelligent throttling offers a difficult but perhaps more honest approach. It stops accepting applications when the capacity to review them humanely has been exceeded. It protects the recruiter’s bandwidth, ensuring the candidates who did get in receive actual consideration, rather than a 3-second glance.

The AI Arms Race Continues

We are in the midst of a great re-balancing of power in hiring, driven by artificial intelligence. As soon as one side gains a technological advantage in speed, the other side must develop a countermeasure.

If candidates are going to use AI to accelerator pedals to the floor, employers have no choice but to install AI-powered brakes. Intelligent throttling may soon move from a hypothetical concept to an essential survival tool for the modern Talent Acquisition department.

RippleMatch COO Talks 'AI-Ready Talent'

RippleMatch recently announced the launch of its AI-Talent Marketplace, a skills-based hiring engine built to meet the realities of a job market transformed by AI. The new platform replaces resumes and proxies with verified skill signals showcasing AI fluency, interpersonal skills, and technical proficiencies. Designed to serve the next generation of talent and companies building the modern teams of tomorrow, this product marks a “shift in how early-career hiring happens”.

Here to discuss the new features and the state of early career recruiting is their COO Brennan Delsing.

TOPICS

1. Give us a brief history of Ripplematch and tell the audience what you do?

2. Your announcement places a huge emphasis on "AI fluency" as the new critical skill. This is a new and abstract concept for many. How does your platform practically and verifiably measure a candidate's ability to "wield AI tools," beyond just them listing it as a skill?

3. The releases notes that AI has amplified hiring problems by enabling "bot-like behavior and inflated qualifications." How does your marketplace technically differentiate between a candidate who truly possesses a skill versus one who simply used AI to generate a polished-but-empty application?

4. Demo …

5. With AI automating so many traditional entry-level tasks, many young professionals are anxious. How does your platform actively guide a candidate to identify their specific skill gaps and become what you call "AI-ready"?

6. This platform is built on "verified skill signals" instead of "outdated resumes." Five years from now, do you see this as the beginning of the end for the traditional resume? And what impact will that shift have on the broader early-career ecosystem, from universities to the "AI-native" students themselves?

7. Got a favorite feature?

Incredible Health CEO Discusses Success in Healthcare Recruiting

Incredible Health: Revolutionizing Healthcare Recruitment with AI and Marketplace Innovation

In a recent episode of the RecTech Podcast, Iman Abuzeid, CEO and cofounder of Incredible Health, shared the inspiring story and groundbreaking strategies behind the healthcare recruitment startup now valued at $1.65 billion. Founded eight years ago and headquartered in San Francisco, Incredible Health set out to solve one of America’s largest labor crises: chronic healthcare staffing shortages. Today, it connects over 1.5 million U.S. nurses—one out of every three nurses in the country—with 1,500 top healthcare employers including major systems like Kaiser Permanente, Trinity Health, and Johns Hopkins.

A Reverse Marketplace Model That Empowers Nurses

From the start, Incredible Health flipped the traditional hiring model. Rather than nurses applying to employers and facing long response times, the platform allows employers to apply to qualified nurses. Candidates create a profile, are screened quickly via automation and human review, and receive interview requests—sometimes the same day. This model has drastically reduced hiring from a typical 60–80 days down to just 20 days, saving health systems millions by cutting expenses related to overtime and temporary staffing.

Growth Through Product Innovation and Generational Engagement

Incredible Health doesn’t only match nurses and employers; it also invests in retaining and empowering its community. The platform offers free continuing education, salary estimators, and a social community. These features, combined with strong word of mouth and ongoing support for career advancement, keep nurses highly engaged and active on the platform—a key reason for Incredible Health’s lead over general job networks like LinkedIn in the U.S. nursing market.

Game-Changing AI Voice Agents: Gale and Lynn

At the forefront of healthcare recruitment tech is Incredible Health’s AI suite. The launch of two AI-powered voice agents, Gale (named after Florence Nightingale) and Lynn (named after Marilyn Gaston), represents a leap for both nurse candidates and employers. Gale acts as a 24/7 virtual career partner, assisting in interview prep, conducting mock interviews, and even generating high-quality resumes—particularly helpful for the 30% of nurses who begin their job search without one. Nurses give Gale a 90%+ approval rating, citing reduced anxiety and the convenience of support outside business hours.

Lynn steps in as an AI recruiter for employers, verifying credentials, conducting initial interviews, and actively “selling” the employer’s nurse-centric benefits. The feedback? Lynn shortens the phone screening process from four days to same-day turnaround, boosts candidate engagement, and saves recruiters up to 800 hours annually. The AI never replaces human decision-making: after each interview, Lynn generates a detailed summary for human recruiters to review, adhering to evolving state compliance regulations.

Customization, Compliance, and Market Leadership

Incredible Health’s AI solutions are highly customizable, enabling each employer to tailor questions and workflow integration to their specific needs. The system easily integrates with various applicant tracking systems, streamlining how hospitals manage all nurse applicants through a single platform. With an eye on both long-term compliance and the nuances of clinical roles, Incredible Health has trained its AI on millions of nurse interactions over its eight-year history.

Expanding the Vision

Looking ahead, Abuzeid revealed plans to expand Incredible Health’s technology and marketplace to allied health professionals, technicians, and physicians—addressing the full spectrum of clinical hiring needs across U.S. healthcare.

Conclusion

Incredible Health’s unique approach—pairing a reverse-marketplace model with AI-driven, nurse-centered technology—has rapidly transformed it into the nation’s leading hiring engine for permanent healthcare staff. By prioritizing speed, user experience, and technological innovation, the company isn’t just facilitating hires; it’s shaping the future of healthcare careers in the U.S.

For more success stories and the latest on recruiting technology, subscribe to the RecTech Podcast or visit incrediblehealth.com.

RecFest Interviews | Nashville 2025

Todays episode is sponsored by ⁠Cliquify⁠, my travel sponsor for this event.

In this episode you will hear from a variety of TA and Employer Brand execs tell you what’s in store for 2026, how AI is affecting their jobs and more!

• Ian Ide, Foundation Medicine

• Rachel Duran, HP Enterprise

• Tractor Supply TA team

• Dan Lockhart, Sondermind

• Cathy Rogers B2B VIP

• JCK, GBS Worldwide

• Kylie Denk, Index Exchange

• Michael Glenn, Agility Hire

• Nick Russell Advisor360

• Kara Yarnot, Author

Around 2,000 folks hit the Fairgrounds in Nashville for the annual two day RecFest event.

HR Technology at PepsiCo with Mark Sankarsingh

In a recent episode of the RecTech Podcast, Chris Russell interviews Mark Sankarsingh, VP of Tech Strategy at PepsiCo, to discuss the evolving landscape of HR technology and its implications for hiring practices. The conversation kicks off with Mark sharing insights from the HR Tech conference, noting the surge of AI vendors and the rapid pace of innovation in the industry.

Mark emphasizes the importance of responsible AI in the hiring process, highlighting PepsiCo's careful approach to integrating AI tools while ensuring human oversight remains central to decision-making. He details the various roles PepsiCo hires for, from frontline workers in manufacturing and logistics to knowledge workers in corporate functions, and discusses the unique challenges of recruiting in a competitive labor market.

The podcast also delves into PepsiCo's HR tech stack, including their use of iCims for applicant tracking and the potential consolidation of their systems to enhance efficiency. Mark shares anecdotes about the company's culture and the significance of brand loyalty among employees, illustrating the distinct differences between corporate environments in consumer goods versus financial services.

As the discussion wraps up, Mark reflects on the challenges of navigating the fast-paced changes in HR tech, emphasizing the need for a strategic approach to technology adoption. The episode concludes with a call to action for listeners to stay informed and engaged in the ever-evolving world of recruitment technology.