Finding Fit, Building Trust, and Planning Ahead: Employ’s Latest Product Releases 

Application volume is up. AI has made it easier for fraud to slip through. And most recruiting data still tells you what already happened, not what’s about to. 

These are just a few of the realities recruiters are navigating right now. And too often, it can feel like you’re responding to problems as they show up, instead of having the tools to get ahead of them. 

Employ’s latest product releases are designed to change that. They bring new capabilities and refinements focused on three things: finding fit in the volume, building trust earlier in the process, and using data to anticipate what’s coming next, not just explain what already happened. So, you can put these roadblocks in the rearview and get back to what matters most: connecting with the right talent.  

Here’s how that comes to life in this release.

Turning Application Overload into Hiring Clarity  

Last year, we introduced our AI Companion strategy with a clear goal in mind: use AI to solve the real, everyday challenges recruiters face without compromising fairness, transparency, or human judgment.  

Since then, we’ve been focused on bringing that vision to life. We started with AI Interview Companion, helping teams run more structured, consistent, and fair interviews. And most recently, we introduced AI Screening Companion to help recruiters focus on best-fit candidates in a rising sea of applications.  

Because here’s the reality: AI has made it easier than ever for candidates to apply, and the average job posting now attracts more than 250 applicants. Recruiters simply don’t have the bandwidth to review every application with the care and attention each candidate deserves. That’s how strong talent gets missed, candidate experiences suffer, and critical roles stay open longer than they should. 

AI Screening Companion was built to address this challenge, helping TA teams screen smarter, connect faster, and reduce costly candidate drop-offs, all while keeping the hiring experience human. Here’s what that looks like in practice.   

• AI-powered screening: Receive proactive recommendations for candidates who are a strong fit for jobs that have been open for over 30 days. It explains why they’re a match, so recruiters can act with confidence without spending hours manually screening resumes. 

• Candidate transparency: Generate personalized feedback for archived candidates, helping teams build trust and protect their employer brand at scale—without adding work to already stretched recruiting teams. 

• Talent loss risk: When top candidates show signs of disengagement, recruiters are alerted early, with clear recommendations for how to re-engage and keep the process moving forward. 

When application volume starts to feel overwhelming, AI Screening Companion steps in to support—not replace—your team. It helps recruiters cut through the noise, keep the right candidates engaged, and make thoughtful, confident decisions at scale. 

Building Trust at the Top of the Funnel 

The rise of AI in the job search hasn’t just increased application volume; it’s also increased risk. It’s now easier than ever to exaggerate experience, fabricate skills, or pose as a fake candidate altogether. And the consequences are real: candidate fraud can cause reputational damage, compliance violations, and security breaches —costing millions in fines. Catching it early matters more than ever, yet it’s becoming harder to do.  

As we researched the best way to address this challenge, one thing became clear: heavier controls at the very start of the process weren’t the answer. Early ID checks can create friction, raise privacy concerns, and disadvantage marginalized candidates. Solving fraud by making applying harder or less inclusive wasn’t a tradeoff we were willing to make. 

Instead, Employ is committed to fighting fraud with a layered approach—one that increases verification as candidates move forward and as risk increases. In 2026, you’ll see this philosophy roll out across the funnel, from early fraud signals at application submission to deepfake and impersonation detection during interviews. In our latest release, we’re introducing one key piece of that strategy: Candidate Insights. 

Here’s how it works: After a candidate applies, assessments and reference checks are sent automatically, surfacing early signals around skills, fit, and potential risk without slowing the process down. Each assessment is tailored to your specific role and culture, grounded in decades of industrial-organizational psychology research through our partnership with ProboTalent.  

This is an exciting first step in building product capabilities that support our layered approach to fraud prevention, and I can’t wait to show you what else we’re working on.   

See What’s Working, Forecast What’s Next 

In this year’s Recruiter Nation Report, 82% of TA teams told us they use analytics to improve their recruiting strategy. But 79% still rely on spreadsheets to manage that data, and that’s holding teams back. 

Spreadsheets are fine for looking backward, but they’re limiting when it comes to moving hiring forward. They focus on efficiency metrics like time, cost, and activity—without showing real impact. And because they’re inherently retroactive, they make it hard to spot risks early, forecast demand or capacity with confidence, or clearly prove the ROI of your technology investments. 

That’s why we continue to invest heavily in reporting, analytics, and forecasting across Employ. Our latest release brings two new capabilities for Lever and Jobvite customers designed to help teams move beyond hindsight and start planning ahead. 

AI Interview Companion Dashboard (Lever): Every AI platform promises gains in productivity, efficiency, and cost savings—but showing you’re actually getting them isn’t always easy. The AI Interview Companion Dashboard in Lever helps you move from guesswork to clarity, showing exactly where AI is delivering value in your funnel—from more structured interviews to higher-quality hires—with clear, demonstrable proof for executives, boards, and investors.  

Forecasting (Jobvite): While dashboards help teams understand what’s working today, forecasting helps them prepare for what’s coming next. Jobvite Forecasting surfaces demand spikes and pipeline slowdowns before they become hiring crises. With earlier visibility into trends, teams can balance workloads, prevent talent shortages, and stay aligned with business goals. 

Enhancements that Build on What Works 

Innovation doesn’t always mean building something brand new. Often, it’s about listening and watching how teams actually use our products, learning what’s working (and what’s not), and refining based on insights from the market and our customers. 

That’s why this release isn’t just about new capabilities; it’s about making the tools our customers already rely on even better. In this update, we’re introducing meaningful enhancements to AI Interview Companion and Onboarding for Lever and Jobvite. 

AI Interview Companion 

We introduced AI Interview Companion last year to help TA teams interview better by reducing distractions, reinforcing structure, and supporting continuous improvement. Since then, we’ve learned a lot from how teams are using it in real hiring workflows. This release builds on that foundation with enhancements designed to improve quality, accessibility, and confidence throughout the interview process. 

• Improved interview quality and consistency through enhanced Interview & Intake Guides, guided intake meetings, and automated post-intake outputs like job descriptions and ideal candidate profiles. 

• Expanded global accessibility with real-time and post-interview translation of summaries, transcripts, and Copilot responses across 17 languages. 

• Stronger trust and compliance via one-click candidate consent opt-out and expanded support for internal and unlisted roles syncing from the AI Interview Companion within Lever. 

• Increased platform reliability and confidence, backed by significant stability, security, and usability improvements. 

Onboarding 

One of the most overlooked parts of the candidate experience is the transition from “you’re hired” to “welcome to the team.” When that transition feels impersonal and disconnected, it can put engagement and trust at risk before a new hire even starts. 

That’s why we continue to invest in our Onboarding solutions for Jobvite and Lever, making it easier for teams to deliver a smoother, more tailored, and more aligned experience from offer acceptance through day one. 

What’s new for Jobvite? 

• Single Sign-On is now available for Onboarding, providing one secure login and reducing friction for recruiters, admins, and hiring teams.  

• Onboarding Start Date keeps onboarding timelines accurate and aligned, cutting down on manual work and preventing miscommunication with new hires. 

• Onboarding Role Access Management automatically assigns the right permissions based on department, business unit, and employment type, reducing manual setup while saving admin time and improving security. 

What’s new for Lever? 

• Undo Hire gives recruiters and HR admins the flexibility to quickly revert a candidate’s “Hire & Onboarding” status when employment can’t move forward, keeping data clean and processes adaptable.  

• Expanded Attribute Mapping uses key role details like Department and Work Type to enable more accurate access, creating a more secure and tailored onboarding experience. 

Planning for the Future, Together 

What I’m most excited about with this release isn’t any one feature; it’s the direction it represents. We’re focused on helping recruiting teams move from volume to fit, from risk to confidence, and reacting to planning. These updates are designed to support that shift, while continuing to refine the tools teams already rely on every day. And as hiring continues to evolve, we’ll keep listening, learning, and building alongside you.