We run a live search with you, end to end. Nothing is sent to candidates.
Book a demo (opens in a new tab)Talent intelligence ranks the people you can already see, including inside your own company. An AI recruiter goes out to the ones who will never arrive. Which you need depends on which problem is actually stopping you.
Eightfold is a talent intelligence layer: it ranks candidates and employees against a role over a skills graph, and since July 2026 also runs a career-site candidate agent and an AI interviewer for people who arrive. EmployLabs works outbound — sourcing per role, contacting candidates who never applied across email, WhatsApp, voice and web, interviewing them against your rubric, and returning a shortlist with evidence behind every verdict. Choose Eightfold for internal mobility, workforce planning, HRIS integration or a dated bias audit; choose EmployLabs when the constraint is execution.
Eightfold builds a skills view across your workforce and the outside market, and tells you who matches a role. It reasons over a corpus the company states as 1.6 billion career trajectories and a graph of 1.6 million skills, combined at deployment with your own ATS and HCM records, so external candidates and your own employees are ranked against the same requisition. Since July 2026 it also puts an agent on your career site and an AI interviewer behind it.
EmployLabs runs the role. A job description becomes a governed decision engine; the system then searches for the people, contacts them on their own channels, screens them against your must-asks, interviews them by voice, and returns a ranked shortlist with the evidence behind every verdict attached.
The distinction is not that one of them talks to candidates. Both do. It is which candidates. Eightfold’s agent lives at your front door and answers whoever arrives. Ours goes out to somebody who was never going to arrive.
The question is not which product is better. It is which of two problems is actually stopping you.
Company size does not decide this. A four-hundred-person company hiring twelve specialists a year and a fifteen-thousand-person company hiring specialists into a new division have the same execution problem, and we run both.
| Outcome | Eightfold | EmployLabs |
|---|---|---|
| What lands on your desk | A ranked, skills-inferred view of candidates and your own employees against the role, with interview output where the AI interviewer was used on people who applied. | Candidates found, contacted, screened and interviewed, each carrying a completed voice interview and the evidence behind every verdict. |
| What you still do yourself | The outbound. Reaching a matched candidate who has not applied is your recruiters' work, or a separate CRM's. | The judgement: closing, the hiring-manager conversation, the decision. |
| Time to the first useful thing | An implementation, with HRIS integration and a data project behind it. | Days, on a single role, with nothing to integrate. |
| What you keep afterwards | A skills graph across your workforce that compounds over years. | The pipeline, the market read, the scoring and the interview evidence, for this role and the next one. |
| Where it fails you | Adoption. A workforce-wide system only pays back if the whole organisation uses it. | A brief nobody thought hard about. Aimed at a badly specified role, it produces confident activity and no hires. |
Outcomes describe what you end up with. This is the work itself, job by job, because a buyer building a requirement list needs to know which boxes each product can genuinely fill. Where Eightfold’s published material does not describe a capability, the row says so rather than reading an absence into it.
| Finding and deciding | Eightfold | EmployLabs |
|---|---|---|
| See who inside your company could do the role | Its home ground. Employees and external candidates are matched against the same role over the skills graph, reasoning about adjacency rather than keyword presence. | Not offered, and not on the roadmap. The platform works outside your organisation. |
| Workforce planning, succession, skills-gap analysis | A full product line covering redeployment, succession and contingent workforce strategy. | Not offered. |
| Decide what the role actually requires | The role is matched against a skills graph the company states as 1.6 million skills, inferring capability rather than reading keywords. | One role definition, generated from the job description, drives both the search and the scoring. Each must-have is judged three ways — met, contradicted or not stated — and only positive evidence of a mismatch disqualifies. Candidates are then ranked on seven anchored dimensions: skill match, ownership, scale, problem complexity, environment quality, domain depth and company background, plus a small soft-signal bonus. |
| Weigh what a profile says against what it leaves out | Not described in published product material. | Requirements are recorded once, quoting the JD's own words. A must-have the profile contradicts is decisive; one the profile is silent on is never a reject, and is put to the candidate. |
| Find candidates for the role | Matched from the 1.6 billion-trajectory corpus, assembled from public sources over a decade and combined with your own ATS and HCM records. | Searched per role across 800M+ professional profiles worldwide, alongside your own inbound applicants and anyone already in your pipeline. |
| Explain why a candidate scored what they scored | Deep-learning match scores, with explainability surfaced on the result. | Every judgement cites the line of evidence from the profile that produced it, rather than a similarity figure, and a score is stored only when every dimension has been judged. |
| Change a requirement and re-score | Not described in published product material. | Change a requirement and the people it can affect are re-scored against the new rubric automatically. |
| Reaching, assessing, governing | Eightfold | EmployLabs |
|---|---|---|
| Contact a candidate who has not applied | Not among the products the company markets. Outreach to a matched candidate is carried out by your recruiters, or by a separate CRM. | A four-email sequence over a week, personalised against each person's actual background, with one AI phone call for Indian numbers once the email has reached them. |
| Hold the conversation and answer their questions | Candidate Agent, released July 2026: hosted by the employer, available around the clock in 22+ languages, carrying one continuous thread through role discovery, questions and application. | One engine across email, WhatsApp, phone and web, so the candidate is reached where they answer. It knows that person's score, can discuss their specific strengths and gaps against the role, and asks the must-haves their profile left unverified. AI phone calls run for Indian numbers within India's TRAI calling hours; other markets are reached by email and WhatsApp. |
| Interview the candidate | AI Interviewer, 22+ languages, around the clock; the company states it automates a large share of manual recruiter screening. A combined multi-format session is announced for a later release. | A structured multi-module browser voice interview, recorded with proctoring events, or a take-home with a follow-up defence call. A conductor prevents phases being skipped, so every candidate faces the same structure against the same rubric. |
| Assess a technical candidate on what they can build | Not described in published product material. | The candidate writes code in a live editor and explores a real repository with the interviewer while the conversation continues; the code is read and discussed with them, not executed. |
| Assess a non-technical role on evidence | Matching covers all role types. Interview coverage for non-technical roles is not detailed in published material. | The same structure and the same rubric cover sales, operations and finance, with document-based exercises, so those candidates are assessed on demonstrated evidence rather than on a CV read. |
| Produce something a hiring manager can act on | A ranked set of recommendations with match explanation, and interview output where the AI interviewer has been used. | A five-level alignment rank with written rationale, then role fit, behavioural signals from what the candidate said, skill depth with quotes, spoken-English (CEFR) level, strengths citing the transcript, risks with severity, development points and next steps — on a share link for the whole role that only people you name can open, which expires and can be revoked. |
| Record why the system decided what it decided | Enterprise-grade audit and reporting, alongside its published compliance artifacts. | An append-only record of every automated decision and every human override, alongside contact, spend and opt-out records. |
| Show you where you and the system disagree | Not described in published product material. | Every override is logged, and the override rate per role is reported. |
| Search without naming the employer | Not described in published product material. | The employer can stay unnamed on public pages, and a role can run sourcing-only with outreach switched off. |
| Produce a dated independent bias audit | An independent audit of the matching model completed March 2026 under NYC Local Law 144, passing all three assessed sections, published by the company. | The Local Law 144 and EU AI Act posture is structural: one rubric on every candidate, a person at the final gate, a complete decision record. |
| Flow into the system your organisation runs on | Native integrations with Workday, SAP SuccessFactors, Oracle HCM, Greenhouse and Lever. | One live connector, Zwayam, submits finalists with a generated CV into the client's portal. Greenhouse, Lever and Workday are not built; finalists reach the hiring manager by share link rather than export. |
Read the two tables as one shape. The rows at the top of the first and the bottom of the second are the reason a large organisation buys talent intelligence, and nothing we do replaces them. Everything between is the fortnight that stands between a ranked list and a hire.
“Evidence-backed scoring” is a phrase, so here is the thing itself. Every requirement on the role returns a verdict and the line from the candidate’s profile that decided it.
Behind that sits the voice interview: multi-module by design, phases enforced so nobody gets a rushed screen, a live editor and a real repository for the technical rounds, and a report that cites the transcript for every strength, gives each risk a severity, and sets out development points and next steps. It arrives on a share link for the whole role that only people you name can open, which expires and can be revoked, so nothing is exported.
A ranked list tells you who to call. This tells you what happened when somebody did.
We run mandates for seventy-one client organisations across nine countries, among them Deccan AI in California, Philogen in Italy, phamax in Switzerland, Space Matrix in Singapore and Solinas in Chennai. The work spans deep-tech robotics, biotechnology, consulting, design and enterprise software.
That range is the point rather than the count. Leadership searches across those domains — Chief Business Officer, VP Sales, Chief of Staff, Head of Growth, founding-team hires — are run by our own experienced recruiters, because a senior search is unrecognisable between a robotics company and a biotech and the person running it has to know the difference. The platform carries the map, the evidence and the administration underneath them. Sourcing is global; India-specific compensation benchmarks by role, city and experience level sit on top of it.
This is where the two purchases differ most and it rarely appears in a comparison. A workforce intelligence platform is a commitment before it is a result: integration, data work, change management, and an organisation that has to adopt it before anything pays back. The decision is large and slow by construction.
Ours is one role. Give us a brief, watch the market map, look at the sample, arm it or do not. Automation is off by default and set per role from manual through to full; nothing sends and nothing spends until somebody says so, and there are caps on both. If it is not working you stop — with the pipeline, the scoring and the market read still yours.
For a large organisation this is the sensible configuration, and it is operational rather than diplomatic. The workforce graph answers whether a role should be filled internally at all. When the answer is no — which is every genuinely specialist hire — the brief comes to us and the execution happens here. Finalists and their evidence reach the hiring manager by share link and are entered into whatever holds your requisitions the way any externally sourced candidate reaches it today, or submitted directly where that portal is Zwayam.
The mistake is buying either expecting the other. A career-site agent will not approach anybody who never visits it. We will not tell you the person for this job already works in your Pune office.
If your problem is that you cannot see the talent you already employ, buy talent intelligence, and we are not a substitute. If your problem is that specialist roles sit open because the people who could fill them are never contacted, buy execution — the finding, the reaching, the screening and the interviewing done rather than recommended, with the evidence attached to every name. That is the whole of what we do.
Bring a live role. We will show you the search, the outreach and an interviewed finalist's report before you commit to anything.
