We run a live search with you, end to end. Nothing is sent to candidates.
Book a demo (opens in a new tab)One runs the recruiting operation on top of your ATS; the other takes each role through to an interviewed candidate. The comparison turns on where your bottleneck sits.
hireEZ puts agents on top of your existing ATS: open-web sourcing, past-applicant rediscovery, ranked applications, email and SMS campaigns, voice or chat screening and interview scheduling. EmployLabs carries each role to an interviewed candidate, judging every must-have against evidence, holding the conversation across email, WhatsApp, phone and web, and running a structured browser voice interview with a hiring-manager report.
hireEZ describes its EZ Agent as enterprise hiring run by agents, with recruiters deciding. It is agentic AI built on top of your ATS, with no rip-and-replace: it sources across the open web and partner networks, rediscovers past applicants through a Talent CRM enriched from your ATS, reads and ranks every application, runs email, SMS and nurture campaigns, screens by voice or chat, and schedules the interviews. Nothing moves forward without your approval.
EmployLabs is an agent that carries each role from the brief to a hiring-manager-ready interview report. It sources, judges every must-have against the evidence, reaches candidates by email and, for Indian numbers, an AI call, then holds the conversation across email, WhatsApp, phone and web, interviews them by voice in the browser, and hands the hiring manager a link to the whole role.
hireEZ makes the recruiting operation around your ATS run itself. EmployLabs takes a role all the way to an interviewed candidate with the evidence attached.
The rule is what you want the agent to produce. If it is a recruiting operation that sources, rediscovers, screens and schedules across every open requisition in your ATS, with a recruiter approving each step, that is hireEZ’s job and it is built for it. If it is a candidate who has been found, approached, asked the questions the profile could not answer and interviewed in depth, with a report a hiring manager can act on, that is ours.
| Outcome | hireEZ | EmployLabs |
|---|---|---|
| What lands on your desk | Ranked, explained applications and sourced candidates, engaged by campaign, screened by voice or chat, and booked into interviews on your calendars. | Interviewed candidates, each with an alignment rank, written rationale, skill depth with quotes and the risks found, on a link your hiring manager can open. |
| What you still do yourself | Approve what moves forward, since nothing is rejected without you, then run the interviews and make the decision. | Arm the role with its scope and caps, answer the interventions that need judgement, then the hiring-manager conversation, the offer and the decision. |
| Time to the first useful thing | Once connected to your ATS, the applicants and past candidates already in it are the first pool. | Days. A sample of real profiles comes first, then sourcing, outreach and the interview. |
| What you keep afterwards | A Talent CRM enriched from your ATS, campaigns, career sites and analytics across your requisitions. | The pool, the scoring with its evidence, the interview recordings and reports, and a complete record of every automated decision and override. |
| Where it fails you | When the decision turns on how well a candidate actually performs, because a structured AI interview with an evidence report is not described in its published material. | When what you need is an ATS-native operation across every requisition with a built-in scheduler. We would be adding a second system to an operation one already runs. |
Job by job, at the depth each product describes itself. The hireEZ column is written from its own published material; where a job is not described there, we say so rather than guess.
| Job | hireEZ | EmployLabs |
|---|---|---|
| Turn the brief into a search | An agent sources against the requisition across the open web and partner networks, on many platforms rather than one network. | Meera, the recruiter copilot, turns the job description into one role definition that drives both the search and the scoring. Each must-have is recorded once in the JD's own words and marked as checkable from the profile or only from the candidate. |
| Check the strategy before committing to it | Nothing moves forward without the recruiter's approval. | Meera proposes up to four sourcing strategies. The recruiter previews a sample of real profiles for each before anything is sourced at volume, and automation will not source from a strategy nobody sampled. |
| Find the people | Open-web and partner-network sourcing, plus a Talent CRM with ATS enrichment that rediscovers your past applicants. | People search across major professional-profile data providers, with a fallback provider, into a pool that pages forward and never buys the same person twice. Applicants from a public jobs board and Zia-run apply sessions go through the same scoring. |
| Decide who is worth contacting | Applicant Review reads, ranks and explains every application, and nothing is rejected without the recruiter. | Each must-have is judged met, contradicted or not stated, and only positive evidence of a mismatch disqualifies; silence becomes a question for the candidate. Seven anchored, role-specific dimensions, every judgement carrying its evidence line. Change the brief and the people it affects are re-scored automatically. |
| Reach them | Personalised email campaigns, plus SMS and nurturing campaigns. | A four-email sequence over a week, then, for Indian numbers once the email has provably reached them, one AI call within TRAI calling hours. |
| Hold the conversation | Conversational AI, by voice or chat, that screens and engages candidates. WhatsApp outreach is not described in its published product material. | Zia, one conversational engine across email, WhatsApp, phone and web. It knows the candidate's strengths and gaps, answers questions about the role, uses India salary benchmarks by role, city and seniority, and asks the must-haves the profile could not confirm. |
| Book the interview | A scheduler that handles calendars, panels and reschedules. | The first interview is Naira's, in the browser. After it, the client's own interview rounds are tracked per candidate, and offers go out with accept and decline links. |
| Interview the candidate | A structured AI interview producing an evidence report is not described in its published product material. | Naira runs a multi-module browser voice interview with phases enforced by a conductor. Technical candidates write code in a live editor and explore a real repository with Naira, which reads and discusses the code. Non-technical roles get document-based exercises, and a take-home with a follow-up defence call is an option. Recorded, with proctoring events. |
| Hand over the evidence | It works on top of your existing ATS, with career sites and analytics alongside. | A five-level alignment rank with written rationale, skill depth with quotes, spoken-English level against CEFR criteria, risks with a severity, and topics never probed marked Not assessed. The hiring manager opens the whole role on a share link, with no EmployLabs seat. |
From hireEZ, ranked and explained candidates moving through your ATS, with campaign history, screening conversations and interviews booked. From us, per interviewed candidate, a report: an alignment rank on a five-level scale with the reasoning written out; role fit by the jobs the hire must actually do; behavioural signals drawn only from what the candidate said, never inferred from their voice; skill depth per skill with the quotes behind it; strengths that cite the transcript; risks with a severity; up to three development points and the next steps. Anything the interview never probed says Not assessed rather than a guessed score.
hireEZ is built to avoid a rip-and-replace, and it shows: it sits on the ATS you already run. EmployLabs asks for no migration either. Nothing runs until a person arms a role and chooses its scope (source only, source and outreach, or the full pipeline) and its caps on sourcing, finalists and spend. Arm one hard role, read what reaches the hiring manager, and decide.
Teams with hireEZ on their ATS can keep it running the operation across requisitions: rediscovery, campaigns, applicant review and scheduling. Arm EmployLabs on the roles where the decision turns on assessment: specialist and technical hires where you want each candidate interviewed in depth and a report the hiring manager can read before giving up an hour. Agree up front which tool owns which role, so a candidate hears from your team once rather than from two agents at the same time.
Choose hireEZ when you want agents running the recruiting operation on top of your existing ATS: open-web sourcing, rediscovery of past applicants, applicant review, email and SMS campaigns, voice or chat screening and a scheduler, backed by published SOC 2 Type 2 and ISO 27001 certification. Choose EmployLabs when the decision turns on assessing the candidate: every must-have judged against evidence, a conversation across email, WhatsApp, phone and web, a structured voice interview with code in a live editor, and a report your hiring manager opens on a link.
Bring a live role. We will show you the search, the outreach and an interviewed finalist's report before you commit to anything.
