We run a live search with you, end to end. Nothing is sent to candidates.
Book a demo (opens in a new tab)One agent makes the LinkedIn Recruiter seat work harder; the other carries a role through to an interviewed candidate. Which you need depends on where you want the work to end.
LinkedIn Hiring Assistant is an agent inside LinkedIn Recruiter that builds a sourcing strategy, searches LinkedIn and your ATS, drafts InMail and pre-screens responders. EmployLabs runs the chain past the shortlist: evidence-scored must-haves, email, WhatsApp, phone and web conversation, a browser voice interview and a hiring-manager report. Choose by where you want the agent’s work to end.
LinkedIn Hiring Assistant is an agent that works inside LinkedIn Recruiter. LinkedIn calls it its first AI agent for recruiters, and it does what that position makes natural: it takes a recruiter’s intake answers, builds a sourcing strategy, searches the LinkedIn member graph and the applicants already in your ATS, evaluates them against your criteria, drafts personalised InMail and pre-screens the people who respond.
EmployLabs is an agent that runs the hiring chain from the brief to a hiring-manager-ready interview report. It sources, scores every must-have with its 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.
Hiring Assistant makes the LinkedIn Recruiter seat work harder. EmployLabs carries the role through to an interviewed candidate with the evidence attached.
The rule is where you want the agent’s work to end. If the job you want done is a better shortlist and better first messages inside the tool your recruiters already live in, that is Hiring Assistant’s job and it is built exactly for it. If the job you want done is a candidate who has been found, approached, asked the questions the profile could not answer and interviewed, with a report your hiring manager can act on, that is ours.
| Outcome | LinkedIn Hiring Assistant | EmployLabs |
|---|---|---|
| What lands on your desk | Top candidates from LinkedIn and your ATS, evaluated against your criteria, with personalised InMail drafted and interested people pre-screened. | 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 | Choose which projects it handles, review its work at each step, 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 | Fast for anyone already working in Recruiter: the intake questions are the start of the search. | Days. A sample of real profiles comes first, then sourcing, outreach and the interview. |
| What you keep afterwards | Your projects and pipeline in LinkedIn Recruiter, and an assistant that has learned from them. | 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 people you need are not on LinkedIn or not answering InMail, and when the interview is the bottleneck rather than the search. | When the best route to the candidate is the LinkedIn graph itself and your team will not leave Recruiter. We would be adding a second tool to a job one already does. |
Job by job, at the depth each product describes itself. Hiring Assistant’s column is written from LinkedIn’s own published material; where a job is not described there, we say so rather than guess.
| Job | LinkedIn Hiring Assistant | EmployLabs |
|---|---|---|
| Turn the brief into a search | Intake questions build a sourcing strategy, informed by what the recruiter did on similar roles in their own Recruiter history. | 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 | The recruiter can see and intervene at every step, and chooses which projects the assistant handles. | 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 | Runs many searches across LinkedIn members and the applicants in your connected ATS, with native access to the member graph. | 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 | Evaluates candidates against the recruiter's criteria and surfaces the top ones for review. | Each must-have is judged met, contradicted or not stated, and only positive evidence of a mismatch disqualifies. 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 | Drafts personalised messages sent as InMail. | 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 | Pre-screens interested candidates. Voice prescreening is announced as coming in Hiring Assistant 2. WhatsApp and phone outreach are not described in their 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 | Interview scheduling is announced as coming in Hiring Assistant 2. | 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 | An AI interview of the candidate is not described in their 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. Recorded, with proctoring events. |
| Hand over the evidence | Candidates, projects and messages stay in LinkedIn Recruiter and sync to most major ATSs through LinkedIn's integration programme. | 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 Hiring Assistant, a reviewed set of candidates inside a Recruiter project, with the messages that went to them and the pre-screen answers of the ones who replied. 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.
Very little either way, and that is worth saying. Hiring Assistant is an add-on to a seat you may already hold, and you choose which projects it handles. EmployLabs does nothing 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. Try one hard role on each and compare what reaches the hiring manager.
Plenty of teams will. Keep LinkedIn Recruiter and Hiring Assistant for the searches where the LinkedIn graph is the best source and your recruiters want to drive. Arm EmployLabs on the roles where the bottleneck is what happens after the shortlist: reaching people on the channel they answer, asking the must-haves a profile cannot confirm, and interviewing them. 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 LinkedIn Hiring Assistant when your recruiters work in LinkedIn Recruiter, the people you need are well represented on LinkedIn, and the job you want done is a better search and better first messages without changing tools. Choose EmployLabs when the job you want done runs past the shortlist: a four-email sequence and, for Indian numbers, a call; a conversation across email, WhatsApp, phone and web that asks the must-haves a profile cannot confirm; a structured voice interview; 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.
