We run a live search with you, end to end. Nothing is sent to candidates.
Book a demo (opens in a new tab)SeekOut's agents find, rank and email candidates alongside your recruiters. EmployLabs carries the same candidate through the conversation and a voice interview. Which you need depends on where your process actually stalls.
SeekOut runs AI agents alongside recruiters that build a rubric, search public and ATS data, score candidates with reasoning and send personalised email. EmployLabs carries candidates further: it sources and emails them, calls Indian numbers, holds the conversation across email, WhatsApp, phone and web, and interviews them by voice. Choose SeekOut for recruiter-led sourcing; EmployLabs when screening and interviews stall.
SeekOut describes itself as AI agents that find, evaluate and engage candidates, working alongside your recruiters inside the SeekOut platform. Its agents build a hiring rubric from your criteria, search public candidate data together with your own ATS data, score every candidate against that rubric with the reasoning shown, and write and send personalised email. The recruiter sets the criteria, decides how much the agents do on their own, approves at the critical steps.
EmployLabs runs the role through to an interview. A job description becomes one role definition that drives both the search and the scoring; the system then finds the people, reaches them with a four-email sequence and, for Indian numbers, an AI phone call, holds the conversation with them across email, WhatsApp, phone and web, and interviews them by voice in the browser. What comes back is a report per candidate, not a ranked list.
The distinction is where each product stops. SeekOut’s agents take a candidate as far as a scored profile and an email in their inbox, and your recruiters take it from there. Ours carry the same candidate through the reply, the questions, the unverified requirements and a structured interview before anybody on your side has to spend an hour.
If your process ends at a well-ranked shortlist that your own team will screen, you can stop reading and buy the sourcing platform. If you want the screening and first interviews carried for you, read on.
| Outcome | SeekOut | EmployLabs |
|---|---|---|
| What lands on your desk | Candidates found across public data and your ATS, each scored against a rubric built from your criteria with the reasoning shown, and personalised emails already sent. | Candidates found, contacted, questioned on the requirements their profile left open and interviewed by voice, each with a report carrying an alignment rank, skill depth with quotes and the risks. |
| What you still do yourself | The conversation once a candidate replies, the phone screen, the interview and the final decision, with approvals at the steps you choose. | The decision: reading the report, the hiring-manager conversation, client rounds and the offer, plus any intervention the system raises for a judgement. |
| Time to the first useful thing | As soon as the rubric is set and the search runs inside the platform. | Days on one role: a sample of real profiles before any volume is sourced, then contact and interviews. |
| What you keep afterwards | The rubric, the scored pool and your rediscovered past applicants, inside the platform your team works in. | The pool, the scoring with its evidence, every conversation and every interview report, for this role and the next. |
| Where it fails you | Capacity. A ranked, contacted pool still needs recruiter hours to become interviewed candidates. | A brief nobody thought hard about. Aimed at a badly specified role, it interviews the wrong people well. |
Job by job, because a requirement list needs to know which boxes each product genuinely fills. Where SeekOut’s published product material does not describe a capability, the row says so rather than reading an absence into it.
| Job in the hiring process | SeekOut | EmployLabs |
|---|---|---|
| Turn your criteria into something a machine can judge | Rubric Creator builds a hiring rubric from the criteria you give it, and every candidate is evaluated against it. | Meera, the recruiter copilot, turns the job description into one role definition that drives 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 search before it runs at volume | Not described in published product material. | Meera proposes sourcing strategies and you preview a sample of real profiles for each before anything is sourced at volume; automation will not source from a strategy nobody sampled. |
| Find candidates for the role | Candidate Finder searches public candidate data together with your ATS data across a large external profile set, with rediscovery of past applicants and a Chrome extension. | People search across major professional-profile data providers with a fallback provider, in a pool that pages forward and never buys the same person twice; public-board and Zia-run applicants go through the same scoring. |
| Score a candidate and show why | Candidates are scored against the rubric with the reasoning shown. | Each must-have is judged met, contradicted or not stated, and only evidence of a mismatch disqualifies. Seven anchored, role-specific dimensions are scored, every judgement carries its evidence line, and changing the brief re-scores the people it affects. |
| Screen inbound applicants | Applicant evaluation and AI screening of inbound applicants, with fraud flagging. | Zia-run apply sessions read the résumé, ask mandatory screening questions and score the applicant against the same role definition as sourced candidates. |
| Make first contact | Outreach Expert writes personalised messages and sends emails. SMS, WhatsApp and phone outreach are not described in published product material. | A four-email sequence over a week — a personalised first email, a same-thread follow-up, a new angle, a closing note — and, once an email has provably reached a candidate with an Indian number, one AI phone call inside TRAI calling hours. Recruiters can send LinkedIn invites through a browser extension they operate; outside India, first contact is the email sequence, and Zia continues on email or WhatsApp once a candidate engages. |
| Hold the conversation | Not described in published product material beyond sending the outreach. | Zia, one conversational engine across email, WhatsApp, phone and web, knows the candidate's strengths and gaps, answers questions about the role and asks the must-haves the profile left unverified. A candidate who replies leaves the sequence at once. |
| Interview the candidate | AI or voice interviews are not described in 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, read and discussed with them; non-technical roles get document exercises. |
| Schedule | Not described in published product material. | Per-candidate client interview rounds, and offers sent with accept and decline links. |
| Give the hiring manager something to act on | The scored candidates and their reasoning inside the platform. | A share link for the whole role — board, candidates, interviews, outreach history — with no EmployLabs seat; only people you name can open it, and links expire and can be revoked. |
| Decide how much runs on its own | The recruiter decides how much the agents do autonomously and approves at critical steps. | Nothing runs until a person arms the role with a scope and caps on sourcing, finalists and spend; it then works to those limits and raises typed interventions when a judgement is needed. |
| Work from your AI assistant | SeekOut MCP brings its profile data into mainstream AI assistants. | Not offered. Recruiters work in the EmployLabs board and with Meera. |
| Flow into your systems | ATS, CRM and HCM integrations listed on a partners page. | One live connector, Zwayam, which submits finalists with a generated CV into the client's portal after a dry run. Greenhouse, Lever and Workday connectors are not built. |
| Produce compliance artefacts | Publicly stated SOC 2 Type 2 and ISO/IEC 42001 AI-management compliance. | One rubric on every candidate, a person at the final gate, and an append-only record of every automated decision and override. |
A scored profile tells you who to talk to. An interview report tells you what they said.
The configuration that makes sense splits the work at the reply. Your recruiters keep SeekOut for the searches they want to run by hand and for rediscovering past applicants. A role where contact, screening and first interviews are the constraint goes to EmployLabs as a brief, armed with its own caps, and comes back as interview reports on a share link your hiring manager can open without a seat. Neither product needs the other to work, and the mistake is buying either expecting the other: a sourcing platform will not interview anybody, and we will not search your ATS history.
Choose SeekOut if your recruiters want to keep every conversation and need a faster, better-explained way to find, rank and email candidates, from inside its platform or their AI assistant, with certifications on file. Choose EmployLabs if you want the work after the list — the follow-up, the questions, the screen and the first interview — carried and evidenced rather than recommended.
Bring a live role. We will show you the search, the outreach and an interviewed finalist's report before you commit to anything.
