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Talent acquisition leads and HR teams ask AI assistants which applicant tracking and recruiting tools fit their hiring plans. We work on what those answers say about your product, and whether they name it at all.
Updated
“Which ATS suits a 300-person company hiring 60 people a year across the US and UK, with interview scheduling built in?”
“Vendor A and Vendor B suit mid-size teams with built-in scheduling. Vendor C has stronger reporting but costs more per seat…”
Placeholders, not real vendors or results.
Buyers type a few words into a search box. In an AI assistant they describe their situation: how many people they hire a year, the size of the talent team, the HR system they run, the roles they struggle to fill. Each detail narrows the shortlist, and each one is a fact the answer has to get right about you.
In a search box
In an AI assistant
Example questions, written to show the shape. Vendor names are placeholders.
The paid audit and every monthly check record how each engine describes you, not only whether it names you. In recruiting software, these are the details buyers filter on.
ATS, sourcing and candidate CRM, scheduling, assessments and onboarding are sold separately and overlap. An answer that files you under the wrong one puts you on the wrong shortlist.
Hiring volume, company size and the regions a team hires in. A company hiring 20 people a year and one hiring 2,000 ask for different tools.
The HR system, job boards, calendars, assessments and Slack. Buyers check the list against what they already run.
Privacy rules, equal opportunity reporting, retention, and how any AI in screening is checked for bias. Buyers ask about all of it, and the answer has to state your current position.
Per seat, per hire or per job. Buyers ask how the cost moves as hiring grows or slows.
Engines that search the web show their sources. For your own questions, the baseline records which of these each engine used, so the work goes where your answers come from.
Head of talent, HR lead
“Which ATS suits a company hiring 60 people a year with a two-person talent team?”
The hiring volume you suit, what you connect to, and how pricing scales.
Read the applicant tracking page
Talent acquisition lead
“Which tools combine sourcing, outreach and a candidate CRM for hard-to-fill roles?”
Which parts of hiring you cover beyond tracking, and where your candidate data comes from.
Read the talent acquisition platforms page
Example questions are illustrative.
The same four steps run on every retainer. The plan you pick sets how many questions we track and how much work ships each term.
We build the questions talent and HR leads ask, with you: 100 or 150 depending on the plan, mostly unbranded, grouped into clusters by category, hiring volume and stage. You approve them before anything runs.
Every question runs on ChatGPT, Claude, Perplexity, Microsoft Copilot and Google (AI Overviews, AI Mode and Gemini). We record who gets named, how each engine describes your category and who you suit, and which pages it cites.
A written estimate of what the scope can move by day 90, as ranges per cluster and engine. The scope is locked with it.
Comparison and alternatives pages, revamps of product and integration pages you already have, corrected review profiles, placements on the pages engines cite, and community work. Each month end is measured against the forecast.
If we work with an applicant tracking vendor, we don't take its direct competitor, so we are never chasing the same citations for two of you.
Nobody controls what the engines say. You get a measured baseline, a written forecast and a monthly check that shows a flat month as flat.
Talent leaders notice content written by someone who has never run a hiring process. We interview your product lead at the start, then for 30 minutes a month, and you approve every brief.
It is how often, and how accurately, AI assistants such as ChatGPT, Claude, Perplexity, Microsoft Copilot and Google's AI features name your product when talent and HR leads ask which ATS or recruiting tool fits their hiring. It covers being on the shortlist and being described correctly: your category, who you suit, what you connect to and how you handle candidate data.
Send your website, your category in a sentence and up to five competitors. If we think the free audit will tell you something, it arrives 48 business hours after we confirm.