01Research / Industry
Greenhouse Hiring Report
Industry benchmark on hiring funnel performance and bottlenecks.
HIRING FOR THE AI-AUGMENTED WORKFORCE
Role Design for the
AI-augmented workforce
“Get the work done within the budget you have”
Microsoft for Startups
Future Workplace
Future WorkplaceWORKFORCE CAPABILITY
We hire for capability, not a role.
We analyze the workflow, split tasks between human and agent, then write the brief. Skills get redistributed between agent and human - agents run dashboards, basic data pulls, and repetitive coding; humans own architecture and prompt engineering. Calibrated against 10,000 Role Designs analyzed across Anthropic, Meta and category leaders in your industry. Hire like them.
- Workflow first. Tasks second. Skills third.
- Build / Buy / Bot decision per task
- People only, people plus agents, or agents only
Senior PM, Growth Infra
Role Design, DraftBuild / Buy / BotBuild40%Buy35%Borrow15%Bot10%
Discovery
User intervie...
Signal mining
Hypothesis
Opportunity s...
Brief
PRD draft
Stakeholder r...
Build
Spec breakdown
Eng pairing
Ship
Launch checkl...
Iterate
Metric readout
Retro
Human Human + Agent Agent-led
Sourced from in-seat survey
TALENT INTELLIGENCE
Talent Intelligence: Benchmark the brief on day one
800M+ profiles, 30+ sources. Filtered on impact and achievement, not keyword bingo. Live market data sits inside the brief - comp bands, supply pool, geo concentration - and the whole team sees the consequence of every lever, live. Before sourcing burns a week, must-haves stay, nice-to-haves get cut, and the brief gets honest.
- 800M+ profiles, 30+ sources - filtered on impact and achievement, not keyword bingo
- Live market data inside the brief - comp bands, supply pool, geo concentration
- Lever flex on the same screen - widen geo, drop a nice-to-have, raise comp, watch the pool respond
Senior Backend Engineer · NYC
BriefingAs stated
Comp band
$140K - $170K
Supply within 30mi
9
Must-haves
7y, NYC onsite, Go
After flex
Comp band
$160K - $200K
Supply within 30mi
47
Must-haves
5y, hybrid, Go
(years -2, geo widened)
Levers
Years expGeographyComp band
The recruiter sees the consequence of every flex on the same screen.
EVOLVING WORKFORCE CAPABILITY
A living data model at every role's level.
We build a data model at every role's level. Every hire makes the next one sharper. INTERNAL CONTEXT - past performance from inside your company. No other AI hiring tool has this.
- We track skills used and tasks performed - with every hire, the system learns what it took to get the work done.
- A skill done by an agent falls out of the next design. A pattern your old JD missed gets picked up next cycle.
- Each cycle sharpens the next. Your second hire is sharper than your first.
Past hires, Senior Backend Engineer family9 CYCLES INDEXED
AC
STRONGShipped infra at scaleDistributed systems
RM
STRONGShipped infra at scaleOwned SLOs end-to-end
JT
WEAKConsultant onlyNo shipped surfaces
Pattern -> Role design
Strong-hire signalsShipped infra · Owned SLOs · Distributed systems
Anti-signalsConsultant-only · No shipped surfaces · Greenfield-only
Patterns feed the next role design.
THE DATA WE STAND ON
Built on evidence, not gut
Every claim in the product traces back to a source. Here is the foundation.
02Conversation analytics
BrightHire Interview Analysis
Behavioral patterns from millions of recruiter-candidate calls.
03Research / Frontier AI
Anthropic Labor Market Report
How AI is redistributing work across the labor market.
04Practitioner survey
Recruiting Brainfood
Practitioner pulse on what is changing in talent acquisition.
05Vendor analysis
Fosway Group
Independent vendor analysis across HR technology.
06Benchmark study
10-20% offer acceptance lift
Industry research on hiring manager and recruiter parity at briefing.
07Voice of customer
4,100+ hiring professionals surveyed
Aggregated voice-of-customer signal across industries and stages.
01Research / Industry
Greenhouse Hiring Report
Industry benchmark on hiring funnel performance and bottlenecks.
02Conversation analytics
BrightHire Interview Analysis
Behavioral patterns from millions of recruiter-candidate calls.
03Research / Frontier AI
Anthropic Labor Market Report
How AI is redistributing work across the labor market.
04Practitioner survey
Recruiting Brainfood
Practitioner pulse on what is changing in talent acquisition.
05Vendor analysis
Fosway Group
Independent vendor analysis across HR technology.
06Benchmark study
10-20% offer acceptance lift
Industry research on hiring manager and recruiter parity at briefing.
07Voice of customer
4,100+ hiring professionals surveyed
Aggregated voice-of-customer signal across industries and stages.
01Research / Industry
Greenhouse Hiring Report
Industry benchmark on hiring funnel performance and bottlenecks.
02Conversation analytics
BrightHire Interview Analysis
Behavioral patterns from millions of recruiter-candidate calls.
03Research / Frontier AI
Anthropic Labor Market Report
How AI is redistributing work across the labor market.
04Practitioner survey
Recruiting Brainfood
Practitioner pulse on what is changing in talent acquisition.
05Vendor analysis
Fosway Group
Independent vendor analysis across HR technology.
06Benchmark study
10-20% offer acceptance lift
Industry research on hiring manager and recruiter parity at briefing.
07Voice of customer
4,100+ hiring professionals surveyed
Aggregated voice-of-customer signal across industries and stages.
USE CASES
Powering hiring teams across in-house and RPOs
Two purchase surfaces. One source of truth for the cycle.
One source of truth your hiring team queries through every cycle.
Briefing
Role design
Must-haves
BackendShipped scaleSenior
Comp band lever
$160K - $210K
Supply47 candidates
Role design briefing
Captured live during briefing, signed off by HM and recruiter.
Day-1 market reality
Briefing screen surfaces comp band, supply, and seniority on the spot.
Comp-band flex
Drop a must-have or widen geo and watch supply update instantly.
Past-hire patterns
Strong-hire DNA feeds must-haves; weak-hire patterns become anti-signals.
Locked handoff
One queryable, auditable role design every team member queries downstream.
Compounds across cycles
The next senior hire is sharper because the last one is in the design.
Insights
Insights and Resources
How TA leaders and RPOs are getting role design right on day one
