Hiring in healthcare is competitive, especially for nonprofits with lean recruiting teams. So Belong thought outside the box: using Workable’s AI Agent to surface candidates with transferable experience, even if they didn’t come directly from the healthcare sector. The result? A wider talent pool, positive feedback from C-suite candidates, and a hard-to-fill Head of Operations role filled in just 7 days.

For years, recruiting software has helped people manage the hiring process. But the world of work has changed. ● Applicant volume is higher. ● Hiring cycles move faster. ● Recruiters are expected to do more with less. We don’t think the answer is another layer of automation. We know it is a completely new operating model. Which is why we built the Workable Agent. A line of agents that source candidates, engage talent, screen applicants, fill information gaps, and build a qualified shortlist, continuously and inside your ATS. You define the role. The Agent does the work. And because transparency is essential, we're also introducing the AI Credits Report. Enterprises can see exactly where AI credits are being spent, which roles are consuming them, and what each hire costs. Because this is what we believe agentic recruiting should look like: An AI that works. A system that knows the context. A business that knows the ROI. The agent recruits. You manage talent.

Your hiring process has six silent killers. They're not intentional. They're what happens when screening and sourcing are manual, slow, and human. Workable Agent rewires both. Here's what changes.

Protected characteristics stay out of scoring, surprises get caught early, passive candidates get actually discovered.

In order to be valued at $13B, you've got to hire the best talent. Here's how Hugging Face (@huggingface), the open-source AI hub powering the next generation of large language models, scaled global hiring by 300% and built the team that caught Nvidia's attention. A thread on how they did it:

How they scaled it: AI screening (hundreds of applications per role? The AI handles the first cut) Smart scheduling (no hiring coordinator needed when it's automated) Analytics (data-driven decisions on what actually works) When you're hiring 50-60 people a year across 30 countries as a founding recruiter, automation is essential.