Findem

Findem finds people who have not applied and ranks the people who have. Fia, its AI assistant, runs the searches and writes to candidates. Findem agreed to buy Glider AI in March 2026. Glider screens candidates by phone, chat and video. Ask whether the deal has closed and which company signs your contract. AWS Marketplace shows a 12-month Findem contract at $25,000 for one licence. Findem’s AI never makes hiring decisions.

By Ashish Manchanda Published 14 Oct 2026 Last updated 14 Oct 2026

Findem finds people who have not applied and ranks the ones who have

In one line

Findem searches more than 850 million profiles for people who match a role. It also ranks the people who applied. A recruiter approves the bulk steps.

Buy it if

You want one tool that finds people and sorts applicants. You run an applicant tracking system, called an ATS, and want it to stay your main record. Your lawyer is comfortable with a pool made up mostly of people who never applied to you.

Think twice if

You need every Fia feature on day one. Fia began with a very limited early access group in December 2025. You plan to use Glider and need to know which company holds that data. Findem agreed to buy Glider AI in March 2026. You want to compare prices before a sales call. AWS Marketplace shows a price for one licence type, and Findem has several.

Price

AWS Marketplace shows $25,000 for 12 months for one Talent License. It adds a usage fee of $0.01 per unit for AI Insights. Ask what a unit is. Findem also sells by quote and has announced pricing tied to hires. Glider AI offers a demo. Ask it for a price.

Fia finds and writes to people, and AI assistants screen them by phone, chat and video

You describe your ideal shortlist in plain words. Fia turns that into searches across your applicants, your ATS and outside sources. It ranks the people it finds and shows which details shaped each match. It starts with warm pools, such as people who applied before, and widens to new people after that.

Copilot for Sourcing works from your ATS. When a role opens, it turns the job description into search criteria. Your recruiter can review and change them, including keyword searches. Findem has sold Copilot worldwide since 13 June 2024. It ranks candidates mainly by match score. It keeps the people it matched from a job description no more than 14 days out of date.

Sorting Studio sorts the people who applied. It takes up to five criteria or questions that your team writes in ordinary words. It ranks applicants against them and shows the evidence for each. Fia suggests the criteria from the job description. Findem carries out bulk advances or rejections only after the recruiter confirms the list, the count and the context. A bulk rejection runs in batches of up to 50 people.

Findem also writes to candidates. The Application Boost Agent finds people who match, reaches out and follows up in the background so they finish applying. Candidate replies go to the Screening Agent, which checks interest against the same criteria. Findem outreach starts from the recruiter’s own email address by default. A campaign is a series of messages with follow-ups. It can pause when a candidate clicks a job link or a calendar link. Pausing is a setting for your whole organisation. If it is off, a campaign may keep sending emails after candidates interact with it. A campaign with no activity for 60 days pauses on its own. You can also run a campaign where a person approves every email for every candidate. When Findem finds no email address for a candidate, the recruiter cannot reach out to that person automatically.

Findem also has AI assistants that screen people. The Screening Agent runs a structured phone screen. It produces a summary, a transcript and a score for the role, and the recruiter approves the criteria first. AI Video Interviews run with no recruiter on the call and produce a scored report. Recruiters decide who moves forward. The ID Verify Agent checks identity documents and that the same person takes part throughout. Findem’s cheating check, called AI Proctoring, gives each candidate a cheating probability score. Its Authenticity Suite looks for inconsistencies in applications. A Scheduling Agent books conversations. An Assessment Agent scores task-based exercises. A Calibration Agent tests a rough job brief against real hiring patterns before sourcing starts.

Glider AI Recruiter now carries both the Glider AI and Findem names. It finds, screens, checks and moves candidates forward. Once you publish a role, it reads the requirements and searches talent pools. It talks to candidates by voice or chat, screens them and sends ranked results to your ATS. It works as a full set or as single assistants. The Voice Agent runs phone screens. The Talent Chatbot screens applicants over text message, WhatsApp and the web. The Interview Agent runs structured interviews and delivers scored results. The Scheduling Agent handles calendars, time zones and panels. The ID Verify Agent checks documents, faces and behaviour. That check is optional. AI Recruiter does not replace human recruiters. Humans keep the relationships, the final interviews and the hiring decisions. Our AI interview agents guide covers Glider AI’s interview assistant on its own.

Candidate rankings, insights, transcripts and verification results flow from Glider into your ATS. Glider’s video interviews work with SAP SuccessFactors, Workday and Greenhouse. The Voice Recruiter can launch from your ATS and reopen files on people who went quiet.

Findem keeps your ATS as the main record. Findem does not replace the ATS. It brings ATS data into each Findem profile and sends notes, tags and attachments back. Check what lands in your ATS when a candidate is rejected from inside Findem.

Read the guide to AI sourcing and screening to see how the rest of this market handles the same jobs.

Reasons for each ranking, a person on bulk steps and an outside bias audit

Each ranking comes with its reasons

A recruiter can see which details in a profile shaped each match. For applicants, Sorting Studio shows evidence against every criterion your team sets. A reason on screen gives you something to check before anyone is turned away. It also gives you something to show a manager who asks why a person ranked low.

A person confirms the bulk steps

A human reviews and approves AI output before it reaches candidates or affects hiring. Fia advances or rejects people in bulk only after the recruiter confirms the list, the count and the context. The recruiter also approves the criteria the Screening Agent uses on phone screens.

Candidates can ask to be removed

Anyone can have their information removed or updated through Findem’s Privacy Rights page or by phone. Every consumer can opt out of employment use of their data, wherever they live. Findem processed all 418,096 data requests in 2025 within ten days. Findem also gives recruiters an answer to share with a candidate who asks where Findem got their details.

An outside firm has audited the matching for bias

Warden AI is an outside firm that tests AI tools for bias. Its public page for Findem’s applicant matching shows an audit dated 1 September 2026. Warden ran an NYC bias audit there under New York City Local Law 144. That law requires a yearly bias audit of tools that score candidates for jobs in the city. Findem’s latest Warden audit found scores at or near parity across every group tested. If the law applies to you, you must post a summary of the latest audit on your own website first. You must also tell candidates who live in the city at least ten business days before you use the tool.

Security audits come every year

Findem holds a SOC 2 Type II report, audited every year by Johanson Group. SOC 2 is a security audit report. Glider has a SOC 2 audit every year too.

Most of the pool never applied to you, and parts of Fia are new

Most people in the pool never applied to you

Findem draws on more than 850 million profiles, collected from over 100,000 sources. Findem is a registered data broker. California law defines a data broker. It is a business that collects and sells personal data about people it has no direct relationship with. Findem sets itself apart from data brokers that sell personal data. It processes personal data under contract, consent or legitimate interest, depending on the data type. Legitimate interest means a lawful reason to use data without consent, unless the person’s rights outweigh it. Your own lawyer should decide whether you can contact these people in the countries where you hire.

Findem estimates some diversity details

Findem’s models estimate diversity details from public data, and these estimates provide a score used for sourcing. Findem gathers gender and ethnicity solely for bias auditing and fairness testing. Its AI does not score people on protected characteristics. For people who have not applied, it sorts ethnicity only when its models are at least 85% certain. Ask whether any of these estimates feeds a candidate’s rank on your account.

Findem’s tool is not meant to make hiring decisions

Findem’s AI helps recruiters work faster and never makes hiring decisions. The tool is not intended as an automated employment decision tool. That is New York City’s legal term. It covers software that gives a score, classification or recommendation used to substantially help screen people. Findem ranks people by match score. Recruiters can reject applicants straight from Findem in batches of up to 50. The reason you pick is not shared with the candidate. Ask your lawyer whether your own use counts under the law where you hire.

Fia started with a small group

Findem opened a very limited early access programme for Fia on 9 December 2025. It invites visitors to be among the first to use Fia. Copilot for Sourcing has been on sale worldwide since 13 June 2024. Sorting Studio is part of the subscription for Findem Talent Acquisition customers. Ask which of these you would get on the first day.

Ask who you sign with for Glider

Findem agreed to buy Glider AI on 19 March 2026. It did not disclose the terms. It expected closing within weeks and said Glider would keep its brand. Glider’s home page carries a news item headed “Findem Acquires Glider AI”. Glider labels AI Recruiter as by Glider AI and Findem.

Local privacy rules can limit what you get in a region

Findem’s job regions are the Americas, Asia-Pacific, Europe with the Middle East and Africa, and India. Regional privacy and data protection rules can affect which services are available in a region. Glider staff outside the European Economic Area may process data. Ask for the list of services you would get in each country where you hire.

It suits teams that need to find people and sort applicants in one place

Each result is the customer’s own figure, from Findem’s case studies.

Amplitude (about 800 employees) cut its time to fill by 21%

Amplitude used Findem to rank and score applicants and to automate outreach. It also used Findem to add detail to profiles in its ATS. Time to fill fell from 57 to 45 days in the first year. Amplitude also cut its sourcing tool spend by $100,000 over six months.

BILL processed applicants three times faster

BILL processes applicants three times faster. Its share of interview decisions made within 15 business days rose from 40% to 83%. Findem assessed all of its applicants against detailed success criteria.

Rula doubled its engineering team within four weeks

Rula’s head of talent acquisition grew the company from 10 people to nearly 300. Rula doubled its engineering team within four weeks of deploying Findem. The response rate from female candidates rose from 5% to 28%.

Three teams report a bigger pipeline, more opens and faster first contact

RingCentral’s senior vice president of talent saw a 40% rise in pipeline. The team also saw 40% more interest from underrepresented groups. A Marathon Health recruiter gets 60% email open rates with Findem against 10% from Doximity and PracticeLink. One unnamed team used Copilot for 30 days. Its time to first contact fell from 13.5 days to 2.3 days.

You already use a major ATS

Findem connects to Greenhouse, Workday, Ashby, iCIMS, Lever, SAP SuccessFactors and SmartRecruiters. It also connects to Bullhorn, the system agencies use to manage their work. Your ATS stays the main record. Findem sends notes, tags and attachments back to it. Findem announced an embedded partnership with Paychex on 18 September 2024. Paychex customers can use Findem’s talent data.

You hire in volume, in shifts or across many languages

Glider AI Recruiter supports corporate, technical, hourly, frontline, high-volume and seasonal hiring. It can handle thousands of candidates at once. Its November 2025 release offers conversational AI in more than 35 languages. Intuit, FedEx and Emirates are among the enterprises that trust Glider. Staffing leaders use it to check candidates in advance and show clients proof of skills.

AWS Marketplace shows one licence at $25,000 for 12 months

AWS Marketplace shows a 12-month Findem contract with one Talent License at $25,000. It adds a usage fee of $0.01 per unit for AI Insights. Ask what a unit is. Findem announced on 11 March 2026 that you can buy through your existing AWS account. Custom pricing, your own terms or a private contract go through Findem’s sales team as a private offer.

The $25,000 covers one licence type. Findem has several licence and seat types with different access. An Inbound seat, for example, gives access to the Applicants tab. Ask what your team needs and add it up before you compare prices.

Findem announced pricing tied to hires on 19 March 2026. It prices its Intelligent Job Post on outcomes too. Ask what counts as a hire, and who decides.

Glider AI offers a personalised walkthrough for enterprise hiring teams. Ask Glider for a price in writing. Ask whether Findem’s licence covers it.

Leaving takes planning. Findem keeps customer data in its software for up to 60 days after service ends. It has no menu for retention rules, and it builds a custom automation on request. Glider marks account information as deleted when you cancel an employer account. It may then delete it from its databases. Glider lets you export all relevant data from your account in CSV format. CSV is a plain spreadsheet file.

You could also find and screen people with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Eight questions for Findem and Glider

Which parts of Fia can my team use on day one in every country where we hire? Which are still early access? Good answer: A dated list of what is on sale now, by country.
What is the full price for my team, covering every licence type, every usage fee and the Glider AI products? Good answer: One written figure for twelve months, with each fee stated.
Has the Glider AI purchase closed, and which company signs my contract and holds my candidates’ data? Good answer: A closing date, and the legal name of the company holding the data.
What details feed each candidate’s rank, and can I switch any of them off? Good answer: A written list of the details, and a setting to remove any one.
In whose name does each message go out, and is automatic pausing on when we start? Good answer: The recruiter’s own address, and pausing already on when a candidate clicks a job or calendar link.
Which diversity details are estimated for people in my account, and what are they used for? Good answer: A written list of each estimate, its use, and a way to turn it off.
Which of your features count as an automated employment decision tool where we hire? Can I see the bias audit for each? Good answer: A written answer for each feature, with the full audit report.
How do we take our data out when the contract ends, and when does it all disappear? Good answer: A file format and a deletion date, written into the contract.

Alternatives to Findem

Gem has an AI assistant that searches more than 800 million profiles. Its Application Review scores and ranks every applicant with reasons in plain language. Gem also sells its own ATS. That helps if you want a new tracking system as well. Findem sits on top of the one you have.

SeekOut offers sourcing and applicant screening. Its Core plan is designed for small businesses and solo recruiters. hireEZ has an EZ Agent that runs the hiring pipeline on top of an ATS. It holds a screening conversation by voice or chat with every candidate. The customer decides who moves forward.

Juicebox is built around PeopleGPT, a search where you type the request in ordinary words. It also has a candidate list and AI assistants. Beamery starts from a talent CRM. That is the list of past and possible candidates your team keeps in touch with. It adds sourcing and matching on top.

If you want only the interview and phone screening side, start with Glider AI in the AI interview agents guide. If you already have an applicant tracking system, ask its vendor what AI sorting it includes. Do that before you buy another tool.

More in this guide

The AI sourcing and screening guide
Compare the 41 with their own page what each of the 41 products with its own page here does, what it costs, what it can decide alone and which have an outside bias audit.
Mid-market companies which AI sourcing and screening tools suit a company of 200 to 2,000 people, the prices you can see, how the bill grows and what to ask before signing.
Enterprise companies which platforms replace an applicant tracking system and which add to one, what they cost, how the contracts end and the hiring rules by place.
Hiring in India what Indeed charges for search in India and how Naukri sells Resdex, which products host data or launched in India, what India’s data protection law asks of employers and ten questions to ask sellers.
High-volume hiring which AI screening products can reject applicants with no person involved, how they text and call, and what they cost at volume.