Humanly

Humanly is AI recruiting software for hourly, frontline and high-volume hiring teams. It screens every applicant, runs AI interviews and books the next step. It offers three ways to pay. Its contract renews for a year unless you give 90 days’ notice. Get a written quote under each way to pay before you sign.

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

Humanly screens every applicant for hourly and high-volume roles and runs AI interviews

In one line

Humanly scores every applicant and runs AI interviews for you. It can move people on or turn them away by rules you set. Recruiters make the final hiring decision.

Buy it if

You fill many similar roles and applications arrive faster than your team can read them. You use a hiring system such as Workday, iCIMS or Greenhouse and want scores written back to it. You are ready to own the notices and consents your candidates need.

Do not buy it if

You hire a few people a year. You need an uptime percentage in the contract. You need a long window to take your data out.

Price

Humanly offers three ways to pay. They are a platform fee, a fee for each qualified candidate and a fee for each hire. Fees cannot be refunded once paid.

It scores applicants, interviews them by AI and books the next step

Screening starts the moment someone applies. Humanly talks to the applicant by chat, text message, email or voice. Candidates can answer in English, Spanish and more than 35 other languages. You set the criteria for each role, such as availability, certifications, experience, the right to work and shift preference. You can add must-pass questions. Every applicant is scored against the same criteria, so scores compare across the pool. The top 10 to 20 percent stand out.

Humanly also runs AI interviews. Recruiters build each one. They choose the questions, how deep it goes and what is scored, for each role or hiring stage. Humanly transcribes and scores each interview and explains its reasoning. A recruiter sees the transcript, the score and the reasoning together. Humanly detects extra voices, watches browser activity and flags suspicious behaviour.

Humanly can also move people on with no person involved. Set a pass mark from 0 to 100. Candidates who meet it move forward on their own. Candidates who fail a step get no further invitations. Every action writes back to your hiring system. The AI Recruiter, Humanly’s AI screening assistant, allows a person to review before a result moves a candidate on. Recruiters and hiring managers always make the final hiring decision. Decide which steps need a person before you switch the rules on.

See our guide to AI sourcing and screening for the wider field. Humanly also has a page in our guide to AI interview agents.

It connects to Workday, iCIMS, Greenhouse and other hiring systems

Humanly connects to Workday, iCIMS, Greenhouse, SAP SuccessFactors, UKG, Dayforce, Oracle Taleo, Avature, Employ, Lever and Jobvite. It also connects to HR and payroll systems including ADP, Paychex, Gusto and Paycor. Scores and disqualifications write back to your system. Most customers are running within one to two weeks. Larger set-ups may take longer.

Humanly also keeps a candidate list of your past applicants and prospects. It draws on a database of more than 600 million candidate profiles. It sends text and email campaigns. The AI Recruiter books interviews through Google Calendar and Outlook. Humanly sells its own applicant tracking system too, which is the software that holds your applicants and jobs. You can use it, or connect Humanly to the one you have.

Employers with many sites and many similar roles have hired faster

More than 1,000 high-volume hiring teams use Humanly. It has run over five million interviews in total. It engages more than 250,000 candidates each month.

Many locations hiring for the same roles

Team Bailey runs more than 160 Domino’s locations and employs over 3,000 people at its busiest. Humanly ranked its candidates automatically by how well they fit. Spend on Indeed job ads fell 92% and weekly hires rose 15%. NEPA Pizza runs 15 Domino’s locations in Northeastern Pennsylvania. It hired 50 people in seven weeks and kept 82% of them.

Hiring across many states

Cellular Sales has over 5,000 employees and hires across 42 states. Its interview completion rate more than doubled. HomeTeam Pest Defense hires for more than 50 branches in 15 states. It saved 752 hours of screening time each week. Both run on the iCIMS hiring system.

A large employer with long screening times

Mutual of Omaha uses Workday. It cut the time to screen a candidate from five days to five hours. Reid Health cut interview time by 44% without hiring more recruiters. Trinity Health’s daily interviews are up eightfold. Its screening time fell from 30 minutes to five.

A large team that wants to save recruiter hours

DK Security has over 2,000 employees and uses WorkWave. Automated interviews cut five days from its time to hire. POOLCORP saved over 635 hours in three months.

Rules can reject people, and you must give candidates notices and get their consent

Humanly can reject people by rule. Candidates who miss a must-pass question or a pass mark can be turned away with no person looking. Make that a written decision. Name who sets each rule and who checks the results.

Humanly’s terms make you responsible for giving candidates notices and getting their consent. They also make you responsible for the legal and HR effects of candidates’ answers.

New York City’s Local Law 144 shows what a notice can involve. An employer must tell each candidate who lives in the city that an automated tool will be used. It must do so at least ten business days before use. The candidate can ask to be assessed another way. The law also requires a bias audit within the year before use. An independent auditor compares how often each group is selected with the most-selected group.

Humanly undergoes regular third-party audits and works with FairNow on responsible AI. It maintains SOC 2 Type II compliance, an independent audit of its security controls. Ask for the latest bias audit report.

Deleting personal data. Humanly cannot delete personal information except by also deleting the user account. The terms let Humanly keep anonymised and combined data from your account for ever. It may use that data as it sees fit. Check this against your privacy promises to candidates.

Check two things before you sign. Humanly bought Teamable in 2024. It announced it was buying Sprockets, Qualifi and HourWork in October 2025. Ask which of these products are in your quote. Humanly is available in select markets and cannot support customers in some regions. Check that your country is covered.

Three ways to pay, and a contract that renews for a year unless you give 90 days’ notice

Humanly offers three ways to pay. One is a platform fee. The other two tie the cost to results. You can pay for each qualified candidate, or for each hire. Humanly is moving its pricing towards those two. Get a written quote under each way to pay. Ask what counts as a qualified candidate.

Humanly’s standard terms base fees on the subscriptions you buy, not on how much you use. Fees cannot be refunded once paid. You can end the contract if Humanly breaks it and does not fix the breach. You then get a refund of fees you prepaid and did not use. Invoices are in US dollars and due 15 days after the invoice date. A late payment adds 1.5% a month, or the legal maximum if that is lower.

The contract renews for one-year terms unless either side gives 90 days’ notice. Renewal fees are set at the fees in force at that time. Renewals with lower volume or a shorter term are re-priced. Fees can rise each year by up to 3 percent plus the change in the consumer price index.

Leaving takes planning. After the contract ends you get access for up to two days. You can export what you can see in your account.

While you use Humanly, the contract promises commercially reasonable efforts to keep the service available. It gives no uptime percentage. Each side’s liability is capped at what you paid for that service in the twelve months before the first incident.

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

Nine questions to ask before you sign

Which steps in our process run on a score alone, and which wait for a person to approve? Good answer: A written list per step, and a setting only our named admin can change.
Which hiring systems are live today, and can you show me ours working with a score written back? Good answer: A live demo on our own system, not a list of names.
What will we pay in year two and year three? Good answer: A fixed price, or a cap lower than the standard terms, written into the order form.
How does a fee for each candidate or each hire work under terms that charge by subscription? Good answer: A written definition of what is counted and when it is billed.
Will you extend the two days we get to export our data after the contract ends? Good answer: At least 30 days, in a stated file format, written into the contract.
If a candidate asks to be deleted, what happens to their account and their records, and how fast? Good answer: An answer in writing, with a stated time limit.
What anonymised data do you keep from our candidates, and what do you do with it? Good answer: A short written list of uses, with a right for us to say no.
Can I read the latest independent bias audit and the compliance reports before I sign? Good answer: Yes, in full, with the date of each audit and the roles it covered.
What is the uptime promise, and what do we get back when it fails? Good answer: A stated percentage with a credit, not “commercially reasonable efforts”.

Alternatives to Humanly

If Humanly comes off your shortlist, look at HeyMilo, Apriora, HireVue and Maki People for AI screening interviews. For AI built into a hiring system you may already use, look at Workable and iCIMS. Buying nothing new is a further option.

HeyMilo screens and interviews every applicant by voice, video, text message and forms, in more than 20 languages. Apriora’s Alex handles outreach, screening, interviewing, verification and scheduling. HireVue launched its AI Interviewer on 18 June 2026. It asks follow-up questions in a two-way conversation. Maki People’s Mochi automates the recruiter phone screen.

Workable launched Workable Agent on 13 March 2026 inside its own hiring system. It sources, screens and qualifies candidates against the job and hands over a shortlist. You pay for it in AI credits that you add to any plan. The iCIMS Sourcing Agent was announced as available on 1 September 2026. You may already pay for one of these two. Ask that supplier what its AI already does before you add a new one.

Buying nothing new makes sense when applications are few enough for your team to read. Humanly was built for the opposite case.

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.