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The synthesis
Eight comparisons.
One argument.
Buyers comparing Picked already have a tool. An ATS, a job board, a recruiter, an assessment platform, a video interviewer. This page is the synthesis: against every category we are evaluated against, here is the thesis, the evidence, and when you should pick something else.
Post a role →Read the manifesto
The thesis
Hiring tools today are AI features stapled onto products designed for human recruiters. We built the inverse: the AI runs the inbound funnel end to end, the hiring manager approves a shortlist of three, and the price is 99 cents per AI-vetted candidate. Not feature parity with a category. A different category.
Three claims, with evidence
Three things only true here.
48 hours
Time from posted to shortlist.
Median across our beta cohort. The four engine stages run in parallel as candidates arrive, so the shortlist forms as the funnel fills. No incumbent runs the whole inbound funnel automatically; they hand off between tools.
99¢
Per AI-vetted candidate. First 50 free.
No seats, no platform fee, no setup, no commission. The closest pricing innovation in the category is per-application bidding on Indeed, which can cost thousands per role with no quality guarantee.
Underneath
Eight years of psychometric IP.
The Neuroworx item bank, validated since 2018 against real hires. No clean-sheet AI startup can rebuild this in months. Incumbents have data but not AI-native infrastructure to use it.
Against every category buyers compare us with
Seven categories. One page each.
01
ATS (Greenhouse, Lever, Ashby).
They manage 200 CVs through a pipeline.
We mean you never see 200 CVs.
Read →
02
LinkedIn Recruiter.
They source passive candidates at per-seat per-year pricing.
We make inbound work for 99 cents a candidate.
Read →
03
Video interviewing (HireVue).
They record interviews for humans to grade.
We conduct the interview.
Read →
04
SMB AI ATS (Workable).
They are an ATS with AI added.
We are not an ATS.
Read →
05
AI-first hiring (Paradox).
They are a conversational layer on top of an existing ATS.
We replace the ATS for the inbound use case.
Read →
06
Assessment tools (HackerRank, TestGorilla, Codility).
They are a slice.
We run the whole funnel.
Read →
07
Recruitment agencies.
Their entire shortlist costs a four to ten thousand pound cheque per hire.
Our entire vetted shortlist costs less than a single agency intro call.
Read →
Why this is defensible
Three things compound.
Psychometric IP.
The item bank, scoring algorithms, validation data, and construct validity work built at Neuroworx since 2018. Any new entrant has to invest the same multi-year science effort to match the credibility, or build on weaker foundations.
Data flywheel.
Every assessment, every interview, every hire feeds back into the benchmark dataset (anonymised, consented). Bigger dataset means better benchmarks. The 90-day and 12-month post-hire outcome loop is something only Picked owns.
Brand and pricing.
The Picked name registered 2017. UK trademark filing 2026. The 99-cent unit is hard to copy without conceding the rest of an incumbent's pricing model. The category move is structural, not tactical.
When you should pick something else
Five times we are the wrong choice.
01
You are hiring an executive (VP or above).
Inbound is not the right channel for top-of-market exec hiring. Use a retained search firm or a specialised exec sourcing tool.
02
You need outbound sourcing.
You want to message passive candidates who did not apply. We do not do that. LinkedIn Recruiter, Gem, or hireEZ.
03
You need full ATS pipeline management.
Multiple human reviewers, complex stages, structured interview kits across rounds. Greenhouse or Ashby.
04
You are running a regulated industry hire with mandated certifications.
Banking, defence, healthcare clinician roles with specific compliance requirements. Workday-style enterprise ATSs are built for these gates.
05
You hire fewer than two roles a year.
The 99-cent unit is great; the time to set up an account is wasted. Repost the role on Indeed.
Or read the seven comparisons individually
Same thesis. Seven angles.
Post a role →Start with vs an ATS
picked.
The AI-native replacement for inbound hiring. For the hiring manager, not HR.
© 2026 Picked · Made in London · Three finalists in forty-eight hours.
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