67% of candidates ask AI about you before applying
They're already forming opinions — and you can't see what they heard. By the time they reach your recruiter, the decision is half-made based on AI narratives you never approved.
Or view a sample report firstIs [Your Company] a good place to work?
Based on available information, [Your Company] has a reputation for...
⚠️ "High-pressure culture with reports of burnout..."
This is what candidates see before they even apply.
67%
ask AI before applying
73%
never tell you why they didn't apply
2-3x
higher drop-off when AI perception is negative
$0
you spend fixing a problem you can't see
What TA teams see, but can't explain
Strong drop-off early
Qualified candidates disengage before interviews, without clear feedback.
Defensive candidates
Applicants arrive skeptical, probing for red flags you didn't introduce.
Mixed expectations
Candidates misunderstand culture, workload, or leadership style.
These are perception problems, not sourcing problems.
The first recruiter is no longer human
Before applying, candidates increasingly ask AI assistants: "Is this company toxic?" "What is the work culture really like?" "Would you recommend working there?"
The answers feel neutral and complete. They frame the candidate's mindset before any recruiter interaction.
By the time your team gets involved, the decision is half-made.
- Time to hire
- Conversion rates
- Offer acceptance
- Candidate surveys
- AI-shaped preconceptions
- Narrative framing around culture
- Repeated but unverified claims
- Silent deterrents before application
If someone never applies, they never show up in your data.
From AI narrative to hiring friction
This makes perception a leading indicator, not a lagging one.
What TA teams gain with visibility
TA-relevant insights in every report
- Dominant culture narrative candidates encounter
- Claims that discourage specific profiles
- Confidence level of negative vs positive signals
- Whether narratives are stable or emerging
- Differences between AI perception and job messaging
Mini report view
Candidate deterrent flagged in engineering roles. Narrative drift noted after leadership change.
How this fits into real TA workflows
Before hiring pushes
- Check AI perception before scaling hiring
- Adjust messaging or internal prep
During hiring
- Brief recruiters on candidate preconceptions
- Address concerns proactively in interviews
After hiring
- Monitor whether perception improves
- Separate brand issues from recruiter performance
"67% of candidates ask AI about us before applying. We have no visibility into what they're being told. This tool shows us the exact narratives — so we can brief recruiters, adjust messaging, and stop losing candidates to perception problems we didn't know existed. 5 minutes to set up, no integrations needed."
Stop losing candidates to narratives you can't see
Every day you don't monitor, candidates are making decisions based on AI answers you never approved. See what they see — in 5 minutes.
No integrations required. No employee data needed.