High-volume hiring isn’t for the faint of heart, and Humanly thinks it finally has the tech stack to tame it. The HR technology company unveiled a major update to its conversational AI hiring platform, promising sharper candidate engagement, deeper automation, and faster screening cycles for organizations drowning in applications.
The headline upgrade: five years of new training data drawn from both human-led and automated interviews. That data influx gives the system a more nuanced grasp of candidate intent, job-fit indicators, and the subtleties of real interview discourse—helping the AI behave less like a chatbot and more like a seasoned recruiter.
Humanly’s new release also knits its previously separate communication modes—chat, SMS, phone, and video—into a unified framework, meaning recruiters can manage automated qualification, AI-driven phone screens, and structured video interviews without bouncing between tools.
And for organizations still exhausted from juggling “six or seven” AI vendors, Humanly CEO and co-founder Prem Kumar offers a simple pitch: consolidate before chaos consumes you.
Solving a High-Volume Hiring Problem Most Companies Don’t Admit
“Companies usually only talk to about five percent of the people who apply without AI tools,” Kumar says.
It’s a striking figure—and not far from reality in enterprise recruiting environments where thousands of applicants vie for a handful of roles.
Humanly’s position is clear: if 95% of candidates never make contact with a human, AI needs to fill the gap. Not just to save time, but to keep qualified applicants from slipping away in the early stages.
The company claims its new platform helps employers consider every candidate—automatically assessing role fit, eliminating repetitive manual screens, and accelerating the pipeline so hiring managers see top talent sooner.
That’s especially relevant in industries such as retail, healthcare, hospitality, and operations, where applicant volume is high and time-to-hire can directly affect revenue.
Expanded Automation for Early Screening—With Structure, Not Chaos
Humanly’s updated workflow bakes structure into automation so screening decisions stay consistent, even when applications spike. The platform now supports:
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Chat-based qualification that verifies required criteria before a human ever touches the resume
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Automated phone screenings using conversational AI trained on years of real recruiter calls
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Structured video interviews that apply standardized formats and evaluation frameworks
The goal: reduce drop-off, improve the candidate experience, and deliver higher-quality data to recruiting teams—without flooding them with noise.
This sequencing mirrors a trend across HR tech: AI moving from point-solution gimmicks to fully orchestrated workflows that replace the first few steps of traditional recruiting.
A Unified Communication Model Recruiters Won’t Hate
One standout addition is Humanly’s unified communication and data layer. Where many AI hiring tools scatter candidate interactions across email, chatbots, and siloed video platforms, Humanly consolidates everything—from transcripts and messages to screening outcomes—into a single system.
For recruiters, that means:
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No more toggling between platforms
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No more misaligned timestamps or lost conversations
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No more fragmented analytics when leadership asks “How’s the pipeline?”
It’s a pragmatic shift, considering that most enterprise TA teams already struggle with tool bloat. Humanly’s integration with major applicant tracking systems—including SAP SuccessFactors—positions the platform as a plug-in automation engine rather than another app demanding attention.
Kumar sums it up: “You’re splitting your data and making the overall experience worse if you use six or seven different AI tools.”
That sentiment has become increasingly common as HR tech buyers push for consolidation and clarity over experimentation.
A Data Advantage That May Set Humanly Apart
Humanly’s claim to fame isn’t just AI—it’s AI informed by five years of interview intelligence from both people and machines.
Few competitors have such a blended dataset, and even fewer can prove their systems learn from real recruiter behaviors.
This hybrid training data could be a differentiator in a space where conversational AI often struggles with authenticity or fairness. It could also help Humanly adapt screening performance to each client’s norms, reducing bias and improving fit.
In a market increasingly crowded with generative AI vendors and “copilot” tools, Humanly is betting that deep, domain-specific data—not generic AI models—will win enterprise adoption.
Where Humanly Fits in the Broader HR Tech Landscape
Humanly’s update lands at a time when HR tech is reshuffling around a few major trends:
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AI-driven automation is swallowing early-stage recruiting.
High-volume teams now expect chatbots and AI screeners to manage the first pass. -
Tool consolidation is a top priority.
Organizations want fewer systems—but more unified intelligence. -
Structured, auditable workflows matter more than ever.
Especially as regulations tighten around AI decision-making. -
Candidate engagement is becoming a competitive moat.
Faster responses and conversational interaction reduce ghosting and drop-off.
Humanly’s refreshed platform checks all four boxes. Whether it can scale adoption in a market dominated by enterprise giants—and an increasing number of generative AI newcomers—will be the long-term test.
But for now, the company is offering recruiters something they can use immediately: more automation, more cohesion, and fewer 2 a.m. résumé reviews.
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