The recognition reinforces GoodTime’s leadership in complex interview scheduling automation for enterprise talent teams.
San Francisco – March 11, 2026
GoodTime, the leader in complex interview scheduling automation for enterprise talent teams, has been highlighted in the 2026 Gartner® Market Guide for Recruiting Technologies. GoodTime was included as one of 40 vendors in the report and was the only vendor highlighted in the interview scheduling category.
The Gartner Market Guide provides an overview of the recruiting technology landscape and helps talent acquisition leaders understand key capabilities and vendors as they evaluate solutions to support their hiring strategies.
“At GoodTime, our mission has always been to remove the operational complexity from hiring so talent teams can focus on what matters most: connecting with great candidates,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “Being highlighted in the Gartner Market Guide for Recruiting Technologies reflects the growing importance of interview scheduling automation in modern hiring and the impact it can have on hiring speed, candidate experience, and overall talent team efficiency.”
GoodTime’s platform automates up to 90% of interview management tasks, from coordinating complex interview schedules to managing candidate communications and interviewer logistics. Powered by AI agents, GoodTime helps enterprise talent teams streamline operations while delivering fast, engaging, and personalized hiring experiences.
About GoodTime
GoodTime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform handles the complexity others can’t—automating every type of interview, from multi-day panels across time zones to high-volume hiring events, with unmatched speed and precision. Behind every seamless schedule is our digital workforce of AI agents that eliminate delays, surface insights, and keep hiring teams perfectly in sync. Leaders at companies like Databricks, Aon, HubSpot, and HelloFresh trust GoodTime to orchestrate smarter, faster, people-first hiring experiences for their candidates, interviewers, and talent teams.
GoodTime.io
Media Contact
For more information or to arrange an interview with Ahryun Moon, please contact:
Inc.’s annual Female Founders list celebrates the nation’s most innovative women entrepreneurs, who collectively generated approximately $12.3 billion in 2025
San Francisco, CA, March 10, 2026 – GoodTime is proud to announce that Ahryun Moon has been named to Inc.’s 2026 Female Founders 500, an annual list honoring the most dynamic women business leaders in the United States. The honor recognizes founders whose bold ideas, resilience, and execution are shaping the future of their industries.
The 2026 Female Founders honorees collectively generated approximately $12.3 billion in 2025 revenue and $12.2 billion in funding to date, underscoring the economic impact of women-led businesses across sectors.
Each year, Inc. editors evaluate applications through a rigorous, multi-round selection process. Founders are assessed on both quantitative performance metrics, including revenue growth, funding, sales, and audience size, as well as qualitative factors such as innovation, social impact, and brand momentum. The final list represents entrepreneurs who have demonstrated exceptional leadership and measurable progress over the past year. Previous honorees have included such game-changing leaders as Billie Jean King, Sallie Krawcheck, Serena Williams, and Emma Grede — all of whom have transformed their industries and broken barriers along the way.
“We started GoodTime because hiring should be about people, not logistics,” said Ahryun Moon, founder and CEO of GoodTime. “Too many incredible candidates are lost to slow processes and manual coordination. Being recognized alongside so many inspiring female founders is an honor and a reminder that when we challenge the status quo and build technology that puts people first, we can reshape how entire industries work.”
Honoree selection is also honed through the evaluation of the program’s advisory board, which includes Patty Arvielo, co-founder and CEO of New American Funding; Tiffany Dufu, president of the Tory Burch Foundation; Joy Mangano, co-founder and CEO of CleanBoss; Michelle Cordeiro Grant, founder and CEO of GORGIE; Sheila Lirio Marcelo, co-founder and CEO of Ohai.ai and founder of Care.com; and Melissa Mash, co-founder and CEO of Dagne Dover.
Under Moon’s leadership, GoodTime has become the leader in complex interview scheduling automation for enterprise talent teams. The company’s platform helps global organizations streamline hiring by automating even the most complex interview workflows — from multi-day panels across time zones to high-volume hiring events — enabling recruiters to focus on candidate relationships instead of manual coordination. Today, companies including Databricks, Aon, HubSpot, and HelloFresh rely on GoodTime to power faster, more efficient hiring experiences.
Moon has also helped pioneer the use of agentic AI in hiring operations, introducing technology that actively coordinates interviews, reduces administrative work, and keeps hiring teams aligned. Through this approach, GoodTime continues to champion a more human-centered hiring process — where automation removes friction so recruiters and candidates can focus on meaningful conversations and better outcomes.
“Each year, we are increasingly amazed by the extraordinary leaders on our Inc. Female Founders 500 list,” says Bonny Ghosh, editorial director at Inc. “The honorees on this year’s list include innovators in AI, beauty and wellness trendsetters winning devoted fans, and nonprofit leaders making a real impact in their communities. Together, they’re showing all of us what trailblazing female leadership looks like.”
Several honorees will be featured in Inc. magazine’s Spring print issue, on newsstands March 17, 2026. To see the complete list of honorees, please visit: https://www.inc.com/female-founders/2026.
About Inc.
Inc. is the leading media brand and playbook for the entrepreneurs and business leaders shaping our future. Through its journalism, Inc. aims to inform, educate, and elevate the profile of its community: the risk-takers, the innovators, and the ultra-driven go-getters who are creating the future of business. Inc. is published by Mansueto Ventures LLC, along with fellow leading business publication Fast Company. For more information, visitwww.inc.com.
About GoodTime
GoodTime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform handles the complexity others can’t—automating every type of interview, from multi-day panels across time zones to high-volume hiring events, with unmatched speed and precision. Behind every seamless schedule is our digital workforce of AI agents that eliminate delays, surface insights, and keep hiring teams perfectly in sync. Leaders at companies like Databricks, Aon, HubSpot, and HelloFresh trust GoodTime to orchestrate smarter, faster, people-first hiring experiences for their candidates, interviewers, and talent teams.
GoodTime.io
Media Contact
For more information or to arrange an interview with Ahryun Moon, please contact:
Ninety percent of U.S. companies said they missed their hiring goals, with 1 in 3 reporting they missed those goals by a wide margin, according to the fifth annual Hiring Insights Report from recruiting software company GoodTime.
The independent study, which surveyed more than 500 U.S. talent acquisition leaders at companies with more than 1,000 employees in November 2025, found that recruiters spend 38% of their time scheduling interviews, meaning “scheduling remains the biggest operational tax on hiring,” per the report.
While 99.8% of TA teams said they either use or plan to use AI agents, the report noted an uptick in “fraudulent” or AI-assisted candidates — making fraud the most anticipated hiring challenge in 2026.
Dive Insight:
The hiring market is under an “unprecedented strain,” GoodTime researchers said, with 60% of organizations seeing time-to-hire increase in 2025, and only 1 in 9 companies saying they had reduced time-to-hire. Likewise, a June report from Robert Half found that 93% of hiring managers said the hiring process took longer in 2025 than just two years ago.
The report from GoodTime outlined what kind of AI use in hiring could be useful to recruiters. Top-performing TA teams reorganized roles and workflows around AI instead of adding recruiters or relying on top-of-funnel automation, per the report.
The result, researchers said, was a hiring process that moved more quickly, surfaced better signals, protected candidate experience and improved quality-of-hire, all without growing their TA teams.
Still, TA leaders said they were “divided on whether hiring conditions will become more or less competitive in 2026,” per the report, which concluded that this sentiment reflects “a fragmented market shaped by role-specific demand and uneven adoption of modern hiring infrastructure.”
Ahryun Moon, CEO and co-founder of GoodTime, said in a release that the hiring challenge in 2026 isn’t about adding more people or cutting teams, but rather about redesigning the hiring workflow “so humans keep their focus on judgment, relationships, and the moments that truly require a human touch.”
SAN FRANCISCO, Jan. 27, 2026 (GLOBE NEWSWIRE) — Today, GoodTime released its fifth annual Hiring Insights Report, a comprehensive analysis based on an independent study of more than 500 U.S. talent acquisition (TA) leaders. The report reveals a hiring market under unprecedented strain.
90% of companies failed to meet their hiring goals, but a small group of top-performing organizations has pulled ahead by embracing AI to scale hiring without adding or reducing headcount. Instead, they are scaling through automation, AI-driven scheduling, and standardized workflows, achieving better outcomes with the same or fewer resources.
Key findings from the 2026 Hiring Insights Report include:
A hiring system under strain: 90% of companies missed their hiring goals, and 1 in 3 missed by a wide margin.
Top performers scale without headcount growth: High-performing TA teams (those who achieved 75% goal attainment or more) are significantly less likely to increase headcount, relying instead on automation and AI-orchestrated workflows to improve efficiency.
Scheduling is breaking hiring: Recruiters spend 38% of their time scheduling interviews—the single biggest operational tax measured.
AI is no longer optional: 99.8% of TA teams use, pilot, or plan to use AI agents, making AI effectively mandatory.
Time-to-hire continues to worsen: 60% of organizations saw time-to-hire increase, while only 1 in 9 managed to hire faster.
Fraud becomes the top threat: Fraudulent or AI-assisted candidates are now the #1 anticipated hiring challenge in 2026, surpassing lack of qualified talent.
Top performers’ priorities versus everyone else
Talent leaders confront a new reality in 2026
“The hiring challenge in 2026 isn’t about adding more people or cutting teams. It’s about redesigning how hiring work gets done,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “The teams that are outperforming everyone else aren’t increasing or reducing headcount. They’ve restructured their organizations around an AI-enabled future, where automation handles coordination and complexity so humans keep their focus on judgment, relationships, and the moments that truly require a human touch.”
The report shows that while nearly all TA teams have adopted AI, how AI is used (not whether it’s used) is what separates top performers from everyone else. Leading teams have reorganized roles and workflows around AI-powered scheduling, analytics, and orchestration, rather than adding recruiters or relying on top-of-funnel automation. This approach allows them to move faster, surface better signals, protect candidate experience, and improve quality-of-hire—without growing their teams.
How top-performing teams are adapting for 2026
The 2026 Hiring Insights Report highlights several strategies top-performing TA teams are using to succeed despite mounting pressure:
Redesigning roles around an AI-enabled operating model
Rather than adding recruiters or coordinators, leaders are reorganizing responsibilities so AI handles coordination, scheduling, and operational complexity—freeing humans to focus on judgment, candidate relationships, and hiring decisions that require context and nuance.
Replacing manual coordination with automated scheduling
Scheduling remains the single biggest operational bottleneck in hiring. Teams using automated or AI-driven interview scheduling are 1.6 times more likely to achieve near-perfect hiring goal attainment, directly tying scheduling modernization to measurable performance gains.
Using AI for insight—not just automation
Top performers prioritize AI-powered analytics and reporting to identify bottlenecks, monitor funnel health, and guide decision-making. This shift from task automation to workflow intelligence enables faster, more consistent execution without increasing team size.
Standardizing communication to protect candidate experience
High-performing teams have also centralized candidate communication and provide self-scheduling and self-rescheduling, reducing delays while delivering the speed, transparency, and flexibility candidates now expect.
A fragmented hiring market and a clearer path forward
The report finds that TA leaders are divided on whether hiring conditions will become more or less competitive in 2026, reflecting a fragmented market shaped by role-specific demand and uneven adoption of modern hiring infrastructure.
But one conclusion is consistent: teams that rely on manual coordination (and attempt to keep pace with growth by adding hiring headcount) are falling behind, while those that redesign hiring around AI-enabled systems are pulling ahead. The path forward is clear: build scalable, disciplined hiring operations where AI absorbs coordination and complexity, automates execution, surfaces insight, and enables humans to focus on judgment, relationships, and high-value decision-making.
The 2026 Hiring Insights Report offers in-depth analysis and actionable guidance for talent leaders navigating this new era of AI-driven hiring, rising fraud risk, and persistent operational strain. The full report is available at goodtime.io.
About GoodTime
GoodTime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform handles the complexity others can’t—automating every type of interview, from multi-day panels across time zones to high-volume hiring events, with unmatched speed and precision. Behind every seamless schedule is our digital workforce of AI agents that eliminate delays, surface insights, and keep hiring teams perfectly in sync. Leaders at companies like Databricks, Aon, HubSpot, and HelloFresh trust GoodTime to orchestrate smarter, faster, people-first hiring experiences for their candidates, interviewers, and talent teams.
If hiring feels harder than ever, the data agrees—and it’s not subtle about it.
According to GoodTime’s fifth annual Hiring Insights Report, based on an independent survey of more than 500 U.S. talent acquisition leaders, the hiring system is under historic strain. Nine out of ten companies failed to meet their hiring goals, and one in three missed by a wide margin. Time-to-hire is rising, recruiters are buried in coordination work, and fraud has emerged as the top anticipated hiring threat for 2026.
Yet amid the dysfunction, a small but growing group of high-performing organizations is quietly pulling ahead. Their advantage isn’t more recruiters, bigger budgets, or flashier employer branding. It’s something far more structural: they’ve redesigned hiring around AI-enabled operations.
A Market Where Almost Everyone Is Missing the Mark
The headline number from the 2026 Hiring Insights Report is stark: 90% of companies missed their hiring targets. For many, the gap wasn’t marginal—it was material enough to affect growth plans, productivity, and team morale.
What’s striking is that this failure isn’t happening in a vacuum. Talent acquisition teams report working harder than ever, with widespread AI adoption already in place. In fact, 99.8% of TA teams now use, pilot, or plan to use AI agents, effectively making AI table stakes rather than a competitive edge.
And yet, results continue to deteriorate. Sixty percent of organizations saw time-to-hire increase, while only one in nine managed to hire faster. The hiring funnel is slowing down at precisely the moment when speed and signal quality matter most.
The Hidden Tax on Hiring: Scheduling
One of the report’s most revealing findings has nothing to do with sourcing or screening—and everything to do with coordination.
Recruiters now spend 38% of their time scheduling interviews, making it the single largest operational burden measured in the study. That’s nearly two full working days each week spent aligning calendars, rescheduling no-shows, and coordinating across hiring managers, candidates, and interview panels.
In a labor market defined by volume, velocity, and candidate expectations shaped by consumer-grade digital experiences, this level of manual coordination is more than inefficient—it’s corrosive.
The data makes the cost clear: teams that modernize scheduling with automation and AI-driven orchestration are 1.6 times more likely to achieve near-perfect hiring goal attainment. In other words, fixing scheduling doesn’t just save time—it directly correlates with better outcomes.
How Top Performers Are Scaling Without More Headcount
One of the most counterintuitive findings in the report is that top-performing TA teams are not growing their headcount.
Organizations that achieved 75% or higher hiring goal attainment were significantly less likely to add recruiters or coordinators. Instead, they scaled output by redesigning how hiring work gets done—shifting coordination and operational complexity to AI-enabled systems.
“The hiring challenge in 2026 isn’t about adding more people or cutting teams,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “It’s about redesigning how hiring work gets done.”
This marks a fundamental shift in hiring economics. For years, the default response to increased hiring demand was simple: add recruiters. The report suggests that model has hit its limits. High-performing teams are proving that process architecture—not headcount—is now the primary lever for scale.
AI Is Everywhere—but Usage Is What Separates Winners
Nearly universal AI adoption might suggest a level playing field, but the report finds the opposite. The differentiator isn’t whether AI is present—it’s how deeply it’s embedded into workflows.
Lower-performing teams tend to use AI tactically: résumé parsing, chatbots at the top of the funnel, or isolated productivity tools. High performers, by contrast, have reorganized roles and responsibilities around AI-powered orchestration.
Instead of humans managing logistics and tools supporting them at the edges, AI handles coordination, scheduling, and workflow execution, while humans focus on judgment-heavy tasks: evaluating signal quality, building relationships, and making nuanced hiring decisions.
This shift from task automation to workflow intelligence allows teams to move faster, surface better insights, and maintain candidate experience—all without increasing team size.
Fraud Overtakes Talent Scarcity as the Top Threat
Perhaps the most telling indicator of where hiring is headed is what worries TA leaders most.
For the first time, fraudulent or AI-assisted candidates rank as the #1 anticipated hiring challenge for 2026, surpassing even the lack of qualified talent. Deepfake interviews, proxy candidates, and AI-generated résumés are no longer edge cases—they’re becoming operational risks.
This development further weakens traditional screening signals and raises the stakes for structured, standardized, and defensible hiring processes. Manual coordination and ad hoc interviews simply don’t scale in a world where identity verification, consistency, and auditability matter more than ever.
What Top-Performing Teams Are Doing Differently
The report outlines several patterns shared by high-performing TA organizations:
They redesign roles around AI-enabled operating models. Rather than hiring more coordinators, they let AI manage scheduling, orchestration, and administrative work—freeing recruiters to focus on evaluation and relationships.
They eliminate manual scheduling bottlenecks. Automated and self-service scheduling isn’t a convenience feature; it’s a performance multiplier directly tied to goal attainment.
They use AI for insight, not just execution. Advanced analytics help leaders identify bottlenecks, monitor funnel health, and make faster, more consistent decisions.
They standardize communication to protect candidate experience. Centralized messaging, transparency, and self-rescheduling reduce friction while meeting modern candidate expectations.
Together, these changes create hiring systems that are faster, more resilient, and less dependent on heroic individual effort.
A Fragmented Market—but a Clear Direction
The report finds TA leaders split on whether hiring will become more or less competitive in 2026, reflecting uneven demand across roles and industries. But on one point, the data is unambiguous.
Teams that continue to rely on manual coordination—and attempt to scale by adding hiring headcount—are falling behind. Those that rebuild hiring as an AI-orchestrated system are pulling ahead, even in volatile conditions.
The implication is clear: the future of hiring won’t be decided by who adopts AI, but by who redesigns their operating model around it.
GoodTime’s 2026 Hiring Insights Report offers a detailed, data-driven look at how talent acquisition is evolving under pressure—and what it now takes to compete. For TA leaders navigating rising fraud risk, worsening time-to-hire, and relentless operational strain, the message is blunt but actionable: stop scaling people, start scaling systems.
Today, GoodTime released its fifth annual Hiring Insights Report, a comprehensive analysis based on an independent study of more than 500 U.S. talent acquisition (TA) leaders. The report reveals a hiring market under unprecedented strain.
90% of companies failed to meet their hiring goals, but a small group of top-performing organizations has pulled ahead by embracing AI to scale hiring without adding or reducing headcount. Instead, they are scaling through automation, AI-driven scheduling, and standardized workflows, achieving better outcomes with the same or fewer resources.
Key findings from the 2026 Hiring Insights Report include:
A hiring system under strain: 90% of companies missed their hiring goals, and 1 in 3 missed by a wide margin.
Top performers scale without headcount growth: High-performing TA teams (those who achieved 75% goal attainment or more) are significantly less likely to increase headcount, relying instead on automation and AI-orchestrated workflows to improve efficiency.
Scheduling is breaking hiring: Recruiters spend 38% of their time scheduling interviews—the single biggest operational tax measured.
AI is no longer optional: 99.8% of TA teams use, pilot, or plan to use AI agents, making AI effectively mandatory.
Time-to-hire continues to worsen: 60% of organizations saw time-to-hire increase, while only 1 in 9 managed to hire faster.
Fraud becomes the top threat: Fraudulent or AI-assisted candidates are now the #1 anticipated hiring challenge in 2026, surpassing lack of qualified talent.
Talent leaders confront a new reality in 2026
“The hiring challenge in 2026 isn’t about adding more people or cutting teams. It’s about redesigning how hiring work gets done,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “The teams that are outperforming everyone else aren’t increasing or reducing headcount. They’ve restructured their organizations around an AI-enabled future, where automation handles coordination and complexity so humans keep their focus on judgment, relationships, and the moments that truly require a human touch.”
The report shows that while nearly all TA teams have adopted AI, how AI is used (not whether it’s used) is what separates top performers from everyone else. Leading teams have reorganized roles and workflows around AI-powered scheduling, analytics, and orchestration, rather than adding recruiters or relying on top-of-funnel automation. This approach allows them to move faster, surface better signals, protect candidate experience, and improve quality-of-hire—without growing their teams.
How top-performing teams are adapting for 2026
The 2026 Hiring Insights Report highlights several strategies top-performing TA teams are using to succeed despite mounting pressure:
Redesigning roles around an AI-enabled operating model
Rather than adding recruiters or coordinators, leaders are reorganizing responsibilities so AI handles coordination, scheduling, and operational complexity—freeing humans to focus on judgment, candidate relationships, and hiring decisions that require context and nuance.
Replacing manual coordination with automated scheduling
Scheduling remains the single biggest operational bottleneck in hiring. Teams using automated or AI-driven interview scheduling are 1.6 times more likely to achieve near-perfect hiring goal attainment, directly tying scheduling modernization to measurable performance gains.
Using AI for insight—not just automation
Top performers prioritize AI-powered analytics and reporting to identify bottlenecks, monitor funnel health, and guide decision-making. This shift from task automation to workflow intelligence enables faster, more consistent execution without increasing team size.
Standardizing communication to protect candidate experience
High-performing teams have also centralized candidate communication and provide self-scheduling and self-rescheduling, reducing delays while delivering the speed, transparency, and flexibility candidates now expect.
A fragmented hiring market and a clearer path forward
The report finds that TA leaders are divided on whether hiring conditions will become more or less competitive in 2026, reflecting a fragmented market shaped by role-specific demand and uneven adoption of modern hiring infrastructure.
But one conclusion is consistent: teams that rely on manual coordination (and attempt to keep pace with growth by adding hiring headcount) are falling behind, while those that redesign hiring around AI-enabled systems are pulling ahead. The path forward is clear: build scalable, disciplined hiring operations where AI absorbs coordination and complexity, automates execution, surfaces insight, and enables humans to focus on judgment, relationships, and high-value decision-making.
The 2026 Hiring Insights Report offers in-depth analysis and actionable guidance for talent leaders navigating this new era of AI-driven hiring, rising fraud risk, and persistent operational strain. The full report is available at goodtime.io.
About GoodTime
GoodTime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform handles the complexity others can’t—automating every type of interview, from multi-day panels across time zones to high-volume hiring events, with unmatched speed and precision. Behind every seamless schedule is our digital workforce of AI agents that eliminate delays, surface insights, and keep hiring teams perfectly in sync. Leaders at companies like Databricks, Aon, HubSpot, and HelloFresh trust GoodTime to orchestrate smarter, faster, people-first hiring experiences for their candidates, interviewers, and talent teams.
GoodTime.io
Media Contact
For more information or to arrange an interview with Ahryun Moon, please contact:
The certification underscores GoodTime’s commitment to human-centric AI and ethical automation in talent acquisition.
November 3, 2025, SAN FRANCISCO
GoodTime, the leader in AI-powered interview scheduling, today announced that it has achieved ISO/IEC 42001:2023 certification, the world’s first international standard for Artificial Intelligence Management Systems (AIMS).
This milestone underscores GoodTime’s commitment to developing and deploying human-centric AI — technology that enhances, rather than replaces, human connection — while upholding the highest standards of transparency, fairness, and governance across its automation platform.
“AI is transforming every aspect of how companies attract and hire talent — but with that power comes responsibility,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “Achieving ISO 42001 certification reinforces our promise to build AI that teams can trust — technology that accelerates hiring and amplifies human impact, without compromising fairness, transparency, or accountability.”
About the ISO/IEC 42001 standard
ISO/IEC 42001, published by the International Organization for Standardization (ISO) and the International Electrotechnical Commission (IEC), defines requirements for establishing, implementing, maintaining, and continually improving an Artificial Intelligence Management System.
The certification ensures that organizations adhere to rigorous governance principles for AI — including accountability, bias mitigation, transparency, and risk management.
Strengthening GoodTime’s AI governance and transparency
By securing ISO/IEC 42001 certification, GoodTime has formalized an AI governance framework that integrates seamlessly with its existing security, data privacy, and quality management programs.
This framework governs every stage of GoodTime’s AI lifecycle — from model design and testing to deployment and continuous improvement — ensuring that its automation technologies meet global ethical and regulatory expectations.
A human-first approach to AI
“GoodTime has always been about connecting people, not just automating processes,” Moon added. “This certification validates that our AI is built to serve talent teams and candidates responsibly, keeping hiring fast, fair, and human-first.”
About GoodTime
GoodTime is the leader in complex interview scheduling automation for enterprise talent teams. Built for scale, our platform handles the complexity others can’t — automating every kind of interview, from multi-day panels across time zones to high-volume hiring events, with unmatched speed and precision. Behind every seamless schedule is our digital workforce of AI agents that act across the hiring journey to eliminate delays, surface insights, and keep teams perfectly in sync. Leaders at companies like Databricks, Aon, HubSpot, and HelloFresh trust GoodTime to orchestrate smarter, faster, people-first hiring experiences for their candidates, interviewers, and talent teams.
GoodTime.io.
Media Contact
For more information or to arrange an interview with Ahryun Moon, please contact:
Today, GoodTime unveils Orchestra — a digital workforce of AI agents built to streamline hiring, eliminate busywork, and keep every part of the talent journey in perfect sync.
San Francisco – May 21, 2025
Today, GoodTime, a leader in human-centric AI for hiring, introduces Orchestra, a coordinated digital workforce of AI agents working behind the scenes to eliminate delays, reduce manual work, and transform the way companies hire.
The hiring landscape has changed dramatically in the last few years, but most recruiting processes haven’t kept up. Manual tasks, slow follow-ups, and scattered systems continue to drag teams down and create poor hiring experiences. That’s the challenge GoodTime solves with Orchestra.
More than a singular feature or product, Orchestra is the intelligent AI layer woven across the GoodTime experience — a digital workforce of proactive, autonomous agents that work in sync to handle hiring’s most time-consuming tasks. From resume screening and candidate matching to interview scheduling, real-time updates, and more, Orchestra keeps hiring fast, smooth, and human.
“The hiring process is overdue for a reset — and Orchestra is our answer,” said Ahryun Moon, Co-Founder and CEO of GoodTime. “We’re not building simple bots that follow scripts. We’re building AI that works like a team — constantly learning, coordinating, and making hiring smoother for everyone involved. This isn’t automation for automation’s sake. It’s AI-powered orchestration for a more human hiring experience.”
From application to offer — faster than ever before
GoodTime’s intelligent agents don’t just wait for instructions. They act. They scan resumes. They schedule interviews. They keep candidates informed and engaged. They surface insights, flag bottlenecks, and ensure every step of the hiring process runs in perfect sync.
Built for the demands of modern TA teams, Orchestra delivers:
Faster hires, fewer handoffs — Agents move the most qualified candidates forward instantly, reducing time-to-fill and helping you win top talent before competitors do.
Smarter hiring decisions — With insights and feedback summaries delivered automatically, hiring teams always have a clear view of what matters most.
A better candidate experience — Always-on support and real-time updates keep candidates engaged from start to finish.
More time for people-focused work — Agents handle the busywork so TA teams can focus on high-impact moments.
Intelligent support that works in sync with the talent team
“Orchestra isn’t here to replace recruiters — it’s here to back them up,” said Charles Mah, Chief Operating Officer at GoodTime. “We built Orchestra to give talent teams their time back. With AI agents handling the heavy lifting, hiring teams can focus on what they do best: building real relationships and making great hires.”
Orchestra agents support talent teams at every step, eliminating the operational drag that slows hiring down, while keeping people at the center of every interaction. They work in concert with recruiters, coordinators, hiring managers, and candidates to keep everyone supported through each step of the hiring journey.
Orchestra brings speed, clarity, and consistency to every step of the hiring journey:
Instantly screen applicants and match them to roles based on custom job criteria, and automatically prioritize top candidates
Build, categorize, and refine job specifications using AI-powered suggestions
Book and reschedule interviews based on real-time availability — no back-and-forth required
Keep candidates warm, informed, and engaged with timely, personalized messages
Deliver answers to candidate FAQs using company-specific documentation
Summarize interview scorecards and consolidate team feedback for faster, clearer decisions
Monitor hiring pipelines for bottlenecks and recommend fixes before issues escalate
Everything happens automatically — but never out of sight. Every action is visible, traceable, and designed to keep the talent team in control. When agents and people work together — each doing what they do best — the result is faster hires, smarter decisions, and a more human experience for everyone involved.
This is AI designed to elevate the human side of hiring, not erase it.
GoodTime transforms the way companies hire — with human-centric AI that orchestrates every step of the journey. From screening to scheduling to candidate communications and more, our AI agents eliminate delays, reduce manual work, and keep hiring moving fast. They take action at the right moments, surfacing insights, advancing top talent, and keeping your team in the loop every step of the way. Trusted by global teams at Priceline, Lyft, and Hubspot to power people-first hiring at scale, GoodTime delivers faster hires, smarter decisions, and standout candidate experiences.
Learn more at goodtime.io.
Media Contact
For more information or to arrange an interview with Ahryun Moon, please contact:
Dino Psirogiannis brings over 20 years of experience to GoodTime as the company’s Chief Revenue Officer, with deep expertise in leading high-performing teams and understanding the complex needs of enterprise talent organizations.
San Francisco – May 7, 2025
GoodTime, a leader in human-centric AI for hiring, today announced the appointment of Dino Psirogiannis as the company’s Chief Revenue Officer (CRO). In his new role, Dino will lead GoodTime’s global revenue operations, bringing a strategic focus on scaling enterprise growth, expanding partnerships, and delivering exceptional value to customers.
Advancing GoodTime’s vision for more efficient, human-centered hiring experiences
Dino joins GoodTime after serving as Senior Vice President of North American Sales at iCIMS, where he played a key role in driving significant revenue growth and strengthening strategic partnerships. His deep background in enterprise software and human capital management — through leadership roles at Alight Solutions, Kronos, ADP, and Intuit — gives him a rich understanding of the challenges and opportunities facing today’s talent acquisition leaders.
“Enterprise talent teams are under more pressure than ever to deliver results quickly while building strong, human-centered hiring experiences,” said Dino. “GoodTime’s focus on bringing human-centric AI to talent acquisition teams is exactly what the market needs right now. I’m thrilled to join a company that’s reimagining hiring in a way that elevates both efficiency and humanity in the hiring journey.”
Empowering talent teams with a digital workforce of AI agents
With Dino’s leadership, GoodTime is doubling down on its commitment to helping enterprise talent teams dramatically improve time-to-hire, reduce administrative burden, and create more meaningful candidate and interviewer experiences with the help of AI agents.
“Dino deeply understands the world of enterprise talent teams — their goals, their challenges, and how to help them win,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “With the rise of AI agents transforming the hiring process, his leadership is arriving at the perfect moment. Dino’s experience scaling enterprise solutions will be instrumental as we continue building the most advanced AI-powered hiring platform in the market.”
About GoodTime
GoodTime elevates the entire hiring experience with human-centric AI, powered by a digital workforce of intelligent AI agents. Trusted by global talent teams at companies like Hubspot, Spotify, Priceline, and Lyft, our platform not only automates interview scheduling but also keeps candidates and interviewers deeply engaged throughout the hiring journey. Gain access to powerful insights and AI-driven recommendations to streamline processes and ensure every interviewer is always well-prepared. The result? Exceptional hiring experiences that consistently land you top talent.
Learn more at goodtime.io.
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Inc.’s eighth annual Female Founders list highlights the nation’s top business leaders who challenge the status quo to tackle some of the world’s biggest problems
March 11, 2025 — SAN FRANCISCO
Inc., the leading media brand and playbook for the entrepreneurs and business leaders shaping our future, today announced its eighth annual Female Founders list, honoring a bold group of 500 women whose innovations and ideas are leading their industries forward. These resilient entrepreneurs expressed grit and drive to collectively attract approximately $9 billion in 2024 revenue and $10.6 billion in funding.
Each year, Inc. editors review thousands of applications highlighting female founders who are challenging the status quo and tackling some of the world’s biggest problems, and cull applicants through three rounds of judging, looking specifically at an entrepreneur’s bona fides in the past year. Criteria include quantifiable metrics such as revenue, sales, revenue growth, funding, and audience size. Inc. also looks for qualitative metrics including social media momentum and stories of impact.
Honoree selection is also honed through the evaluation of the program’s advisory board: Cate Luzio, founder and CEO of Luminary; Dany Garcia, founder, CEO, and chairperson of the Garcia Companies; Pinky Cole Hayes, founder and CEO of Slutty Vegan; Anu Duggal, founding partner at Female Founders Fund; Katherine Power, serial entrepreneur and partner at Greycroft; Tiffany Dufu, president of the Tory Burch Foundation and founder of the Cru; and Kay Koplovitz, co-founder and chair at Springboard Enterprises, founder of USA Network.
“Being named to Inc.’s Female Founders list is an incredible honor,” said Ahryun Moon, CEO & Co-Founder of GoodTime. “Hiring is one of the most critical business challenges, and at GoodTime, we’re not just building technology—we’re enabling companies to hire smarter, faster, and more equitably. This recognition is a testament to the hard work of our team and the impact we’re making in the hiring space.”
The founders cross all industries and bring with them unique stories of success from each stage of the entrepreneurial journey — from startup to going public, being acquired by big buyers, or spending decades at the helm of an organization.
GoodTime enables hiring teams to orchestrate world-class hiring experiences using advanced human-centric AI. This year, the company launched Experience+, a feature suite designed to elevate the hiring experience for candidates, interviewers, and hiring managers. With AI-assisted scorecards, an intuitive candidate portal, and an actionable interviewer portal, GoodTime has helped enterprises streamline hiring, reduce time-to-hire, and boost productivity—without losing the human touch.
GoodTime also expanded its enterprise presence, welcoming companies like Priceline and Aon as clients and strengthening its leadership in AI-driven hiring automation. Under CEO & Co-Founder Ahryun Moon, the company continues to push the boundaries of innovation while championing responsible AI that enhances human connections. As a leader and mother, Moon is proving that ambitious leadership and personal priorities can go hand in hand, inspiring the next generation of female founders.
“Female founders know what struggle is, but they’re also experts of improvisation, adaptability, and creativity. The women featured on this year’s list exemplify these qualities. Through times of uncertainty, their unwavering dedication and steadfast leadership are not only inspiring but vital to driving progress,” said Inc. executive editor Diana Ransom.
Several honorees will be featured in Inc. magazine’sFemale Foundersissue, on newsstands March 18, 2025. To see the complete list of honorees, please visit: https://www.inc.com/female-founders
About Inc.
Inc. is the leading media brand and playbook for the entrepreneurs and business leaders shaping our future. Through its journalism, Inc. aims to inform, educate, and elevate the profile of its community: the risk-takers, the innovators, and the ultra-driven go-getters who are creating the future of business. Inc. is published by Mansueto Ventures LLC, along with fellow leading business publication Fast Company. For more information, visit www.inc.com.
About GoodTime
GoodTime elevates the entire hiring experience with human-centric AI, all while automating 90% of interview management tasks. Trusted by global talent teams at companies like Hubspot, Spotify, Priceline, and Lyft, our platform not only automates interview scheduling but also keeps candidates and interviewers deeply engaged throughout the hiring journey. Gain access to powerful insights and AI-driven recommendations to streamline processes and ensure every interviewer is always well-prepared. The result? Exceptional hiring experiences that consistently land you top talent.
Learn more at goodtime.io.
Media Contact
For more information or to arrange an interview with Ahryun Moon, please contact:
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