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Inc. Names Ahryun Moon Among 23 Female Founders Leading the Next Big AI Breakthroughs

By Mariapaula Gonzalez for Inc.

The original article is posted here.

A dynamic cohort of female founders is pushing the AI industry forward in unexpected ways.

Artificial intelligence has no shortage of hype, but behind many of the industry’s breakthroughs are founders quietly building the next generation of companies. And increasingly, some of those founders are women.

Despite receiving a fraction of venture capital funding compared with their male counterparts, female entrepreneurs are launching startups that are reshaping how AI is applied across several industries—from health care and digital fashion to creative tools, enterprise software, and science. Many are tackling problems traditional tech players would have overlooked, while building companies that prioritize real-world impact alongside rapid growth.

The result is a growing cohort of female leaders pushing the AI industry forward in unexpected ways. Some, like May Habib from enterprise AI software platform Writer, are pioneering new models and infrastructure to automate workflow. Others, like Julie Bornstein from AI-shopping agent Daydream, are reimagining how businesses and everyday users interact with artificial intelligence.

These are the notable entrepreneurs featured on this year’s Inc. Female Founders 500 list:

Karla Congson from Agentiiv

Toronto, Canada

For achieving 10-fold revenue growth and growing the agentic AI company’s client base from three to 20 enterprises.

Bianca Anghelina from Aily Labs

New York, New York

For growing the AI software company to more than 350 employees in five global offices.

Caoimhe Murphy from Anam

New York, New York

For expanding the technology company with the launch of two proprietary AI video agent models and growing revenue 10-fold.

Jaime Lien from Archetype AI

Palo Alto, California

For leading the development and launch of a foundational model of a physical AI agent and raising $35 million.

Mariana Matus Garcia and Newsha Ghaeli from Biobot Analytics

Cambridge, Massachusetts

For creating and initiating the U.S.’s biggest wastewater monitoring program to identify infectious diseases and hazardous substances.

Deepika Bodapati from Commure (Athelas)

Mountain View, California

For offering AI solutions to manage clinical workflows for more than 500,000 clinicians worldwide and quickly reaching a $1.5 billion valuation post-pandemic.

Sabrina Palme from Corrity Inc. (Palqee)

New York, New York

For launching a product that simplifies AI performance evaluation for financial services companies.

Anna Anisin from Data Science Salon

Miami, Florida

For expanding the data science community to 200,000-plus AI/ML professionals, and securing new partnerships with Google, Oracle, AWS, and Princeton.

Julie Bornstein from Daydream

Hillsborough, California

For leading the team that developed an AI-powered shopping agent that provides personalized styling advice.

Faranak Kamangar from DermGPT

Redwood City, California

For expanding the generative AI firm’s impact on dermatology education beyond software to live conferences, webinars, and a podcast.

Daria Shapovalova and Natalia Modenova from DressX

Los Angeles, California

For improving and expanding the digital fashion brand’s AI products, boosting the accuracy and efficiency of virtual try-on and styling.

Minna Song from EliseAI

New York, New York

For raising $250 million in Series E funding to advance AI automation in health care and housing.

Ahryun Moon from GoodTime.io

Covina, California

For expanding the AI company’s services beyond schedule automation to become a hiring orchestration platform.

Charlotte Dales and Sarah Bernard from Inclusively

Richmond, Virginia

For guiding the company in its transition from hiring platform to AI-powered workplace analytics company.

Hema Raghavan from Kumo

Mountain View, California

For achieving growth for the AI model company through product innovation, partner expansion, and developer engagement with hands-on workshops, hackathons, and more.

Molly Gibson from Lila Sciences

Cambridge, Massachusetts

For expanding the scientific superintelligence platform’s AI and engineering teams and raising $550 million from Nvidia and other partners.

Rema Matevosyan Near Space Labs

Brooklyn, New York

For guiding the AI-backed near-space monitoring company toward significant growth by securing $20 million in Series B funding.

Lindsey Chrismon from Oply

Nashville, Tennesse

For securing Series A funding and developing partnerships with home inspection companies, growing customer count by 342 percent year-over-year.

Evie Wang from Retell AI

San Marcos, California

For growing annual recurring revenue for the AI voice platform from $8 million to $36 million in eight months with 21 employees.

Jennifer Smith from Scribe

San Francisco, California

For reaching five million users of the workflow AI platform and securing $75 million in Series C funding.

Jaclyn Rice Nelson from Tribe AI

New York, New York

For guiding high-performing companies through the adoption of AI platforms.

Nini Hamrick from Vannevar Labs

Palo Alto, California

For supporting more than 125 national security missions, including the uncovering of adversarial surveillance.

May Habib from Writer

San Francisco, California

For developing and launching an end-to-end agent platform for enterprises, resulting in 333 percent ROI for clients.

GoodTime Introduces Cori, The AI Agent Powering Hiring Coordination End to End

GoodTime has released Cori, a proactive digital teammate that takes action to keep hiring moving, from first touch to final interview.

San Francisco, CA, May 12, 2026 — GoodTime, the leader in complex interview scheduling automation for enterprise talent teams, today announced the launch of Cori, a proactive AI agent that runs the coordination layer of hiring — taking action in real time to eliminate delays, resolve bottlenecks, and keep every step moving from first touch through final decision.

According to GoodTime’s 2026 Hiring Insights Report, talent teams still spend 38% of their time on coordination tasks, from scheduling interviews to managing follow-ups and keeping stakeholders aligned.

These coordination gaps are where hiring slows down, candidates drop off, and teams lose momentum.

Cori solves that.

An AI agent that works alongside the hiring team

Cori is not just a chatbot or a copilot. She is a digital teammate who takes action.

She schedules interviews, adapts to changes in real time, and learns from every interaction, continuously adapting to hiring teams’ preferences, workflows, and hiring priorities, all without relying on user prompts or constant input.

“Hiring teams don’t need another agent to babysit. An AI agent should feel like a teammate, handling coordination across platforms, people, and time zones,” said Ahryun Moon, Co-Founder and CEO of GoodTime. “Cori is our answer to that. She doesn’t just assist. She takes action, virtually eliminating the manual coordination that slows teams down so hiring can move faster and stay aligned.”

By identifying what needs to happen next and taking action in real time, Cori keeps hiring moving 24/7.

Built for the complexity hiring teams face today

Cori doesn’t just streamline hiring — she actively runs coordination across complex, real-world scenarios. She connects recruiters, hiring managers, interviewers, and candidates, ensuring everyone has the right information at the right time.

Here are just a few examples of what Cori can do:

  • Coordinate multi-stage, multi-time zone interview loops
    She instantly schedules panels across distributed teams, balances interviewer workloads, and adapts in real time when calendars shift, without manual back-and-forth.
  • Handle last-minute changes without disruption
    If an interviewer cancels, Cori automatically finds the next best replacement, reschedules if needed, and notifies everyone involved.
  • Engage and screen candidates conversationally
    Cori asks screens candidates, answers FAQs, and advances top talent, all through natural, real-time interactions.
  • Keep candidates warm and informed at every step
    She sends reminders, shares updates, and follows up automatically so candidates never feel lost or left waiting.
  • Trigger workflows and next steps automatically
    Cori moves candidates forward, requests feedback, and ensures nothing stalls, without recruiters needing to step in.
  • Surface and resolve bottlenecks before they slow hiring down
    She detects delays in scheduling or feedback, then takes action to keep the process moving.
  • Coordinate and communicate across hiring teams in real time
    She connects recruiters, hiring managers, and interviewers — sharing updates, resolving conflicts, and aligning everyone instantly across tools like email, SMS, Slack, and Microsoft Teams.

Autonomous, with full visibility and control

Cori works autonomously alongside hiring teams, but never as a black box. Every action she takes, from scheduling interviews to sending updates or advancing candidates, is fully visible, so teams always know what’s happening and why.

Whether through email, SMS, Slack, Microsoft Teams, or in-platform conversations, teams can communicate with Cori naturally — just like they would with a teammate. She understands what needs to happen, takes action in real time, and keeps everyone aligned every step of the way.

Users stay in control at every step, able to adjust, override, or guide Cori at any time, with the flexibility to match how they prefer to work.

This is an AI agent that the hiring world can trust. Cori handles all the coordination, and the talent team stays firmly in charge.

By removing the operational burden of coordination, Cori gives hiring teams more time to focus on candidates, conversations, and decisions — where great hiring actually happens. Learn more about Cori at https://goodtime.io/products/hire/cori/

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 Cori, our AI agent that eliminates delays, surfaces insights, and keeps 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:

Jake Link

press@goodtime.io

GoodTime highlighted in the 2026 Gartner® market guide for recruiting technologies

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:

Jake Link

press@goodtime.io

Inc. Names GoodTime’s Ahryun Moon to Its 2026 Female Founders 500 List

 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, visit www.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:

Jake Link

press@goodtime.io

90% of US companies say they missed their hiring goals in 2025


By Lara Ewen for HR Dive.

The original article is posted here.

Dive Brief:

  • 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.”

Hiring Teams Face Mounting Pressure in 2026, but Top Performers Scale with AI, Not Headcount


By Yahoo! Finance

The original article is posted here.

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
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.

GoodTime.io

Media Contact

For more information or to arrange an interview with Ahryun Moon, please contact:
Jake Link
press@goodtime.io

A photo accompanying this announcement is available at https://www.globenewswire.com/NewsRoom/AttachmentNg/b64263dc-fb46-4351-beea-750f9d2ecc4d

Hiring Is Breaking—AI Is the Only Thing Holding It Together, Says GoodTime’s 2026 Hiring Insights Report


By HRTech Edge

The original article is posted here.

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.

The full report is available at goodtime.io.

Hiring Teams Face Mounting Pressure in 2026, but Top Performers Scale with AI, Not Headcount

January 27, 2026 — SAN FRANCISCO

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 performing talent teams

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:

Jake Link

press@goodtime.io

GoodTime Achieves ISO/IEC 42001 Certification, Setting a New Standard for Responsible AI in TA

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:

Jake Link

press@goodtime.io

GoodTime Launches Orchestra: A Digital Workforce of AI Agents Built to Transform Hiring

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.

Learn more about how Orchestra transforms the hiring experience at https://goodtime.io/products/hire/orchestra/. 

About GoodTime

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:

Jake Link

press@goodtime.io