Workable

06/16/2026

The agent recruits. You manage talent.

Workable Agent is now generally available.

Since early access, the Agent has processed more than 120,000 candidates. It sources from 400M+ profiles, screens every application the moment it arrives, chats with candidates to fill in gaps, and delivers a scored shortlist with written reasoning, all inside the ATS your team already uses.

The bottleneck in hiring has never been the software. It's been the volume of work that has to happen before a good conversation can start.

What's new:

→ Every ATS customer gets 1,000 free credits to try it out
→ Pay per candidate screened, not a flat monthly fee
→ Turn any existing job agentic, no need to start fresh
→ Update your ideal candidate profile mid-run; the Agent re-evaluates recent candidates retroactively
→ Full visibility into what the Agent is doing and why, for every candidate in your pipeline

Learn more at the link in the commnets.

06/04/2026

68 G2 badges this summer, including Leader across Enterprise, Mid-Market, and Small Business. These awards come straight from the customers using Workable every day, the ones who told G2 that our AI is saving them hours of manual work every week.

Thrilled to see our product resonating. We've got a lot more coming this summer!

06/01/2026

Belmond manages luxury hospitality across five continents and up to 8,000 hires a year. Before Workable, all of that ran through a single shared email inbox.

Watch how they built a single source of truth for global recruiting, and what that visibility actually changed for their teams.

04/30/2026

AI isn’t going back in the box. The only real risk? Doing nothing.
alder

04/21/2026

We partnered with to bring together four people leaders navigating hiring in the age of AI across completely different industries.

What struck us: there is no universal playbook. Everyone is doing it differently.

Read the 7 things we left the conversation with at the link in our bio!

📸:

04/06/2026

Hiring is expensive. A bad process makes it much worse.
Forbes Advisor breaks down the 5 places recruiting budgets quietly leak and what to do about each one.

Hiring is often framed as an HR problem, but it’s also a budget decision. Every role carries direct costs like job ads and tools, plus the paid time spent sourcing, interviewing and coordinating. Then there’s the hidden spend: the vacancy tax while work sits undone, and the ramp time before a ne...

03/31/2026

This recruiter says YES! Message the hiring manager! 👏
But don’t send a novel. Keep it brief and speak directly to your unique value for the role. That one message could be the difference between getting lost in the pile and landing the interview.

03/30/2026

We keep hearing that hiring is changing more than ever.

With recruiters dealing with more applications than they can manage and candidates feeling like they’re sending resumes into a void, we wanted to understand what is actually driving this shift and what it means in practice.

In our latest Next at Work episode, Evlyn Fahey, Director of Recruiting at , unpacks what is really happening in hiring today and how both recruiters and candidates can stay ahead.

Listen to the full episode at the link in our bio!

03/27/2026

Only about 50% of job interview invites actually turn into booked meetings.

As easy as it is to blame candidates for ghosting interview invites, this is often a reflection of scheduling processes that are not built for how people actually operate.

Back-and-forth emails, clunky rescheduling, and longer timelines create unnecessary delays. That extra time gives candidates more opportunities to drop out or accept a role elsewhere.

To solve this, we have launched Candidate Self-Rescheduling, along with a set of other scheduling improvements designed to remove that friction entirely.

Candidates can pick a new time in one click. No email chains. No waiting. No drop-off.

This gives candidates more control, reduces admin for teams, and leads to more interviews actually happening.

03/23/2026

Most companies don’t avoid AI in hiring because they resist technology. Many maintain existing processes because roles are ultimately filled and operations continue. But hiring has changed. Candidate expectations around speed and communication have shifted. Administrative work has increased. H