How Indeed uses AI to help evolve the job search

Indeed 是一个帮助求职者寻找工作、帮助雇主找到合适人才的平台。求职者在 Indeed 上搜索职位、上传简历并调研公司；雇主则利用该平台更高效地吸引、筛选并雇佣候选人。

我们采访了 Indeed 的首席营收官 Maggie Hulce ，就 AI 如何为雇主和求职者创造机会、推动公司内部采用 AI，以及如何重塑人才招聘的未来进行了交流。

在 Indeed 表示要在“快速”和“谨慎”之间取得平衡推进 AI 的前提下，您对这种策略最期待的机会是什么？它已经为雇主和求职者解锁或打通了哪些环节？

AI 是我们帮助人们找到工作的核心。近 20 年来，我们用 AI 促成了数十亿次求职者与雇主的连接，目标始终是让招聘更简单、更快速、更有人情味。

如今，我们在求职与招聘领域已有一百多个由 AI 驱动的功能——从为求职者提供个性化职位推荐和薪资洞察，到为雇主提供候选人匹配和职位描述优化。我们还与 OpenAI 在十几个产品上紧密合作，这对我们帮助很大。

我们要求自己快速迭代——用收集到的数据不断提升对求职者和雇主的匹配，并根据真实反馈进行测试与调整。与此同时，我们也在有意识地负责任推进。即便 AI 加速了人才来源、匹配与评估流程，确保雇主始终参与并且保持最终决策权对我们至关重要。

仅在过去几个月，我们就推出了多项新的 AI 功能，包括两个 AI 代理：为求职者充当个人职业教练的 Career Scout ，以及帮助雇主自动化招聘中最耗时环节的 Talent Scout 。我们还通过 Indeed Connect 推出包括 Advanced Screening and Sourcing 在内的新 AI 能力。目前变化很多，推进速度很快。

AI 如何改变公司内部团队的工作方式——是否让他们能把精力放在更具创意或战略性的事上？您看到过哪些鼓舞人心的转变？

公司内部对 AI 的热情很高——尤其是当它能替代重复性工作，让人们把时间用在更有创意和战略性的事务上时。在市场部， AI 帮助我们更快地生成创意素材、进行测试和品牌研究。在销售与客户成功团队，大家既通过公司的核心工具使用 AI，也在构建自己的代理，用于客户规划、个性化外联和提案生成；内部模型还能提示下一步最佳动作并提供实时信号。

在 R&D 方面，带有代理能力的编码工具被广泛采用，超过 80% 的工程师在使用 AI。总体上，大约三分之二的员工表示 AI 已经每周为他们节省最多两小时，这让团队运转更快，最终为求职者和雇主创造更多价值。

我们确实把 AI 看作实现“帮助人们找到工作”这一使命的关键工具。

随着 AI 在 Indeed 的运作中越来越核心，您如何帮助员工建立对 AI 的理解与信心——不仅懂得如何使用，还能用它去创新并在新的劳动时代引领潮流？

关于 AI 的企业文化，我们希望以好奇、开放和持续学习为根基。我们理解人们会有自然的担忧——大家会想知道 AI 对自己意味着什么、如何正确使用——因此我们在推进方式上非常有意图。

公司设有一位负责采用、使能与衡量的 VP of AI ，并提供面向全公司的培训项目，覆盖各职能。同时，我们也期望每个团队根据自身工作流与业务目标定义最重要的 AI 用例。

自下而上的分享尤其有效。例如在销售团队，有活跃的 Slack 频道，销售代表分享提示语、代理和成功案例，互相鼓励。在 R&D，一位初级工程师开始制作简短周播视频展示他如何使用 AI ——这种做法比任何自上而下的邮件更能激发采纳。

为推动这种能量，我们发起了内部黑客松和贯穿年底的月度竞赛，提供激励并在公司层面予以表彰，以庆祝能产生真实业务影响的想法与演示。我们有意把 AI 的采用做得既实用又有趣。

您提到 Indeed 的 AI 是为了增强人工决策——您如何看到它为招聘者开辟出新的、更好的工作方式？

招聘者长期被大量行政性工作占据，如人才搜寻、筛选与排期。像 Talent Scout 和 Smart Sourcing 这样的工具旨在接手那些重复性工作，让招聘者把精力放回到真正重要的事情上——建立关系、理解候选人动力，并为所有参与者创造更好的体验。我们已经收到客户反馈，称 AI 帮助他们更早、更深地与候选人互动，流程更快，最终做出更佳的招聘决定。

您明确了负责任的 AI 原则——这种对公平与透明的承诺为客户带来了哪些积极成果？

负责任的 AI 是我们多年来的重点——我们早就公布了原则——其核心在于把人置于招聘的中心。雇主仍然是最终决策者， AI 则支持更好、更客观的决策。我们不把负责任的 AI 单纯看成效率或风险管理问题；它是帮助所有人找到工作的使命基础。

在实践中，这意味着设计优先考虑公平、透明与可问责的 AI 体验。在雇主端， AI 用更客观的、基于技能的标准来匹配候选人，从而拓宽人才池并提升公平性；在求职者端， AI 提供更个性化且透明的推荐，帮助人们理解为何某些岗位适合他们。当双方都使用这些 AI 能力时，我们持续看到更好的结果——这也证明负责任的 AI 会带来更优的招聘效果。

一些客户担心 AI 会取代人工判断——您如何让企业客户在采用 AI 驱动的招聘工具时既自信又受鼓舞？有哪些反馈让您尤其自豪？

我们的目标是解决长期存在的招聘难题——更快、更顺畅地找到高质量候选人， AI 只是帮助达到这一目标的强大工具。我们希望 AI 给雇主带来“超能力”的感觉，但控制权始终在他们手中：流程透明、标准由他们设定、决策依然由人做出——决不会变成黑箱。

最令人鼓舞的是，这些理念在结果上表现得非常明显。例如，当我们为某个职位推荐一组高度匹配的候选人并且雇主主动联系时，这些候选人申请该职位的可能性，是他们自己发现职位时的 15 倍。这是人工判断与 AI 协同工作大幅提升效果的典型例子。

我们也从客户那里得到强烈验证。测试 Talent Scout 的企业反馈良好，其中 BrightSpring Health Services 在四周内填补了 45% 更多难招的医疗岗位，同时每周为团队节省了 8 小时。当客户看到每周能拿回几天的工作时间时，这建立了真实的信心，证明 AI 在帮助他们更好、更快、更轻松地招聘。

哪些由 AI 驱动的产品或功能已为客户带来最大收益，并对 Indeed 的增长贡献最大？

AI 已融入我们几乎所有面向求职者和雇主的产品，且在规模化影响上已有显著成效。在我们的旗舰产品 Sponsored Jobs 中，大约 70% 的赞助申请现在来自由 AI 推荐。在另一项核心产品 Smart Sourcing 中，使用 AI 功能的雇主招聘速度提高了 40%。

我们也从新产品中看到强劲回报。数十万雇主已在使用的 Premium Sponsored Jobs 能带来三倍的前进申请量，并且相比非赞助职位，平均缩短近 60% 的招聘时间。 Talent Scout 也带来类似成效，特别是在难招岗位上改善明显。

在求职者端，早期测试显示 Career Scout 让人们找到令他们兴奋的工作速度提高了 7 倍，被录用的概率也高出 38%。这些结果让我们相信，无论是长期存在的产品还是新产品， AI 都在提升平台上每个人的质量、速度与结果。

展望三到五年，您对 AI 如何重塑人才招聘、并帮助数百万人成为更快找到更好工作的途径，最感到兴奋的是什么？

我对 AI 重塑工作的前景非常乐观。它已在帮助人们更有创造力、更快学习，并承担过去需要整队人做的工作。我们看到岗位边界在实时模糊——销售代表自己为客户规划构建代理，客户成功团队用多语言 AI 为数十种语言的客户提供支持。曾经需要专门产品与工程团队完成的事，现在由最贴近工作的人直接完成。

当然，这种变化速度意味着我们都要持续学习和适应，但机会巨大。借助更好的工具和更个性化的引导，人们可以构建新技能、探索新路径，并作出更明智的职业选择。这正是像 Career Scout 这样的体验背后的愿景——一个随时在线的个人职业教练，帮你了解可能性：无论是远程工作、提高收入，还是学习某项技能迈出下一步。

再往前看五年，这类体验会更个性化、更对话化、更强大。我想我们每个人上班时都会带着“ AI 驱动的技能包”——一套个人化能力套装，帮助我们在生活的各个方面更快做得更多。坦白讲，我认为这将非常令人振奋。

Indeed 使用 OpenAI APIs 来驱动包括 Invite-to-Apply 、 Talent Scout 和 Career Scout 在内的关键招聘体验，从而以更高的精度和速度把数百万求职者与雇主连接起来。

Indeed is a platform that helps people find jobs and helps employers find the right talent. Job seekers use Indeed to search for opportunities, upload resumes, and research companies, while employers use the platform to attract, screen, and hire candidates more efficiently.

We spoke with Maggie Hulce, Chief Revenue Officer at Indeed, about how AI is unlocking opportunities for employers and job seekers, driving internal AI adoption, and shaping the future of talent acquisition.

AI is core to our mission of helping people get jobs. For nearly 20 years, we’ve used AI to power billions of connections between job seekers and employers, all with the goal of making hiring simpler, faster, and more human.

Today, we have over a hundred AI-powered features across job search and hiring—from personalized job recommendations and salary insights for job seekers, to candidate matching and job description optimization for employers. We also work closely with OpenAI on more than a dozen of these products, and that’s been incredibly valuable for us.

We push ourselves to move fast—using the data we collect to continuously improve matching for job seekers and employers, and to test and iterate based on real feedback. At the same time, we’re deliberate about moving responsibly. Even as AI speeds up sourcing, matching, and evaluation, it’s essential to us that employers stay in the loop and remain the final decision-makers in hiring.

 In just the last few months, we’ve launched a number of new AI features, including two AI agents—Career Scout, which acts like a personal career coach for job seekers, and Talent Scout for employers, helping automate the most time-consuming parts of recruiting. We also announced new AI-powered capabilities through Indeed Connect, like Advanced Screening and Sourcing. There’s a lot happening right now.

There’s a lot of excitement across our teams about AI—especially where it helps eliminate repetitive work and frees people up to focus on more creative and strategic tasks. In marketing, it’s helping us move faster on creative generation, testing, and brand research. In sales and client success, teams are using AI both through our core tools and by building their own agents—for things like account planning, personalized outreach, and proposal generation—alongside internal models that surface next-best actions and real-time signals.

 On the R&D side, adoption of agentic coding tools has taken off, with over 80% of engineers using AI. Overall, about two-thirds of employees say AI is already saving them up to two hours a week, helping teams move faster and ultimately deliver more value to job seekers and employers.

“At Indeed, we definitely see AI as critical to our mission to help people gets jobs.”

When it comes to AI, we want our culture to be rooted in curiosity, open-mindedness, and continuous learning. We know there’s some natural apprehension—people wonder what AI means for them and how to use it well—so we’re being very intentional about how we approach this.

We have a VP of AI who focuses on adoption, enablement, and measurement, including company-wide training programs available to every function. At the same time, we expect each team to define the AI use cases that matter most for their own workflows and business goals.

What’s been especially powerful is bottom-up sharing. In sales, for example, there’s an active Slack channel where reps share prompts, agents, and wins and cheer each other on. In R&D, a junior engineer started making short weekly videos showing how he uses AI—and that’s inspired more adoption than any top-down email ever could.

We want to fuel that energy. To encourage it, we’ve launched an internal hackathon and a monthly contest through the end of the year, with incentives and company-wide recognition, to celebrate ideas, demos, and real business impact. We’re intentionally trying to make AI adoption both practical and fun.

Recruiters have always spent a huge amount of time on administrative work like sourcing, screening, and scheduling. Tools like Talent Scout and Smart Sourcing are designed to take on that repetitive work so recruiters can focus on what really matters—building relationships, understanding candidate motivations, and creating better experiences for everyone involved. We’re already hearing from customers that AI is helping them engage with candidates earlier and more deeply, move faster through the process, and ultimately make better hiring decisions. 

“We have a lot of excitement about AI across our teams especially when it [...] helps people reduce time-consuming repetitive work and allows them to focus on higher value creative and strategic work.”

Responsible AI has been a focus for us for years—we published our principles early on—and at the core, it really comes down to keeping humans at the center of hiring. Employers remain the final decision-makers, while AI supports better, more objective decisions. We don’t view responsible AI as just about efficiency or risk mitigation; it’s foundational to our mission of helping all people get jobs.

In practice, this means designing AI experiences that prioritize fairness, transparency, and accountability. On the employer side, AI helps match candidates to roles using more objective, skills-based criteria, which can broaden talent pools and improve fairness. On the job seeker side, it enables more personalized and transparent recommendations, helping people better understand why certain roles are a good fit. When both sides use these AI capabilities, we consistently see better outcomes—which reinforces that responsible AI leads to better hiring for everyone.

Ultimately, we’re trying to solve long-standing hiring problems—finding quality candidates faster and with less friction—and AI is simply a powerful new tool to help do that. Our goal is for AI to feel like it gives employers superpowers, while they always stay in control. The process is transparent, the criteria are theirs, and the decisions remain human—it never feels like a black box.

What’s been most encouraging is how clearly this shows up in outcomes. For example, when we recommend a set of highly matched candidates for a role and an employer reaches out, those candidates are 15 times more likely to apply than if they discovered the job on their own. That’s a great example of human judgment and AI working together to dramatically improve results.

We’re also seeing strong validation from customers. We’ve had positive results from companies testing Talent Scout, including BrightSpring Health Services, which filled 45% more hard-to-fill healthcare roles in just four weeks while saving teams eight hours a week. When customers see results like that—getting days of work back each week—it builds real confidence and reinforces that AI is helping them hire better, faster, and easier.

AI is embedded across nearly all of our job seeker– and employer-facing products, and we’re already seeing meaningful impact at scale. In our flagship product, Sponsored Jobs, about 70% of sponsored applications now come from AI-powered recommendations. In another core product, Smart Sourcing, employers who use AI capabilities are hiring 40% faster.

We’re also seeing strong results from newer products. Premium Sponsored Jobs, which hundreds of thousands of employers are already using, helps move forward three times more applicants and nearly 60% faster time to hire (compared to non-sponsored jobs). Talent Scout is delivering similar gains, including significant improvements in hard-to-fill roles.

On the job seeker side, early testing of Career Scout showed that people are finding jobs they’re excited about seven times faster and are 38% more likely to get hired. Taken together, these results give us confidence that AI—across both long-standing and new products—is improving quality, speed, and outcomes for everyone on the platform.

“When both job seekers and employers are using AI capabilities, we see their outcomes improve pretty consistently.”

I’m genuinely optimistic about how AI will reshape work. It’s already enabling people to be more creative, learn faster, and take on work that used to require entire teams. We’re seeing roles blur in real time—sales reps building their own agents for account planning, or client success teams using multilingual AI to support customers in dozens of languages. Things that once needed dedicated product and engineering teams are now being done directly by the people closest to the work.

Of course, that pace of change means we all have to keep learning and adapting, but the opportunity is huge. With access to better tools and more personalized guidance, people can build new skills, explore new paths, and make smarter career moves. That’s the vision behind experiences like Career Scout—an always-on, personal career coach that helps you understand what’s possible, whether that’s working remotely, increasing your income, or learning the right skill to take the next step.

If you fast-forward five years, these experiences will be even more personalized, more conversational, and more powerful. I think we’ll all show up to work with our own “AI-powered skill set”—like a personal suit of capabilities that helps us do more, faster, across every part of our lives. And honestly, I think that’s going to be incredibly exciting.

Indeed uses OpenAI APIs to power key hiring experiences including Invite-to-Apply, Talent Scout, and Career Scout, helping connect millions of job seekers and employers with greater precision and speed.

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