Nine of ten AI recruiting vendors won't say they improve hiring

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Speed is measurable. Quality is measurable later, somewhere else.

8 of 10

Report faster time-to-hire

6 of 10

Don't track quality of hire

4 of 10

Link post-hire performance

7 of 10

Don't track cost-per-hire

Time-to-hire and recruiter hours can be counted this week. Both live inside the recruiting system, so the recruiting system can report on them.Quality of hire can't. The evidence arrives six or twelve months later as performance ratings, manager assessments and retention, none of which live in an ATS. So the industry can tell you exactly how much faster your funnel moves, and very little about whether the people coming out of it are better.

All figures on this page come from Capterra's 2026 survey of ten AI recruiting software providers,
including ClayHR.

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This isn't a feature gap. It's an
architecture gap.

A recruiting application ends at the offer letter. The data that would prove hiring quality is generated after that point performance reviews, development plans, whether someone was still contributing value two years on.If recruiting and performance are separate products with separate databases, the loop can't close, however good the AI at the front of it is.

" Cross-reference the survey's three quality-of-hire measures and ClayHR is the only provider appearing in all three. "

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ClayHR was one of ten providers surveyed in Capterra's 2026 AI recruiting report.

Read the full report →