OpenJobs AI

End-to-End Autonomous AI Recruiter

Hiring

Pitch Singapore

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Honestly, I never imagined we'd be on Product Hunt at this stage, much less Hunted by Rajiv himself. Every single one of us has been heads-down solving real hiring problems for our customers, not building decks or chasing visibility.

We're not a team that likes to talk loud. We're pragmatic, we sit inside our customers' workflows, and every part of Mira is built around problems we've watched recruiters and founders actually struggle with, not problems we imagined from a whiteboard.

So today is genuinely surreal. Thank you, Rajiv, for the trust. And thank you to everyone showing up in this thread, every comment, upvote, and piece of pushback is shaping what we build next.

We're listening. And we're just getting started.

how long does it typically take to get the first batch of candidates sourced after setup?

Congrats!
Curious how candidates experience the outreach
does it feel automated or more natural?

Really like the multi-agent angle here. Most tools stop at sourcing. Congrats on the launch, will be keeping an eye on this.

How does it handles Resume noise? Like handling if Candidate has an AI optimised resume or he is a real builder?

A little worried about candidate experience. Aggressive automated outreach is already burning out top candidates. How does OpenJobs AI avoid contributing to the noise?

How does Mira handle niche roles like quant or biotech? Or is it mostly noise?

Tried it on a niche role where I was genuinely skeptical the AI would find anyone good. It surfaced candidates I hadn't found in 3 weeks of manual search. Real respect！Curious — how are you guys approaching growth and distribution right now? Feels like this could scale really well through SEO/GEO around hiring workflows, job titles, and recruiter intent searches.

Does it suits for small startups OR u r targeting medium size organization?

Congrats on the PH launch. Calling it "autonomous" instead of "assisted" is the right framing. I don't want a copilot, I want the agent to just do the work and tell me when there's an interview to take.

Hiring as a startup founder is exhausting — sourcing, outreach, follow-ups, scheduling… it never ends. Love that MIRA handles the full loop, not just the sourcing part. Will give it a shot for our next role.

The problem framing is spot on. Every founder I know has that quiet list. Good luck with the launch!

Gem/LinkedIn Recruiter both stop at the reply. This one books the meeting too — which is actually the part that takes my time.

Congrats on the launch! does MIRA handle technical roles well or is it better suited for business/sales hiring?

Can I approve candidates before ai agent reaches out, or is it fully autonomous?

I've been having a version of the same conversation almost every week this year.

Sometimes it's with a founder. Sometimes a head of talent, sometimes an operator trying to grow a team while still shipping the product. The details change. An eng role that's been open four months. A sales hire that fell apart in week three. A senior PM who finally said yes and then went quiet. But the shape underneath is always the same. They have the budget. They have the role open. The person they need exists, is reachable, is probably already somewhere in the funnel. And they still can't get them in the door.

This isn't a recruiter's problem. It's a problem every team trying to grow has felt. And it's one of the very few places in modern business where you can have unlimited budget, urgent need, and the right person sitting one message away, and still fail.

Every recruiter, every hiring manager, every founder I know carries a private list. The senior engineer who replied three weeks late, after the team had moved on. The PM who would have been perfect, but went quiet around day 14 and nobody had the cycle to chase. The director who finally said yes to a phone screen, then no-showed, and you never found out why. The list lives in their head. They don't talk about it. They file it under "cost of doing business."

I've spent more than a decade circling this same problem from different angles. First inside large hiring platforms, then working alongside more than 1,000 enterprise teams and recruiting agencies trying to make hiring actually work. The thing I can't stop thinking about is that quiet list. Because it isn't a cost. It's a system that's broken in a place no tool ever tried to fix.

Every wave of recruiting tech solved the front of the funnel. Find more people. Find them faster. Score them better. Then the brutal middle got handed back to one human, sitting at a desk, writing one email at a time. The half-finished conversations. The candidates going cold. The no-shows nobody recovers. That's where most of the work actually happens. That's also where most of it dies.

Nobody fixed it. Not because it didn't matter. Because until recently, the technology to fix it didn't exist.

Now it does. Agents, not a single model but a coordinated team of them, can hold a real conversation with a candidate over weeks. Pick up tone. Notice when someone's hesitating. Re-engage when they go cold. Not at the level of a great recruiter on their best day. At the level of a steady, attentive one. Working every conversation. Never tired. Never out of patience.

MIRA is what came out of that. Four agents that share the load. One turns a fuzzy job description into a real search strategy. One finds the right people. One runs the conversations. One watches every candidate at once, and flags the ones about to slip.

The deliverable isn't a list. It's the person who didn't get away.

The bigger picture underneath: hiring is the most important workflow in any company actually trying to grow. And the one most clearly designed for a world that no longer exists. A world where the bottleneck was finding people, not engaging with them. As agents start to work with other agents to get real work done, the layer that's missing isn't another database. It's a system that actually understands people. One that can find the right human, hold a real conversation, and bring them into the room.

That's the layer we're building.

If any of those private lists sound familiar, I'd love to hear your story. Whether you're a founder who's watched a quarter slip because the right hire didn't land, a hiring manager carrying the weight of an empty seat, or a recruiter staring at the names you wish you'd kept warm. Especially the ones you don't usually tell. Those are the ones I keep learning from.