Other tools score the CV. We hear from every applicant.
When someone applies, BeCareers reads their CV against the role and asks them about the gaps in it, in their own language, in a few minutes - on AI we run ourselves on UK servers, with no third-party AI provider. A screening costs £1.50, against £50 or more for a recruiter's phone screen, and the platform is live and billing today.
AI screening live now · Job board in beta at getmehired.uk · Raising to build the candidate side
Applications per role from our own live roles. Screening takes the candidate a few minutes.
The problem: the CV stopped telling you who to call
Applicants now write CVs with AI and apply in bulk. Roles get more applications than ever, and each CV says less. Employers phone the 15 they have time for and guess about the rest - or pay an agency 15-25% of salary. The CV-scoring tools that promise to help are scoring the one document that no longer means much.
For employers: more applicants, less signal
A role attracts a pile of polished, similar CVs. The first-stage phone screen is the only real test, and it doesn't scale: 15-30 minutes a call, so most applicants are judged on a skim.
For candidates: judged on a skim
Good people are missed before anyone speaks to them - career changers, people with gaps, people more confident in another language. Most never hear back.
The solution: three platforms working together
Each one is at a different stage. We are explicit about which is which.
AI Screening Platform - the revenue engine
A widget on the employer's own careers page, so it needs no candidate supply of its own to earn. 5-minute screening per applicant, 100+ languages, full transcript and structured summary. £1.50 per screening as the standard employer rate, with discounts for high-volume employers by quote and £0.30 at partner scale (around 1m screenings a month). Usage-based: revenue scales with their applicant volume, not their headcount.
GetMeHired.uk - the candidate supply
The only one of the three built for candidates to arrive on directly, rather than being supplied by an employer's own applicant pool (the screening widget) or sourced by an employer's own search (GetMeCandidates.uk). Candidates search and apply for roles; employers post jobs. It is live today at getmehired.uk, in beta - job listings and employer sign-up are still being built out, and this is the platform the raise is for.
GetMeCandidates.uk - the recurring revenue
Employers search and approach candidates directly, before a role goes live, with screening results already on file. Flat £499/month for unlimited searching - a subscription line rather than per-hire fees. Not yet open to employers.
Why this is hard to copy
Plenty of tools use AI in hiring. Four things together are what BeCareers does differently.
It talks to the person, not the document
Every applicant is asked the role's core questions, plus follow-ups built from their own CV: a gap in their history, a skill they list but haven't shown, a must-have their CV doesn't mention. CV-scoring tools read the document; most AI interviewers don't build their questions from the applicant's CV.
Every applicant, the moment they apply
The screening sits on the employer's own careers page, so every applicant is asked straight away - not a test link sent days later to a shortlist. It needs no candidate supply of its own, and the same engine is white-labelled into job boards and ATSs at £0.30 a screening.
AI we run ourselves, in the UK
We run open AI models on our own UK infrastructure rather than sending conversations to a third-party AI provider. Candidate data stays in the UK - which matters to public-sector and privacy-cautious buyers - and the running cost of a screening is pence, which keeps £1.50 (and £0.30 at partner scale) profitable.
A record that compounds
Every screening produces a structured, role-tagged record of what a real candidate said about real requirements. That record makes GetMeCandidates.uk searchable on evidence rather than CV keywords and sharpens the next role's questions. A competitor can copy a feature; they can't copy the accumulated record.
Point 4 is only real once screening volume is real. It is part of the case for the raise, not a claim about today.
Cost comparison
Two products, two different pricing models, so two separate tables. Presenting them in one column would compare a per-screening cost against a monthly subscription fee.
1. AI screening: cost per screening
| Screening workload | Manual phone screens | AI screening | Saving on screening cost |
|---|---|---|---|
| 100 applicants, one role | £5,000 (100 × £50) | £150 (100 × £1.50) | 97% |
| 2,000 applicants a month | £100,000 (2,000 × £50) | £3,000 (2,000 × £1.50) | 97% |
| 1m applicants a month (partner scale) | Not achievable at any headcount | £0.30 each | n/a |
Like-for-like: screening cost against screening cost. Manual is costed at £50 per phone screen, the low end of the £50-£100 range quoted above. Agency fees are deliberately not in this table - an agency charges a placement fee per hire, not a price per screening, so it has no comparable cell.
2. Finding candidates: cost per hire
| Hiring outcome | Recruitment agency | GetMeCandidates.uk subscription | Saving |
|---|---|---|---|
| 1 hire at £50k salary | £10,000 (20% fee) | £499 for that month | 95% |
| 5 hires at £50k salary | £50,000 | £499 for that month (unlimited) | 99% |
A flat £499/month for unlimited searching, so the saving grows with every additional hire in the same month - which is also the honest weakness of this model: revenue per customer does not grow with their hiring volume the way the screening product's does. GetMeCandidates.uk is in development and not yet open to employers, so these are list prices, not realised revenue.
Market opportunity
A £40.6bn industry that still runs on phone calls and CV keywords - and proof, from our own live roles, that the demand for something better is already there.
REC Recruitment Industry Status Report 2024/25; DBT Business Population Estimates 2025; ONS Employment in the UK, September 2026.
The revenue that's actually ours to take
£40.6bn is what the industry turns over, most of it agency placement fees and contractor wages we were never trying to capture. The revenue available to a per-screening and subscription product is a different, smaller, and far more concrete number - and we can build it from public data alone: roughly 702,000 UK vacancies open at any time (ONS), an 8-week average time to hire (Totaljobs), and 22-49 applications per vacancy (Totaljobs; Tribepad) implies 92m-206m UK applications a year. At our own published price of £0.30-£1.50 a screening, that's a £28m-£309m annual UK ceiling for screening alone - a real, sourced software market, not agency turnover repackaged as ours.
What makes this buyable now
Two things changed that we did not cause: conversational AI became good enough to conduct an unscripted follow-up in 100+ languages at a marginal cost measured in pence, and the EU AI Act plus GDPR enforcement made explainability a purchasing requirement rather than a preference. That combination is why a transcript-and-rationale product is saleable in 2026 and was not in 2022.
Competitive landscape
AI interview and assessment tools are the real competition, and there are many. The difference is what they evaluate and when: most score the CV or test a shortlist later; few build their questions from each applicant's own CV at the moment they apply, and we found none that runs its AI on its own UK servers with a published per-screening price. See the map below.
Every market figure above is now cited inline with its publisher and period. The full source documents - the REC Recruitment Industry Status Report 2024/25, DBT Business Population Estimates 2025, the ONS employment and vacancies bulletins, and the Totaljobs and Tribepad application-volume research - are in the data room alongside the workings for the bottom-up table.
The competitive map
AI in hiring is crowded. Here is where the categories sit, and where BeCareers is different - including where others are stronger. Based on our review of 27 vendors' own published information (25 live products), September 2026.
| What it judges | When | Questions from the applicant's own CV? | Pricing | |
|---|---|---|---|---|
| CV scoring in applicant tracking systems | The CV (some chat to fill gaps) | At apply | Gap-filling against the role's criteria | Bundled in a subscription or per-credit |
| HR and ATS suites adding AI interviews | A short AI interview | For applicants the employer chooses | Sometimes, when information is missing | Bundled, or credit packs |
| AI video and voice interviewers | A recorded or live AI interview, often with follow-ups on answers | Some at or just after apply; others after a CV review or by invite | A few build questions from the CV | Mostly quote-only; some publish US-dollar plans |
| Conversational assistants for hourly hiring | Chat questions and scheduling | At apply | We found none that states it | Mostly enterprise quotes |
| Psychometric and work-sample assessments | Games, tests or written answers | With the application, or by invite after a CV screen | No | Enterprise quotes |
| BeCareers | A chat about the applicant's own CV gaps | Every applicant, at apply, on the employer's own careers page | Yes - core questions plus follow-ups from each CV | £1.50 per screening, published; £0.30 at partner scale |
Where we're different
Of the vendors we reviewed, we found none that states it runs its AI on its own UK servers, and none that publishes both a UK hosting statement and a per-screening price. BeCareers does both - which keeps candidate data in the UK and the running cost of a screening in pence. Price alone isn't the difference: some rivals publish similar per-interview prices.
Where others are stronger
Distribution: HR and ATS suites can bundle AI screening into products thousands of employers already use. Format: some buyers want video or voice, or psychometric depth for graduate and senior roles. Funding: several US rivals have raised far more. Our answer to the first is the partner channel - we are the screening engine inside job boards and ATSs, at £0.30 a screening.
The category is consolidating: interview and assessment tools, including UK ones, have been bought by larger HR-technology groups. The named map, with sources, is in the investor pack.
Why now
The CV lost its signal
Generative AI made polished CVs and bulk applying effortless. Volumes went up and the document stopped separating people - so the conversation, not the CV, is where the signal now is.
Running AI ourselves became affordable
Capable open models can now run on our own infrastructure at a cost of pence per conversation - which makes screening every applicant, not a shortlist, economic at £1.50.
Explainability became a buying requirement
UK data law keeps people's rights to be told about automated decisions, to a human review and to challenge them (the Data (Use and Access) Act 2025 kept those safeguards); the ICO audited AI recruitment tools in 2024; and the EU AI Act treats AI in hiring as high-risk. A product built on transcripts and human review is the one buyers can defend.
We're live
The screening platform has shipped and is billing, with the job board in beta.
Our approach: built on privacy, transparency, and trust
Privacy first
Active consent (30-day check-ins), granular privacy controls, the ability to block a current employer, true data deletion, built for UK GDPR.
Transparency always
Per-screening pricing published on the public site, no minimum contract, no per-seat charges, and no fee taken on a hire. A candidate can read the full transcript and the rationale attached to their own screening.
The AI doesn't decide
Every screening produces a transcript and a structured summary against the role's must-haves for a person to act on. The AI never ranks candidates against each other and doesn't reject anyone on its own judgement; any automatic knock-out rules are ones the employer sets, tells applicants about, and offers a human review of.
Ready to look at the numbers?
We will show you the live screening platform, the actual per-screening cost against the price we charge, and where the raise goes: employer sign-up and real job inventory on GetMeHired.uk, then GetMeCandidates.uk. Everything on this page that is not live today is labelled as such.