What it is
Jack & Jill is a hiring marketplace where two AI agents do the work that job applications and recruiter screens used to do. Jack works for the jobseeker. He runs voice calls to learn what the person wants and what they have done, scans open roles daily, and preps them for interviews and salary talks. Jack is free for candidates. Jill works for the employer. She reads the job description, interviews the hiring manager about what success in the role looks like, and matches against Jack’s network. When both agents agree on a fit, the candidate is introduced straight to the hiring manager, with no application and no recruiter screen in between.
The company is Tinker Tailor Talent Ltd., based in London with offices in San Francisco (opened January 2026) and New York (June 2026). CEO Matt Wilson previously founded Omnipresent, the employer-of-record company that Deel acquired. CTO Saaras Mehan co-founded the Y Combinator-backed sales startup Kular. After a $20M seed led by Creandum in October 2025, Jack & Jill announced a $40M Series A in mid-September 2026. Air Street Capital led, with Madrona and Antler joining, for about $60M raised in total. At the raise, the company reported 350,000 candidates on Jack (ten times the seed-stage figure), 5,000 employers on Jill, more than 25,000 interviews arranged (about 5,000 a month), and a team of 25 to 30 people. Named employers include Ramp, Attio, Multiverse, Fyxer, Tavus, Corgi and Faculty.
Why it shows up in Recruiting stacks
It changes where recruiting spend goes. Most AI recruiting tools are seat licenses that make your own team faster: Juicebox for sourcing, Metaview for notes, Paradox for scheduling. Jill replaces the agency instead. You pay nothing until someone is hired, so the relevant comparison is a contingency invoice, not a software line item.
The second reason is candidate intent. Jack’s network is built from people who spent time on voice calls describing what they want. One candidate logged 44 hours across 144 calls. So an introduction arrives with context that a keyword match or a cold InMail reply lacks. Coverage is densest where the company started: startup and scale-up roles in London, San Francisco and New York. Third-party reviews put the sweet spot at engineering, junior sales, support and operations roles paying under about $150,000.
Pricing reality
The price is published, which is unusual for this category. It is 10% of first-year salary, charged only when Jill makes a hire. For contractors and freelancers the fee is 10% of total compensation over 12 months. There is no subscription, retainer or upfront fee. You get a full refund if the hire leaves or is let go in the first 3 months. No fee is charged if Jill introduces someone you were already talking to.
In practice a $120,000 engineer costs $12,000, against $24,000 to $30,000 at a typical 20 to 25% contingency rate. That is also below ooligo’s reported figures for Paraform (20 to 25%) and Mercor (about 30% on permanent placements). Ten hires a year at that salary is $120,000 in fees, so at volume the annual number can pass the cost of an in-house recruiter. Model it before you route every requisition through Jill.
Best for
A founder, head of talent or hiring manager at a seed-to-Series-C company in London, San Francisco or New York. They are hiring engineers, go-to-market or operations people at junior and mid-level seniority, and they have no in-house sourcer. They want pre-screened introductions at half the agency rate without a platform commitment.
Skip it if you hire hourly or frontline staff, need niche senior or executive search, hire mainly outside Jack’s core cities, or run a TA team that already fills roles from its own pipeline at below 10% of salary.
Versus the alternatives
Paraform is the leading contingency marketplace that pairs AI tooling with independent recruiters. Pick it for senior or specialized roles above about $150,000, where a human recruiter who knows the niche earns the 20 to 25% fee.
Mercor is the other share leader in AI-run talent matching. Pick it when you need expert contractors by the hour, such as AI training or evaluation work, not permanent hires.
Juicebox is the fastest-growing AI sourcing tool. Pick it if you have a recruiter with time to run outreach and want a flat seat price instead of a per-hire fee.
Dover fits early startups that want a free ATS and hourly recruiter help without placement fees.
If none fit, post the role on Wellfound and your own careers page, and give a hiring manager two hours a week to screen inbound. For many seed-stage roles that fills the seat for the cost of the time.
Watch-outs
- Fee disputes over who found the candidate. The “already in conversation” exclusion only protects you if you can prove the conversation. Guard: before go-live, export your active candidates and recent applicants from your ATS, share the list with Jack & Jill, and get the attribution rule and its time window in writing.
- The pool is self-selected. Jack only reaches people who signed up, which skews toward active jobseekers in startup hubs. Competitor reviews, including one published by Paraform, report mismatched and stale roles on the candidate side. Guard: pilot on two or three requisitions, and compare introduction-to-onsite and onsite-to-offer rates against your inbound and agency channels before sending more roles.
- You remain the deployer of a high-risk AI system. Recruitment screening is high-risk under the EU AI Act, and New York City roles fall under NYC Local Law 144. Jack & Jill uses Warden AI for ongoing bias testing (disparate impact and counterfactual tests), but has published no results. Guard: ask for the latest Warden report and the audit summary before use in New York City, keep a human decision on every rejection, and log it. See AI screening bias.
- Voice-call data sits with a third party. Candidate summaries come from recorded conversations you did not run. Guard: sign the data-sharing agreement, confirm the retention period and deletion process for anything that enters your ATS, and cover it in your recruiting AI policy.
- Young company, thin integration evidence. Jack & Jill publishes no public API or integration documentation. Guard: confirm in writing how introductions reach your ATS (native sync, email or manual) before the pilot, so candidates are not lost between systems.