ModernLoop

What it is

ModernLoop is now two products on two domains, and a buyer who looked at it before 2025 has seen only one of them. The first is the one the company built its name on: interview-scheduling automation for multi-round loops, sold on quote at modernloop.com. The homepage still leads with it — “Automated Interview Scheduling” — and the customer logos are venture-backed tech employers: Instacart, Brex, Ramp, Benchling, Descript. The second is Taylor AI, which modernloop.com now describes as “an AI recruiting platform that allows your team to create the perfect recruiting agent.” Taylor lives at modernloop.ai, carries its own published credit pricing, and is pitched at a different buyer: retail, food service, warehouse and delivery, support and sales hiring, where the bottleneck is the recruiter phone screen rather than the six-person onsite. Lydia Han, the company’s CEO, announced it in September 2025. It ships two agents today — an AI Interviewer that runs structured phone interviews around the clock, and an AI Assistant that answers candidate questions — with further capabilities listed as “coming soon.”

That split is the central fact on this page. Scheduling is where ModernLoop is proven; Taylor is where it is heading. The company’s last disclosed round was a $9M Series A led by Accel in August 2022, and it is funding both lines on that base.

Why it shows up in Recruiting stacks

• Scheduling fires off the ATS stage change. Zero-click scheduling sends the availability request the moment a candidate advances in Greenhouse, Ashby, Lever, Workday, SmartRecruiters, iCIMS or Avature, then assembles the panel and writes the events back. Ramp’s case study on ModernLoop’s site reports 450% more interviews scheduled per week and 400+ interviews a week while its talent team grew from 5 to 19. Those are vendor-published numbers, but the mechanism is the one that takes coordinator hours out of the loop.
• Interviewer training is part of the scheduling logic. The platform tracks who is certified for which interview, schedules shadow and reverse-shadow sessions, and balances load across the eligible pool, so a panel is checked for qualification before it is booked. Ramp reports doubling its pool of trained interviewers.
• It connects to all four major coding-assessment vendors. HackerRank, CodeSignal, CoderPad and Codility are listed integrations, which is why it keeps landing in technical-hiring stacks where a loop includes a live-coding round.
• The security file is enterprise-grade for a company this size. SOC 2 Type 2, ISO 27001:2022 and ISO 27701:2019 certificates, SAML SSO with SCIM provisioning, Microsoft GCC High support, and a 99.9% uptime SLA.

Pricing

Two price lists, and only one is public.

• Scheduling platform — quote only. No published rate. Vendr puts the median contract at $21,040 a year, across a range of $4,063 to $30,561, with buyers averaging 23% off the first quote and one documented 40% discount on a single-year term. Third-party bands put companies under 250 employees at $6,000–$20,000 a year and large enterprises at $20,000 to $100,000+.
• Taylor AI — published, credit-based, billed monthly at modernloop.ai/pricing:
  • Starter — $450/month, 500 credits.
  • Pro — $1,250/month, 1,500 credits.
  • Enterprise — custom credits and a dedicated private Slack channel.
  • Overage is $1 per credit on both paid plans. A completed AI interview costs 5 credits; an assistant conversation costs 0.5.

The unit that matters is the completed interview. Starter buys 100 of them, which is $4.50 each; Pro buys 300 at about $4.17. Overage prices each extra interview at $5, so Starter at N interviews a month costs 5N − 50 dollars, and Pro only wins above 260 completed interviews a month. Nothing in Taylor’s price list includes scheduling, and nothing in the scheduling quote includes Taylor: a 300-person tech company at the Vendr median plus Taylor Starter pays roughly $26,400 a year across two contracts.

Best for

In-house TA teams at 200-to-5,000-person tech companies running 50 or more multi-round loops a month on Greenhouse, Ashby, Lever or Workday, where coordinator hours cap throughput and at least one round is a live-coding session. Concretely: a recruiting-ops lead who wants onsite panels assembled, training-checked and booked from the ATS stage change with no coordinator touch.

Taylor is a separate fit: a high-volume hourly hiring team — stores, warehouses, support centres — where recruiters spend the week on first-round phone screens and candidates want to interview at 8pm.

Not for you if you run fewer than 20 loops a month; Calendly Teams at $16 per seat per month or your ATS’s native scheduling (Ashby ships a strong one) covers it. Not for you either if you need to build on the platform: there is no public developer API and no MCP server, so the ATS integration is the whole surface.

Versus the alternatives

• GoodTime — the older incumbent and the most direct rival, Vendr median $23,217 a year. Its Cori agent, launched May 12, 2026, schedules, screens, follows up and triggers workflows inside one product. Pick GoodTime when you want one vendor and one contract covering coordination and screening, rather than two ModernLoop price lists.
• Paradox — the high-volume incumbent, acquired by Workday in October 2025; small deployments run around $1,000–2,000 a month and mid-market $25,000–60,000 a year. Pick Paradox over Taylor when hourly hiring runs through Workday and you want screening, scheduling and onboarding from the ATS vendor itself.
• Apriora — the specialist AI interviewer, quote-only, typically $10,000–35,000 a year. Pick Apriora when the AI screen is the whole purchase and you do not need scheduling from the same vendor.
• Calendly or native ATS scheduling — pick either below 20 loops a month, or when panels are one or two people.

Watch-outs

• Two products, two contracts, no overlap. Teams read “Taylor AI” as ModernLoop scheduling with AI added; it is a separate SKU on a separate domain. Guard: get both quoted on one order form, and have the vendor state in writing which Taylor capabilities are live and which are “coming soon” on the day you sign.
• Credits burn per completed interview, and the plan step is steep. Starter’s 500 credits are 100 AI interviews; a seasonal hiring push can use that in a week. Guard: model completed screens per month × 5 credits, stay on Starter below 260 interviews a month and move to Pro above it, rather than upgrading on the first overage invoice.
• AI screening triggers hiring-law obligations the vendor pages do not address. Neither modernloop.ai nor the security page names a bias audit. NYC LL 144 requires an independent bias audit within the year before an automated employment decision tool is used on New York City candidates, plus advance notice to those candidates. Guard: request the audit summary before using Taylor scores on NYC applicants, and consult counsel for other jurisdictions and the EU AI Act.
• Panel quality depends on interviewer data you maintain. Stale availability, missing training tags or wrong skill labels produce wrong panels, quickly. Guard: audit interviewer-pool tags before go-live and name one recruiting-ops owner to keep them current.
• Small capital base, two product lines. The last disclosed round was $9M in 2022. Guard: prefer a single-year term — the documented 40% discount was on one — and confirm the data-export path at termination before committing to a multi-year contract.