Take2

What it is

Take2 is a set of AI recruiting agents built only for healthcare employers. The lead product is the AI Interviewer: a voice agent that phones candidates at any hour, runs a role-specific screen, scores it, records the call, and writes the notes and score back to your ATS. The current site lists three more agents beside it. The AI Sourcer re-engages past applicants already in your ATS. The AI Scheduler books the next-round interview. The AI Verifier checks licenses and certifications against state databases and federal exclusion lists, so a candidate without an active RN license or a required certification is knocked out before a recruiter sees them. Onboarding was named as a goal when the company raised money in February 2026, but it is not a shipped agent on the site today.

The company was founded by Yaniv Shimoni and Kaushik Narasimhan, who met at Stanford, and it runs R&D in Israel (Calcalist). It raised a $14M Series A on 11 February 2026, led by Human Capital with Bertelsmann Healthcare Investments, Reach Capital, SemperVirens and Honeystone Ventures (Axios Pro, Pulse 2.0). The site now says $17M raised in total. In November 2025 it announced a direct iCIMS partnership that pushes interview scores into the candidate profile.

A different, older “Take2 AI” sold sales-hiring job simulations. Calcalist’s archive links a $3M seed under that description, which suggests the same company pivoted, but no source we found says so outright. If a review or price list describes sales role-play, it is about that earlier product.

Why it shows up in Recruiting stacks

• It is built for health-system hiring, not generic hourly volume. The site’s FAQ names high-volume roles (EVS, CNAs, medical assistants) and specialized ones (RNs, advanced practice providers, physicians) on the same platform. Customer stories on the site include Temple University Health System, Cooper Norcross, ChenMed for physician recruiting, and dental groups such as Affordable Care. Those are vendor claims, not independent case studies.
• It writes into the ATS a health system already runs. The FAQ lists Workday, iCIMS, UKG, Oracle Recruiting Cloud, SuccessFactors, Greenhouse, Ashby, ADP, Jobvite, Taleo and Apploi, and says Take2 builds the connector during onboarding if yours is missing. That matters because large hospital TA teams rarely accept a screen result that lives outside the system of record.
• The screen happens when nurses are free. One customer quoted on the site says 60% of their screens are completed outside business hours. For night-shift staff that is the whole argument for a 24/7 phone agent.

Pricing

• No public price. There is no pricing page, and the sales process is a demo. The FAQ says every customer starts with a 3-month pilot on a limited set of roles or facilities, and most go live in 2 to 3 weeks.
• Category benchmark, not a Take2 quote. Recruiting Tech Reviews’ June 2026 benchmark puts voice AI screening at a $5 median per completed interview, in a $2 to $12 range. At that rate 500 screens a month is about $30K a year, and 2,000 a month about $120K. A 20-minute recruiter phone screen at a $35/hour loaded cost is about $12 (estimate), so the per-screen math works if the agent’s screens are ones recruiters would otherwise make.
• Ask for the unit (completed screen, hire, facility or seat), whether the Verifier and Sourcer cost extra, and what the price becomes when the pilot converts.

Best for

Talent acquisition leaders at multi-hospital health systems, large physician groups and dental service organizations who hire hundreds of clinical and support staff a month, run Workday or iCIMS, and lose candidates because recruiters cannot call back within a day.

Do not buy Take2 if you hire fewer than about 30 clinical roles a month, where a recruiter with a same-day callback rule covers most of the gap; if your problem is too few applicants rather than slow follow-up; or if you need per diem shift fill, which is a staffing marketplace job.

Versus the alternatives

• Paradox: the market-share leader in conversational hiring, now part of Workday. Pick it when you want text-based apply, screening and scheduling across every role in one enterprise deployment and you already run Workday. Take2 wins on a voice screen built around clinical licenses and on ATS breadth beyond Workday.
• HireVue: the incumbent in structured video and game-based assessment. Pick it when your compliance team wants a long published audit record and you screen corporate roles alongside clinical ones. Take2 wins for phone-first candidates who will not sit a video interview.
• Carefam: healthcare hiring with its own talent network. Pick it when the bottleneck is applicant supply at skilled-nursing, senior-living or home-care facilities. Take2 is the better fit for a large health system that already has applicants and needs them screened.
• HeyMilo or Tenzo: fast-growing, industry-agnostic AI interviewers with lower published per-interview estimates. Pick one when healthcare is only part of your hiring, or when you want a rate card before the demo.

If none fit, start with structured interviewing and a fixed callback rule before adding any agent.

Watch-outs

• Compliance credentials are not on the public pages. The trust center at security.take2.ai did not show its contents to us, and no page we read names SOC 2 or HIPAA. Guard: get the SOC 2 Type II report and a signed BAA if any call can touch patient information, before candidate data flows.
• Fully autonomous screens are an automated decision tool. Take2 sells “no human in the loop”. Under NYC Local Law 144 and similar state rules, a score that decides who advances needs a bias audit and candidate notice. Guard: ask for the most recent independent bias audit, keep license and certification checks as the only automatic rejections, and route every judgment score to a recruiter. See AI screening bias.
• Pilot metrics are vendor metrics. Claims such as a 69% hiring increase at Temple and 12 days off time-to-hire come from Take2’s own case studies. One quoted executive is also listed as a Take2 advisor and investor. Guard: record your baseline time to fill and time to hire and 90-day retention before the pilot, and compare pilot facilities against ones not in it.
• Young company on a single funding round. About $17M raised. Guard: sign a term that ends with the pilot or 12 months, and confirm every score and recording also lives in your ATS so leaving costs you nothing.