Lightscreen AI

What do they actually do

Lightscreen AI provides an AI interviewer that conducts voice and video screening interviews and plugs results back into a company’s applicant tracking system (ATS). The platform also handles resume parsing, scheduling, and background checks so recruiters can run screens and see outcomes in one workflow dashboard (website; Greenhouse help page).

In practice, candidates enter from an ATS or careers page, Lightscreen parses the resume to build a profile, and the candidate speaks with the AI interviewer (branded “Ethan”) over voice/video. The system captures responses, coding interactions for technical roles, and flags potential cheating or anomalies; results and scores are pushed back to the ATS for a human to review (website; YouTube demo; Greenhouse help page).

Today, the product is used for technical and soft‑skill screens and offers configurable rubrics. Public materials emphasize anti‑cheating measures for coding assessments and deeper conversational screens like “Coffee Chats” to surface real experience at scale (website; Coffee Chats blog). The company markets to high‑volume hiring teams (frontline, retail, healthcare, call centers) and advertises ATS integrations, including Greenhouse (website; Greenhouse help page).

Who are their target customer(s)

• High-volume frontline hiring manager (warehouses, retail, call centers): They handle thousands of low-touch applicants and need a fast, consistent way to filter without adding recruiters. Scheduling, follow-up, and bulk screening consume most of the team’s time.
• Healthcare staffing coordinator / clinical recruiter: They must fill shifts quickly while coordinating background and credential checks; manual verifications and phone screens slow placements and increase fall-off risk.
• Talent‑acquisition team using an ATS (e.g., Greenhouse): Fragmented tools for parsing, scheduling, background checks, and screening create manual handoffs and data loss. They want automated screening results to flow back into their ATS without extra steps.
• Engineering hiring manager / technical recruiter: They need scalable first‑round coding screens with reliable proctoring and consistent grading. Live screens and inconsistent rubrics are time‑intensive and make results hard to audit.
• Staffing agency / RPO serving multiple clients: They need configurable, repeatable pipelines per client to reduce per‑hire costs and avoid juggling separate vendors for scheduling, checks, and screening.

How would they acquire their first 10, 50, and 100 customers

• First 10: Use YC and founder networks plus ATS partner introductions to run 2–4 week high‑touch pilots with staffing, healthcare, and frontline teams, with white‑glove integration and a clear success metric (e.g., time‑to‑screen).
• First 50: Stand up targeted outbound and partner co‑marketing; offer a standardized “fast start” package (prebuilt workflows and a two‑week pilot) and use early case studies to shorten cycles and convert pilots to paid.
• First 100: List in ATS marketplaces, sign reseller/co‑sell deals with staffing and background‑check vendors, and launch a low‑touch per‑screen self‑serve plan while using CS playbooks and referrals to expand into multi‑site deals.

What is the rough total addressable market

Top-down context:

Adjacent markets suggest a sizable opportunity: global talent acquisition software is roughly a $10–11B market in 2024–2025, while video interviewing software is a fast‑growing sub‑segment estimated in the hundreds of millions of dollars and projected toward ~$0.9B by 2030 (Mordor Intelligence; Verified Market Research).

Bottom-up calculation:

In the U.S., there were about 71.0M hires in 2023. If 30% of hires pass through an automated AI pre‑screen with 2 AI interviews per hire at ~$6 per completed screen, that implies a U.S. TAM of ~71.0M × 30% × 2 × $6 ≈ $255M annually, with additional upside internationally and from higher‑priced technical screens (BLS JOLTS).

Assumptions:

• 30% of hires undergo an AI pre‑screen in the near term for target segments.
• Average of 2 completed AI screens per hire across frontline and technical roles.
• Average realized price of ~$6 per completed AI screen (blended across use cases).

Who are some of their notable competitors

• HireVue: Large enterprise platform for video interviewing, assessments, and hiring automation; expanded with Modern Hire acquisition in 2023 to deepen assessment science and end‑to‑end workflows (press release).
• Paradox (Olivia): Conversational hiring assistant focused on high‑volume roles that automates screening, scheduling, and candidate comms; integrates with major HR systems (site).
• Fountain: Frontline hiring platform built for high‑volume hourly work; automates sourcing, screening, scheduling, onboarding, and compliance with AI agents (site).
• Sapia.ai: Chat‑based AI interviewing and scoring platform used for high‑volume screening; positions on structured, auditable evaluations and ATS integrations (site).
• CodeSignal: Technical assessment platform for coding and technical roles with proctoring and anti‑cheating features; often used for first‑round developer screens.