Two engineers. One thesis. An ATS that works for the recruiter.
Nhat spent two years as chief of staff at a startup that kept missing its hiring plan. The ATS tracked applicants. The recruiter tracked spreadsheets. The founders tracked everything twice. One hiring quarter, the recruiter sent 1,680 scheduling emails. The number showed up in a retro and became the reason Chosen exists.
Ben was an engineer training LLMs when a friend’s recruiter complained about the same thing: the ATS does not help, every AI product is a demo, and the candidates the team actually wants are buried under 200 weekend applications. The problem was not more tool, it was an autonomous one.
We met at MIT. The first prototype was a robot that painted other robots. We are making more useful software now.
Nhat Nguyen
Operations + recruiting
Former chief of staff, scaled hiring from 8 to 85. Talks to every customer in their first 30 days.
Ben Gutierrez
Software + data
Software engineer, trained LLMs before LLMs were a product category. Writes the retrieval layer.
Built for the recruiter buried under 50 applications on Monday.
∙ Not for
- CHROs running one million interviews an hour.
- QSR frontline hiring at 10k seats.
- Staffing agencies reselling a platform.
- Teams who want a course on how to recruit.
✦ For
- Series A to mid-B tech teams, 40 to 250 people.
- One or two recruiters carrying 12 to 25 concurrent reqs.
- VPs of Talent accountable to a board for defensible data.
- Anyone inheriting a half-configured Greenhouse or Lever seat.