HelloBoss raises Series A to scale AI hiring across borders
HelloBoss, the AI-driven recruitment platform built by Tokyo-based NGA, has secured a Series A round led by international media group Bertelsmann, with participation from BAI Capital. The capital will fuel global expansion and speed up the rollout of its flagship AI Agent that automates the hiring workflow for both employers and candidates.
"Japan proved the model. Now we are scaling HelloBoss into the go-to platform for global AI hiring. With remote work erasing borders, we are building a unified global job platform for the generative AI era. Tell us your skills, and AI will find the best role for you-anywhere on the planet," said NGA chief executive officer, Alex Wang.
Why HR should care
Launched in early 2023, HelloBoss reports a tenfold revenue lift with a lean team of around 20 people, and enterprise traction with brands like Marriott and Dior. Prior backing includes a pre-A round from global investors such as Singapore-based Yunqi Partners.
Japan-often a tough market for HR tech-served as the proving ground. With this new round, HelloBoss plans to deepen product, engineering, and leadership capacity, reinforced by partners with global reach and a strategic alliance with HR tech leader Deel.
What the AI Agent actually does
- Instant matching for candidates, with auto-generated resumes to speed applications.
- AI-crafted job descriptions and shortlist recommendations for recruiters.
- Built-in, multi-channel communication to coordinate outreach and follow-ups.
- Multilingual, cross-border support across web and mobile for global roles, including Japan.
Practical takeaways for HR leaders
- Reduce time-to-fill by automating sourcing, screening, and first contact. Set a baseline now so you can compare cycle times post-deployment.
- Upgrade job postings with AI-generated drafts, then human-edit for tone, inclusion, and role nuance.
- Monitor quality-of-hire and candidate satisfaction as you increase automation. Track early performance, retention at 90/180 days, and candidate NPS.
- Plan for cross-border compliance. The Deel alliance hints at smoother hiring across jurisdictions-coordinate with legal/payroll early.
- Establish guardrails for bias, data privacy, and audit logs. Keep humans in the loop for final decisions.
How to pilot this quarter
- Pick 1-2 high-volume roles (e.g., sales development, customer support) and run a side-by-side pilot with your current stack.
- Standardize evaluation: same JD, same must-have skills, same interview rubric. Compare throughput and quality.
- Automate outreach and screening first, then iterate on job description generation and shortlisting.
- Share weekly metrics with hiring managers: time-to-first-interview, candidate response rates, shortlist accuracy.
- Upskill your team on prompt craft, AI review workflows, and compliance basics. If you need a quick path, see AI courses by job role.
The bigger picture
For HR teams, this isn't about flashy tech. It's about doing the same work-sourcing, screening, coordination-faster and with clearer signal on fit. HelloBoss's patented stack and global posture suggest more automated shortlists, fewer manual handoffs, and a smoother candidate experience.
If your hiring spans multiple countries or languages, put AI-enabled matching and communications on your roadmap now. The teams that standardize data, tighten feedback loops, and blend AI with human judgment will move first-and hire better.
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