A Quick Look at Symbal:
Symbal is an AI-first, all-in-one recruiting platform using autonomous AI agents for sourcing, candidate engagement, phone screening, evaluation, and scheduling. Built "by former CHROs of Liberty Mutual, NYC, & Flexport," Symbal claims 70% reduction in time-to-fill, 22 hours saved weekly per recruiter, and 95% candidate satisfaction. The platform offers "100x candidate sourcing," 24/7 multilingual outreach, structured phone dialogues, and custom rubric scoring. Pricing is not disclosed; targets enterprise organizations.
The Mokka Difference:
Symbal is an all-in-one autonomous recruiting platform that replaces multiple recruiting functions with AI agents. Mokka is a specialized screening platform that integrates with your existing recruiting stack to provide evidence-based candidate evaluation while keeping humans in control.
- Autonomous AI Agents vs. Human-in-the-Loop: Symbal emphasizes fully autonomous AI agents handling sourcing through scheduling without human intervention. Mokka provides AI-powered pre-screening that generates evidence for human review—recruiters make final advancement decisions based on transparent, auditable data.
- All-in-One Platform vs. Best-of-Breed Integration: Symbal replaces your ATS or works independently "from spreadsheets." Mokka integrates deeply with your existing ATS (Greenhouse, Ashby, Workable, etc.) as the screening layer—keeping your ATS as the system of record and preserving your recruiting tech stack.
- Phone-Only Screening vs. Multi-Modal Accessibility: Symbal conducts structured phone dialogues for candidate evaluation. Mokka offers candidates choice of text, voice, or video with no time limits—supporting broader accessibility for candidates uncomfortable with phone calls, those with hearing impairments, or non-native speakers who prefer written responses.
- 100x Sourcing Claims vs. Applicant Pipeline Focus: Symbal emphasizes massive sourcing scale ("100x candidate sourcing"). Mokka focuses on screening the candidates who actually apply to your roles—the people who specifically chose your company and are already in your pipeline.
- Custom Rubric Scoring vs. Integrity-Verified Evidence: Symbal uses custom rubrics to score phone screening responses. Mokka goes beyond scoring—our Profile and Answer Integrity analytics cross-check every response against resumes, LinkedIn profiles, and third-party data to verify claims before generating scores.
- Enterprise-Only Positioning vs. Scalable Deployment: Symbal targets enterprise organizations with former CHRO expertise and 22-hour-per-week savings claims. Mokka offers predictable seat-based pricing accessible to mid-market companies (50-200 employees) and enterprises alike, with 5-minute setup.
- Autonomous Scheduling vs. Evidence-Based Qualification: Symbal's AI handles interview scheduling automatically. Mokka's AI handles the qualification interview itself—collecting specific accomplishment examples, probing for details, and building rich evidence profiles that determine who deserves to be scheduled.
- Time-to-Fill Focus vs. Quality-of-Hire Focus: Symbal emphasizes 70% reduction in time-to-fill through automation. Mokka prioritizes quality of advancement—ensuring the candidates you interview are backed by verifiable, integrity-checked evidence, not just rapid AI decisions.
Key Questions to Consider:
- When autonomous AI agents make sourcing, screening, and advancement decisions without human oversight, how do you audit why candidates were selected or rejected for compliance reviews?
- What happens if a candidate has accessibility needs or technical issues during an AI-led phone screening—are alternative formats offered, or are they disqualified?
- How comfortable are you with an AI platform that works "independently from spreadsheets" rather than integrating with your ATS as the system of record?
- When "custom rubric scoring" evaluates phone responses, can hiring managers see the actual candidate answers and context, or only aggregate scores?
- How does "100x candidate sourcing" from AI agents differ from candidates who proactively applied to your company? Which group is more engaged and culture-fit?
- For mid-market companies (50-200 employees), is an enterprise-focused platform built by Fortune 500 CHROs accessible and practical for your team size and budget?
- What happens to your candidate data, recruiting processes, and team capabilities if you decide to move away from an all-in-one platform back to best-of-breed tools?