Full-Time
Account Executive
SMB
Bullhorn
1,001-5,000 employees
Cloud-based recruitment CRM and ATS platform
No salary listed
Sydney NSW, Australia
In Person
 Sales & Account Management (1) |
|---|
Get referred to Bullhorn
See people who can refer or advise you
- Approximately six months of experience in the recruitment industry, either as a recruiter or selling products or services into the recruitment industry or a similar environment.
- A proven track record of using problem-solving and interpersonal skills to achieve goals.
- The ability to prioritize and manage time effectively across inbound and outbound leads and opportunities.
- An interest in providing solutions and solving problems for startup businesses.
- An innovative, creative, and pioneering approach to prospecting, the sales process, and interactions with prospective clients, with a willingness to suggest and try new approaches.
- The ability to work in a fast-paced environment while managing multiple priorities.
- Strong communication skills and the ability to simplify complex ideas for different audiences.
- An interest in using artificial intelligence to improve work and openness to learning new tools that enhance productivity and customer engagement.
- Build and manage a pipeline of new business opportunities through outbound prospecting, including calls, emails, and social outreach.
- Engage prospects to understand their challenges, deliver product demonstrations, and effectively position Bullhorn solutions, including artificial-intelligence-driven capabilities.
- Own and work toward revenue targets across new business, expansion, and renewals.
- Identify, progress, and close opportunities, including commercial discussions and negotiations.
- Manage a portfolio of small and medium-sized business customers, supporting retention, adoption, and long-term success.
- Identify opportunities to expand existing accounts through additional products, upgrades, and partner solutions.
- Monitor customer usage and engagement to identify risks and opportunities, while sharing insights internally.
- A passion for building relationships.
- A desire for growth through coaching and guidance and an interest in developing sales skills and learning from others.
Bullhorn provides cloud-based software for the staffing and recruiting industry, with an integrated platform that includes a CRM, an ATS, and other operations tools. It automates the entire recruitment lifecycle—from sourcing to placement and payment—delivered through a SaaS model. The platform uses artificial intelligence to improve job matching and candidate recommendations, helping agencies place candidates faster. Bullhorn serves a global base of firms of all sizes, including 80% of the world’s largest recruitment agencies, with specialized solutions for sectors like healthcare staffing and executive search, and aims to streamline and optimize hiring workflows for staffing agencies.
Company Size
1,001-5,000
Company Stage
Series D
Total Funding
$32.1M
Headquarters
Boston, Massachusetts
Founded
1999
Get referred to Bullhorn
See people who can refer or advise you
Simplify's Take
What believers are saying
- August 19, 2026 Broad & Madison launched Dispatch, Bullhorn’s first AI partner for Amplify adoption.
- July 7, 2026 Asurint added healthcare credential management, strengthening Bullhorn’s compliance moat.
- Bullhorn released Amplify Chat and four AI skills on May 28, 2026.
What critics are saying
- 2023 layoffs cut roughly 9% of staff; another downturn triggers more reductions quickly.
- Recruiters are testing Bullhorn alternatives like Loxo, RecruitCRM, and JobAdder in 2026.
- AI-native rivals will replace Bullhorn’s ATS, CRM, and back-office bundle before 2028.
What makes Bullhorn unique
- Bullhorn’s 2026 Amplify Digital Workers embed AI inside staffing workflows, not standalone chat.
- Its 10,000-customer installed base creates switching costs and deep recruiting data.
- August 6, 2026 promotions unified product, engineering, and sales around one platform vision.
Help us improve and share your feedback! Did you find this helpful?
Benefits
Health Insurance
Dental Insurance
Vision Insurance
401(k) Company Match
Unlimited Paid Time Off
Wellness Program
Mental Health Support
Training Programs
Mentor Program
Employee Referral Program
Growth & Insights and Company News
6 month growth
↓ -1%1 year growth
↓ -2%2 year growth
↑ 0%Broad & Madison has partnered with Bullhorn to launch Dispatch, a managed digital workforce service for Bullhorn Amplify. The service operates as a fractional operations team for staffing and recruitment firms, helping them adopt and deploy Bullhorn's AI Digital Workers. Broad & Madison is Bullhorn's first AI partner following the launch of Amplify Digital Workers in May 2026. Dispatch provides ongoing configuration, management, and optimisation of Digital Workers across sourcing, screening, and back office processes. Gartner predicts over 40% of agentic AI projects will be cancelled by the end of 2027. Dispatch addresses this risk by combining staffing knowledge and technological expertise, providing capabilities many firms lack internally. The service is currently being rolled out to early adopter clients. Bullhorn serves more than 10,000 customers globally and employs 1,400 people across 14 countries.
What are Bullhorn Release Notes actually worth to your firm? Bullhorn ships meaningful product updates on a regular basis, not just maintenance fixes or bug patches. Every release introduces new capabilities, all documented in the Bullhorn Release Notes Portal. The question is whether anyone at your firm is actually paying attention. Many of those updates don't automatically change the way your recruiters work. They only create value after someone reviews the release, decides it's relevant, enables the feature, or updates an existing workflow. If nobody owns that process, new capabilities quietly accumulate release after release without ever becoming part of your operation. What a Bullhorn Release actually includes. Bullhorn release notes cover more than maintenance fixes, and the areas with the most operational impact are consistently the ones firms are most likely to miss. Most monthly releases introduce practical improvements that can affect how recruiters work, how administrators manage the system, or how leadership measures performance. In practice, the biggest opportunities usually fall into three areas: automation, AI-assisted workflows, and reporting. These are also the areas where firms are most likely to miss capabilities they already own. 1. Automation gets new triggers nobody wires up. Imagine a recruiting team that reminds recruiters to follow up with candidates who have been sitting in the same pipeline stage for a week. It's a routine task, but one that still depends on someone remembering to do it. A Bullhorn release introduces a new automation trigger that can monitor that stage automatically, send reminders, escalate overdue records to a manager, and log the activity without anyone touching it. The capability is already part of the platform. It simply needs to be reviewed, configured, and enabled. If nobody is assigned to review Bullhorn release notes, that capability sits unread and the manual process continues by default.rs continue relying on memory and manual reminders for another year, not because Bullhorn couldn't automate the process, but because nobody realized the option had become available. 2. AI features arrive inside workflows recruiters already use. The same pattern appears with artificial intelligence. A recruiting team spends part of every day writing candidate summaries before sending profiles to clients. It's become standard practice, so nobody questions it. Then a Bullhorn release expands AI assistance, allowing recruiters to generate those summaries directly within the submission workflow they already use. Again, the capability doesn't create value simply because it exists. Someone has to recognize it, decide it's worth adopting, enable it where necessary, and update the team's workflow. Without a structured Bullhorn release notes review, recruiters continue doing manually what the platform already offers to automate. 3. Analytics adds dashboards nobody replaces the old habit with. Reporting often follows the same story. Every Friday, someone exports recruiting data into Excel and builds the same leadership report they've created for years. It's familiar, so nobody looks for another option. Meanwhile, a Bullhorn release introduces a dashboard that already contains many of the same metrics, along with better filtering and interactive reporting. The spreadsheet continues circulating every week not because it is the best option available, but because nobody reviewed the Bullhorn release notes that introduced a better one. Growing staffing firms need systems that scale. Newbury Partners aligns staffing technology, integrations, and workflows so growth increases output, not operational strain. How these gaps turn into a backlog. Bullhorn release notes create value only when someone is responsible for reading them, and in most firms that responsibility belongs to nobody. But when discovery does happen, it usually looks like one of a few things: * A vendor contact happens to mention it during a renewal call * A recruiter stumbles onto a new button while doing something else * A competitor mentions a capability that turns out to already be sitting inside your own environment None of those are a plan. They are a matter of luck. The consequence is backlogs that widen the gap between what the platform can do and what the firm actually uses. Take a real example. As part of the BH R2026.7 release, Bullhorn added a Manage Tearsheets permission. Before that release, only the person who created a tearsheet, the saved lists recruiters use to group candidates or contacts, could edit or delete it. Old lists from recruiters who had already left the company just piled up, with nobody else holding the rights to clean them out. The new permission lets an admin view, edit, or delete any tearsheet in the account, and it is not automatic. Someone still has to contact Bullhorn Support and request it.[1] That is the whole problem in one feature. The fix landed the day BH R2026.7 went live, but finding out about it depended entirely on someone happening to read that specific release. In most firms, nobody was assigned to that job, so the request to Bullhorn Support never gets made. Turning Release Notes into a monthly input. When someone owns the monthly review process, every Bullhorn release gets evaluated instead of ignored. However, not every enhancement deserves immediate attention. Smaller changes, such as new permissions or configuration options, can often be enabled right away. Larger workflow changes may be scheduled for a future planning cycle. The important part is that useful capabilities are captured instead of disappearing into unread release notes. This way, each update can be sorted into one of three groups: * implement now * revisit later * not applicable Over time, this creates an optimization backlog rather than a forgotten archive. As business priorities change, the firm already has a list of evaluated improvements ready to revisit. Map what your release note backlog is worth. You do not have to build this process yourself, and you do not have to read every release to find out what applies to your environment. The backlog already exists inside your environment. Someone just has to go find it. Navigator runs that review for you. A Scope Coverage Audit walks through your Bullhorn environment, release notes included, and shows you exactly where the gaps are and what they are worth. Request a Navigator Scope Coverage Audit, and Newbury Partners will map what your release note backlog is worth.
Bullhorn promotes four executives to drive AI innovation, accelerate global growth. Leadership promotions strengthen product, engineering and sales teams to accelerate AI-driven product innovation and support the company's next phase of growth BOSTON - August 6, 2026 - Bullhorn, the global leader in software for the staffing and recruitment industry, announced the promotions of four senior leaders as the company continues to accelerate AI-powered product innovation, strengthen customer success and support its next phase of global growth. Jon Novich has been promoted to chief technology officer, Tamar Epstein to executive vice president of product, Donny Payne to executive vice president of North America sales and Andy Ingham to executive vice president of international sales. Novich, who has spent nearly a decade building and scaling Bullhorn's Salesforce platform, has been promoted to chief technology officer where he will lead Bullhorn's global engineering organization. His promotion brings the company's engineering teams together under one technical vision to accelerate product innovation, scale AI across the Bullhorn platform and help shape the company's long-term technology strategy. With more than two decades of experience in staffing technology, Novich brings deep industry expertise to the role. Before joining Bullhorn, he co-founded and led a staffing technology company, advising some of the world's largest staffing firms on technology strategy and acquisitions. His promotion reflects Bullhorn's continued investment in engineering leadership as the company builds AI-powered solutions that transform how staffing firms operate. Epstein has been promoted to executive vice president of product and will lead Product Management across Bullhorn's entire product portfolio. During her seven years with Bullhorn, she has helped lead many of the company's most successful product initiatives, while building deep partnerships with customers and teams across the business. In her new role, Epstein will lead a unified Product Management organization responsible for shaping the future of Bullhorn's product portfolio. Bringing Bullhorn's core products under one leader reflects the increasingly connected way customers use Bullhorn's solutions and the growing opportunity to deliver innovation across traditional product boundaries. The new organization will accelerate product innovation, expand Amplify's AI capabilities across the platform, and unlock new capabilities at the intersection of Bullhorn's solutions. This will create more seamless, intelligent experiences that help staffing firms recruit more effectively and operate more efficiently. In their expanded roles, Payne, executive vice president of North America sales, and Ingham, executive vice president of international sales, will work with Bullhorn's largest customers, helping them innovate, grow and achieve stronger outcomes in an increasingly competitive market. With more than a decade of leadership at Bullhorn, Payne and Ingham have helped shape the company's customer-first sales culture and drive consistent growth. Payne has been instrumental in scaling Bullhorn's North America sales organization and driving sustained revenue growth, while Ingham has led the company's international expansion, helping establish Bullhorn as the market leader across Europe and other global markets. Together, these four promotions strengthen the leadership behind Bullhorn's product and customer-facing teams, helping the company bring new innovations to market faster and power staffing firms to succeed in the next era of recruitment. About Bullhorn For over 25 years, Bullhorn has dedicated itself to building industry-leading, cloud-based software for the staffing and recruitment industry. Through partnerships with more than 10,000 customers globally, Bullhorn has built a vast knowledge base of recruitment best practices and deep domain expertise to help firms scale their businesses. Founder-led and headquartered in Boston, Bullhorn employs 1,400 people across 14 countries focused on delivering an incredible customer experience - its core mission. To learn more, visit www.bullhorn.com or follow Bullhorn on LinkedIn or X. Media Contact: Heather Youkhana Director, Global Public Relations and Content Bullhorn [email protected] August 06, 2026
Asurint and Bullhorn streamline healthcare staffing with integrated credentialing Management Solution. Company News Jul 07, 2026 CLEVELAND, Ohio, July 7, 2026 - Asurint ("Asurint"), a leading provider of background screening solutions, has announced the launch of Credential Management in partnership with Bullhorn, the global leader in software for the staffing and recruiting industry. Built specifically for the complexities of healthcare staffing, Credential Management brings a more streamlined and intelligent approach in placing clinical talent faster. "As a member of the Bullhorn Marketplace since 2016, this launch reflects our continued investment in the Bullhorn ecosystem, our integration capabilities, and the overall staffing and healthcare staffing market," said Alla Schay, CEO of Asurint. "Together, we are helping clients move faster, stay compliant, and create a more seamless hiring experience." Asurint and Bullhorn have been partners since 2016, combining staffing industry expertise to deliver a seamless background screening experience. With their Integrated Credential Management Solution, healthcare staffing teams can track, verify, and manage candidate qualifications, licenses, and compliance documents all in one centralized place. ManpowerGroup, a leading global workforce solutions company and a long-standing Asurint client, helped spark this advancement by identifying the need for a more streamlined credential management solution, prompting Asurint to collaborate closely with Bullhorn to make this enhanced solution available. "As a long-time client of Asurint's, it is refreshing to work with a company that is continually reaching out to their clients for product feedback and turning suggestions into reality," says Sasha Beckett-Shcreiber, Manager of Client Experience at ManpowerGroup. "One of the examples of that partnership is the enhancements that Asurint is continually making to their integration capabilities. Most notable is the implementation of credential creation and management within our Bullhorn integration with Asurint. This improvement will ensure improved accuracy and compliance for our client and candidate base, while reducing the manual effort required by our recruiters to enter credentials as they do currently. We are looking forward to seeing these solutions in action." Credential Management is designed to support a more forward-looking approach to compliance, flagging potential issues early and keeping placements on track. It helps remove bottlenecks by streamlining the onboarding process, particularly for high-volume staffing, by enabling automated tracking, renewal alerts for expiring credentials, and secure document storage to ensure compliance before placement. By removing friction from credentialing, the solution helps organizations maintain momentum in a highly competitive hiring landscape while delivering a smoother experience for candidates. "Healthcare staffing firms face increasing pressure to balance speed, compliance, and candidate experience," said Jason Niad, Vice President, Product - Healthcare at Bullhorn. "By extending our long-standing partnership with Asurint to include Credential Management, we're giving healthcare staffing organizations a more efficient way to manage screening and credentialing workflows within Bullhorn. This integrated solution helps teams stay compliant, reduce manual processes, and place qualified clinicians faster so they can meet the growing demands of healthcare providers." "With Credential Management now available through our existing Bullhorn integration, healthcare staffing firms can manage screening and credentialing all in one place," said Kim Chochon, Vice President of Marketing & Partnerships at Asurint. "This helps to reduce administrative burdens, strengthen compliance, and accelerate time-to-placement so providers can deliver care without delay." About Bullhorn For the past 26 years, Bullhorn has dedicated itself to building industry-leading, cloud-based software for the staffing and recruitment industry. Through partnerships with 10,000 customers globally, Bullhorn has built a vast knowledge base of recruitment best practices and deep domain expertise to help firms scale their businesses. Founder-led and headquartered in Boston, Bullhorn employs 1,400 people across 14 countries focused on delivering an incredible customer experience - its core mission. To learn more, visit www.bullhorn.com or follow Bullhorn on LinkedIn or X. About Asurint Since 2005, Asurint has redefined screening by blending advanced technology with human insights to create a smarter, comprehensive, and effective way to screen. Its data-driven platform delivers faster, more reliable results. It's not just efficient, it's screening intelligence, built in. At its core, Asurint is driven by the belief that every individual deserves fairness and respect throughout the screening process. For more information, please visit: https://www.asurint.com. Asurint Kim Chochon Vice President of Partnerships & Marketing [email protected]
How do recruiting agencies reduce time-to-fill with AI automation? Minahil Mansoor Last updated: Read time: Key takeaways. * Time-to-fill delays are usually caused by admin lag, not a shortage of candidates: the time between a call ending and that information becoming usable is where most agencies lose the most days. * Botless phone recording is the differentiator to check for: 91% of recruiter conversations happen by phone, a channel most video-first notetaking tools don't cover at all. * Direct ATS write-back and auto-generated submittals are the two changes with the clearest, most measurable time savings: CoRecruit users report reclaiming 4+ hours a week once both are in place. Time-to-fill blows up because of a dozen small failures: a call that doesn't get logged for two days, a submittal that takes an hour to write, a scheduling email that sits unanswered. AI automation targets exactly these friction points, not by replacing recruiters, but by removing the admin work that sits between a good conversation and a closed placement. * Time-to-fill is the time between a job opening getting approved and a candidate accepting the offer. Here's how staffing and search agencies are using AI to compress the hiring cycle in 2026. 1. How does AI speed up candidate sourcing and rediscovery? Every agency has a database full of candidates who were a near-miss for a past role and a perfect fit for the current one. Recruiters rarely have time to search it properly. * Database mining: AI tools scan the ATS and CRM to rank existing candidates against a new job's requirements, instead of recruiters running manual Boolean searches. * Talent rediscovery: Sourcing platforms like SeekOut and HireEZ surface previously screened candidates who match the skills required, cutting the "start from zero" phase that adds a week or more to most searches. * Passive sourcing: AI agents scan external networks and boards for candidates who fit the role but aren't actively applying. The agencies with the biggest speed advantage aren't the ones sourcing the most new candidates. They're the ones getting the most value out of candidates they already have. 2. How does AI eliminate ATS admin lag after calls and interviews? The biggest hidden delay in most agencies is the stretch of time between a recruiter finishing a call and that information showing up anywhere a hiring manager or teammate can see it. If notes sit in a notebook or a recruiter's memory for two days, everyone downstream is waiting on them. * Direct ATS write-back: Tools like CoRecruit write structured fields (salary expectations, notice period, skills, availability) straight into the ATS record after a call, with no manual re-entry. * Cross-platform sync: CoRecruit integrates with Bullhorn and 20+ other ATS platforms, so this works regardless of which system an agency already runs on. * Real-time visibility: Once a call ends, the update is in the system. Teammates and hiring managers aren't waiting on a recruiter to find time to type it up. This step alone accounts for a meaningful share of the reclaimed hours agencies report. CoRecruit users report getting back 4 or more hours a week once call notes stop requiring manual entry. 3. How does AI shorten the submittal-to-feedback loop? Writing a candidate submittal, the summary that explains why someone is worth a hiring manager's time, typically takes 30 to 60 minutes of manual work per candidate. Multiply that across a full pipeline and it's one of the largest blocks of unbillable recruiter time in the business. * Auto-generated submittals: AI drafts a structured submittal directly from the interview, pulling out the relevant experience, compensation expectations, and fit notes without a recruiter starting from a blank page. * Consistent structure: Hiring managers get the same format every time, which speeds up their own read-and-decide process. * Faster manager response: Structured, fast submittals get faster feedback than a rushed paragraph typed up two days after the call. 4. How does botless AI notetaking reduce time-to-fill on senior searches? In executive search and senior-level recruiting, a visible recording bot joining the call changes how candidates talk. Compensation expectations, relocation flexibility, and reservations about a role tend to come out less honestly when someone can see they're being recorded by a third-party tool. * Silent, in-the-background recording: Botless tools like CoRecruit record the call without a visible participant joining, on phone or video. * More honest early signals: Candidates are more direct about deal-breakers early, which prevents the late-stage fallout that is one of the most common causes of a search dragging past its expected close date. * Relevant at scale: Around 91% of recruiter-candidate conversations happen over the phone rather than video, which is exactly where most notetaking tools don't work at all. Botless phone recording covers the part of the process that most competing tools miss. "Our workload is slashed by hands-free AI that handles the heavy lifting." - Troy Hendrixson, HQ Resources. 5. How does AI cut scheduling delays and candidate drop-off? Strong candidates are often off the market within ten days. Every day lost to back-and-forth scheduling emails is a day closer to losing them to a faster-moving agency or employer. * Self-scheduling links: Once a candidate clears initial screening, AI tools send a link reflecting real-time interviewer availability, instead of a recruiter juggling calendars manually. * Automated nurture sequences: Personalized status updates and reminders keep candidates engaged between stages, reducing the ghosting that happens when a process goes quiet for a week. 6. How does AI help agencies find and fix pipeline bottlenecks? Speeding up individual tasks only helps if an agency knows where the actual bottleneck is. AI-powered pipeline analytics flag where candidates are stalling, whether that's a slow-responding hiring manager, a weak sourcing channel, or a screening stage with unusually high drop-off, so agencies can fix a specific, identified delay instead of guessing. Our word of advice... The best way to know where to start is looking at where a search gets stuck, whether that's ATS notes, submittals, or scheduling, and fixing that one thing first. Most agencies find it's the same one or two steps slowing them down, over and over, on almost every role. Tools like CoRecruit exist for that reason: to fix the one step that's costing the days. Table of contents. Frequently asked questions. Does AI automation replace recruiters in the hiring process? No. The tools described here remove admin work, sourcing legwork, and scheduling back-and-forth. The relationship-building, client consulting, and closing still sit with the recruiter. What is the single biggest time-to-fill delay AI automation targets? The delay between a call ending and that information being usable, whether that's ATS notes, a submittal, or a scheduling follow-up. Most agencies lose more time here than anywhere else in the pipeline. Do agencies need a big tech stack to get these benefits? No. Most of what's covered here, direct ATS write-back, botless call recording, and auto-generated submittals, comes from a single tool sitting on top of an agency's existing ATS, rather than a full platform switch.