AI 이력서 심사 및 매칭 : 시장 점유율 분석, 업계 동향 및 통계, 성장 예측(2026-2031년)

According to Mordor Intelligence, the AI resume screening and matching market size is expected to grow from USD 1.62 billion in 2025 to USD 1.89 billion in 2026 and is forecast to reach USD 4.16 billion by 2031 at a 17.13% CAGR over 2026-2031.

This report is Segmented by Component (Software, and Services), Deployment Model (On-Premises, and Cloud-Based), Organization Size (Small and Medium Enterprises, and Large Enterprises), End-Use Industry (Information Technology and Telecom, Healthcare and Life Sciences, Retail and E-Commerce, and More), and Geography. The Market Forecasts are Provided in Terms of Value (USD).

Global AI Resume Screening and Matching Market Trends and Insights

Accelerating Volume of Online Job Applications

Application volumes nearly doubled between 2021 and 2025, yet completed hires slipped as recruiter capacity lagged demand. Candidates increasingly submit AI-generated resumes, degrading signal quality and compelling employers to deploy semantic search that delivers up to 89% qualified-candidate discovery versus sub-50% for keyword filters. Recruiters that replaced manual screening with AI reported five-fold speed gains and 40% greater requisition capacity, though workflow bottlenecks now center on compensation alignment and approval cycles.Employers are increasingly investing in advanced recruitment technologies to address these challenges.

Tightening Time-to-Hire Pressures in Competitive Labor Markets

AI-native platforms compressed average time-to-fill to 14 days, half the traditional median, by automating scheduling, credential checks, and shift matching. Technical recruiters using AI search are 56% more likely to place talent within 20 days, giving early adopters a first-mover advantage. Internal mobility platforms that surface historical applicants and employees for new roles enable 40% faster fills and lower sourcing costs, with 44% of 2024 hires drawn from existing candidate databases rather than external pipelines.

Algorithmic Bias and Disparate Impact Litigation Risks

Only 26% of applicants trust AI to assess them fairly, and high-profile cases such as Mobley v. Workday have expanded plaintiffs' theories of liability to vendors themselves, raising implementation costs and slowing adoption. Enterprises are implementing structural mitigations, anonymizing candidate names and demographic attributes before AI processing, conducting third-party fairness audits, and maintaining human-in-the-loop review for all final decisions. Yet these controls add cost and latency that partially offset efficiency gains, and regulatory fragmentation requires multi-jurisdictional compliance programs that smaller vendors struggle to sustain.

Other drivers and restraints analyzed in the detailed report include:

1. Growing Availability of Pre-Trained Large Language Models
2. Rising Compliance Requirements for Fair-Hiring Regulations
3. Data-Privacy Restrictions Limiting Candidate Data Use

For complete list of drivers and restraints, kindly check the Table Of Contents.

Segment Analysis

Software commanded 67.21% of 2025 revenue in the AI resume screening and matching market, led by parsing engines that extract structured fields from unstructured documents and matching engines that scan 800 million-plus profiles for contextual fit. These tools shorten initial screening by 5 times and sustain recruiter bandwidth growth of 40% since 2021. The services segment, implementation, training, and managed screening, is forecast for a 19.04% CAGR and now packages ISO 27001-certified workflows that deliver 150+ monthly candidate evaluations with human oversight. Organizations select services to navigate bias audits and multi-system integrations that pure software cannot solve.

While software remains the backbone, buyers increasingly bundle consulting that redesigns workflows and embeds change-management playbooks. Recruitment process outsourcing partners claim 20-30% operating-expense savings by blending automation with bilingual analyst teams, yet 88% of HR leaders still report unrealized value, signaling that the AI resume screening and matching industry needs stronger focus on adoption maturity.

On-premises installations maintained 59.88% share in 2025, favored by finance, healthcare, and Middle East clients that require localized data stewardship. These environments produce audit-ready logs and integrate with legacy HR information systems through custom APIs. Cloud deployment of AI resume screening and matching market solutions, however, is projected to grow at 20.02% as ISO 27001 and SOC 2 Type II certifications satisfy chief information security officers.

Cloud platforms push real-time feature releases, usage-based pricing, and more than 120 applicant-tracking connectors that SMEs value. Hybrid models are spreading, keeping personally identifiable information on-premises while allowing anonymized learning in vendor clouds, balancing sovereignty against constant algorithm updates.

Complete Report Scope:

• By Component
  • Software
    • Resume Parsing Engines
    • Candidate Matching Engines
    • Screening and Ranking Tools
    • Talent Intelligence / Skills Graph Platforms
    • Other Software
  • Services
    • Implementation and Integration Services
    • Training and Support Services
    • Managed / Outsourced Screening Services
• By Deployment Model
  • On-Premises
  • Cloud-Based
• By Organization Size
  • Small and Medium Enterprises (SMEs)
  • Large Enterprises
• By End-Use Industry
  • Information Technology and Telecom
  • Banking, Financial Services and Insurance
  • Healthcare and Life Sciences
  • Retail and E-Commerce
  • Manufacturing
  • Other End-Use Industries
• By Geography
  • North America
    • United States
    • Canada
    • Mexico
  • South America
    • Brazil
    • Argentina
    • Rest of South America
  • Europe
    • Germany
    • United Kingdom
    • France
    • Italy
    • Spain
    • Russia
    • Rest of Europe
  • Asia-Pacific
    • China
    • Japan
    • India
    • South Korea
    • Australia and New Zealand
    • Rest of Asia-Pacific
  • Middle East
    • Saudi Arabia
    • United Arab Emirates
    • Turkey
    • Rest of Middle East
  • Africa
    • South Africa
    • Nigeria
    • Rest of Africa

Geography Analysis

North America captured 36.61% of AI resume screening and matching market revenue in 2025, buoyed by early-stage venture funding and high application volumes. However, fragmented state rules now require multi-jurisdictional bias audits and candidate notices, prompting vendors to build configurable compliance engines. Canada and Mexico trail the United States but are scaling adoption through bilingual parsing that supports English-French and English-Spanish workflows.

Europe contributed roughly 25-28% of 2025 demand. The EU AI Act, enforceable from August 2026, mandates dataset documentation and human review, pushing enterprises to adopt audit dashboards and maintain six-month log retention. GDPR's limits on special-category data oblige vendors to infer fairness without direct demographic fields, a still-evolving practice. Eastern markets lag Western peers, yet Italy and Spain are accelerating cloud uptake under youth-employment initiatives, while Russia leans on domestic platforms insulated by sanctions.

Asia-Pacific is set to post an 18.77% CAGR, led by India's outsourcing hubs, China's manufacturing recruitment, and Japan's succession-planning needs tied to an aging workforce. A May 2026 Hangzhou ruling restricted terminations tied solely to AI automation, signaling regulatory intent to balance efficiency with job security. South Korea, Australia, and the Middle East are moving to hybrid deployments to navigate strict data-residency laws yet still achieve 60-75% hiring-time reductions, whereas South America and Africa remain nascent adoption zones hindered by infrastructure gaps.

1. HireVue Inc.
2. iCIMS Inc.
3. Modern Hire, Inc.
4. Eightfold AI, Inc.
5. Phenom People, Inc.
6. Harver B.V.
7. Pymetrics, Inc.
8. SeekOut, Inc.
9. Lever, Inc.
10. XOR Inc.
11. Humanly.io, Inc.
12. Talview, Inc.
13. Restless Bandit, Inc.
14. Textkernel B.V.
15. Oleeo plc
16. Beamery Limited
17. PredictiveHire Ltd. (trading as Sapia.ai)
18. Ideal Inc.
19. Skillate Labs Pvt. Ltd.
20. hireEZ Inc.

Additional Benefits:

• The market estimate (ME) sheet in Excel format
• 3 months of analyst support

TABLE OF CONTENTS

1 INTRODUCTION

• 1.1 Study Assumptions and Market Definition
• 1.2 Scope of the Study

2 RESEARCH METHODOLOGY

3 EXECUTIVE SUMMARY

4 MARKET LANDSCAPE

• 4.1 Market Overview
• 4.2 Market Drivers
  • 4.2.1 Accelerating Volume of Online Job Applications
  • 4.2.2 Tightening Time-to-Hire Pressures in Competitive Labor Markets
  • 4.2.3 Growing Availability of Pre-Trained Large Language Models
  • 4.2.4 Rising Compliance Requirements for Fair-Hiring Regulations
  • 4.2.5 Integration of Skills-Based Talent Intelligence Platforms
  • 4.2.6 Adoption of AI-Driven Internal Mobility Programs
• 4.3 Market Restraints
  • 4.3.1 Algorithmic Bias and Disparate Impact Litigation Risks
  • 4.3.2 Data-Privacy Restrictions Limiting Candidate Data Use
  • 4.3.3 Low AI Readiness Among Small Recruiting Teams
  • 4.3.4 Budget Freezes Amid Macroeconomic Slowdowns
• 4.4 Industry Value Chain Analysis
• 4.5 Regulatory Landscape
• 4.6 Technological Outlook
• 4.7 Impact of Macroeconomic Factors on the Market
• 4.8 Porter's Five Forces Analysis
  • 4.8.1 Threat of New Entrants
  • 4.8.2 Bargaining Power of Suppliers
  • 4.8.3 Bargaining Power of Buyers
  • 4.8.4 Threat of Substitutes
  • 4.8.5 Competitive Rivalry

5 MARKET SIZE AND GROWTH FORECASTS (VALUE)

• 5.1 By Component
  • 5.1.1 Software
    • 5.1.1.1 Resume Parsing Engines
    • 5.1.1.2 Candidate Matching Engines
    • 5.1.1.3 Screening and Ranking Tools
    • 5.1.1.4 Talent Intelligence / Skills Graph Platforms
    • 5.1.1.5 Other Software
  • 5.1.2 Services
    • 5.1.2.1 Implementation and Integration Services
    • 5.1.2.2 Training and Support Services
    • 5.1.2.3 Managed / Outsourced Screening Services
• 5.2 By Deployment Model
  • 5.2.1 On-Premises
  • 5.2.2 Cloud-Based
• 5.3 By Organization Size
  • 5.3.1 Small and Medium Enterprises (SMEs)
  • 5.3.2 Large Enterprises
• 5.4 By End-Use Industry
  • 5.4.1 Information Technology and Telecom
  • 5.4.2 Banking, Financial Services and Insurance
  • 5.4.3 Healthcare and Life Sciences
  • 5.4.4 Retail and E-Commerce
  • 5.4.5 Manufacturing
  • 5.4.6 Other End-Use Industries
• 5.5 By Geography
  • 5.5.1 North America
    • 5.5.1.1 United States
    • 5.5.1.2 Canada
    • 5.5.1.3 Mexico
  • 5.5.2 South America
    • 5.5.2.1 Brazil
    • 5.5.2.2 Argentina
    • 5.5.2.3 Rest of South America
  • 5.5.3 Europe
    • 5.5.3.1 Germany
    • 5.5.3.2 United Kingdom
    • 5.5.3.3 France
    • 5.5.3.4 Italy
    • 5.5.3.5 Spain
    • 5.5.3.6 Russia
    • 5.5.3.7 Rest of Europe
  • 5.5.4 Asia-Pacific
    • 5.5.4.1 China
    • 5.5.4.2 Japan
    • 5.5.4.3 India
    • 5.5.4.4 South Korea
    • 5.5.4.5 Australia and New Zealand
    • 5.5.4.6 Rest of Asia-Pacific
  • 5.5.5 Middle East
    • 5.5.5.1 Saudi Arabia
    • 5.5.5.2 United Arab Emirates
    • 5.5.5.3 Turkey
    • 5.5.5.4 Rest of Middle East
  • 5.5.6 Africa
    • 5.5.6.1 South Africa
    • 5.5.6.2 Nigeria
    • 5.5.6.3 Rest of Africa

6 COMPETITIVE LANDSCAPE

• 6.1 Market Concentration
• 6.2 Strategic Moves
• 6.3 Market Share Analysis
• 6.4 Company Profiles (includes Global Level Overview, Market Level Overview, Core Segments, Financials as available, Strategic Information, Market Rank/Share, Products and Services, Recent Developments)
  • 6.4.1 HireVue Inc.
  • 6.4.2 iCIMS Inc.
  • 6.4.3 Modern Hire, Inc.
  • 6.4.4 Eightfold AI, Inc.
  • 6.4.5 Phenom People, Inc.
  • 6.4.6 Harver B.V.
  • 6.4.7 Pymetrics, Inc.
  • 6.4.8 SeekOut, Inc.
  • 6.4.9 Lever, Inc.
  • 6.4.10 XOR Inc.
  • 6.4.11 Humanly.io, Inc.
  • 6.4.12 Talview, Inc.
  • 6.4.13 Restless Bandit, Inc.
  • 6.4.14 Textkernel B.V.
  • 6.4.15 Oleeo plc
  • 6.4.16 Beamery Limited
  • 6.4.17 PredictiveHire Ltd. (trading as Sapia.ai)
  • 6.4.18 Ideal Inc.
  • 6.4.19 Skillate Labs Pvt. Ltd.
  • 6.4.20 hireEZ Inc.

7 MARKET OPPORTUNITIES AND FUTURE OUTLOOK

• 7.1 White-Space and Unmet-Need Assessment