FAQ
Frequently asked questions
Clear answers about wallet credit, usage, subscriptions, and how Tycoon charges for work.
Why would a one-person company need a hiring workflow before they hire?
Because sourcing works better when it runs continuously. The AI Recruiter can run a low-volume sourcing pass in the background — 10-20 high-fit profiles added to a 'people to know' list monthly, with light no-pressure outreach ('I'm not hiring right now but love your work, happy to chat anytime'). By the time you actually need to hire, you have a warm pipeline of 100+ people who've heard of you, some of whom will want to jump in. This is how well-run companies avoid the 'hiring is always urgent' trap — the pipeline was cultivated before the need became acute.
How does this avoid hiring bias?
Two mechanisms. First, the role spec drives every evaluation — candidates get scored against explicit criteria, not 'did they seem like a fit.' Second, every rejection has a documented reason tied to a role requirement, logged in the ATS (Ashby or Greenhouse). This structured approach is the one employment lawyers consistently recommend for bias mitigation and legal defensibility. The AI Recruiter is not a substitute for your own bias awareness — but it's substantially more consistent than solo-founder gut calls, which tend to over-weight people who pattern-match to yourself.
What about the one irreplaceable human judgment — whether this person is the right fit?
That stays with you. The 30-minute founder interview is the non-delegable moment. The AI handles everything around it: sourcing, screening, scheduling, structured questions to ask, debriefing, reference checks, offer negotiation logistics. The call itself — reading the person, sensing culture fit, gauging ambition — is yours. Tycoon's AI Recruiter is calibrated to defer taste calls to the founder explicitly, surfacing evidence instead of making 'hire/no-hire' recommendations on senior roles.
How is this different from Ashby or Greenhouse?
Ashby and Greenhouse are ATSes — excellent at tracking candidates through stages, bad at doing the sourcing, writing the outreach, or synthesizing debriefs. The AI Recruiter uses one of them as substrate and does the active work on top: sourcing from LinkedIn/GitHub, writing personalized outreach, handling calendar logistics, producing rubrics, synthesizing debriefs. You can bring your existing ATS; the workflow plugs in without migration. The ATS becomes the filing cabinet; the AI Recruiter is the person who actually runs the process.
When should a one-person company actually hire a human?
The honest answer: later than you think. Matthew Gallagher (Medvi, $401M → $1.8B) stayed solo on humans through the first full year. Pieter Levels ($3M+/year) has never hired. The trigger is typically a specific function where AI quality isn't yet matching founder taste — brand design for some founders, complex human operations for others. When you hit it, hire carefully. The workflow exists to make that moment low-friction when it comes, not to push you toward hiring before you need to. Most Tycoon customers use the Recruiter in passive-pipeline mode for 12+ months before ever running an active search.