Saaras Mehan, a former England chess player, is making waves in the technology sector as the co-founder of Jack & Jill, an innovative AI start-up based in London that focuses on revolutionizing the recruitment process. Established in early 2025, the company is developing autonomous conversational agents designed to replace traditional recruiters, allowing seamless voice and text communication during the hiring process.
Jack & Jill operates with a dynamic team of 20 members, including Mehan and his co-founder, Matthew Wilson. The start-up initially aims to serve smaller companies with fewer than 100 employees and has recently expanded to the San Francisco market, also conducting recruitment for their undergraduate roles using their own technology.
Mehan emphasizes the untapped potential of young talent in the workforce, stating that the value young professionals can contribute is substantial, often rivaling that of their more experienced counterparts. “Historically, the ceiling on value has been tied to the number of years of experience,” he explains. The emergence of new technologies means that a young individual with just two years of experience in AI can hold a power similar to that of someone with 30 years in traditional roles.
The company’s approach to compensation is particularly notable. Mehan advocates for paying individuals based on the value they provide, rather than adhering to established salary bands often dictated by larger organizations.
Reflecting on current industry trends, he notes that recent founders emerging from incubators like Y Combinator showcase remarkable promise, with a significant percentage of them being under 25 years old. He argues that many capable young people are deserving of better compensation for their contributions. However, despite extending competitive offers, two prospective hires from university opted for other paths, including starting their own ventures or further pursuing their academic studies.
Mehan identifies inefficiencies in the labor market, which often relies on informal networks and can disadvantage individuals from less privileged backgrounds. He compares the labor market to a barter economy, underscoring the necessity for a more optimized system resembling that of the stock market.
The talent pool in the UK has improved dramatically over the last five years, with many skilled professionals entering the technology sector. While acknowledging that the UK is still trailing behind Silicon Valley in entrepreneurial depth, Mehan remains optimistic about attracting talent from diverse regions, as the best firms can draw from a vast European and global talent pool.
Furthermore, he notes that many individuals drawn to start-ups are motivated not merely by financial gain but by the desire to have a meaningful impact. They value factors such as ownership and working alongside other talented individuals, seeking an environment where autonomy and proactivity are rewarded.
While Mehan acknowledges that human recruiters will always play a critical role, he believes that AI can alleviate tedious tasks associated with resume screening. By automating these processes, recruiters can focus on enhancing the employee experience, designing friendly interview processes, and engaging more deeply with candidates.
Finally, he points out a growing demand from employers for candidates who demonstrate high autonomy and versatility, suggesting that the rapid advancement of AI has raised expectations for individual capabilities. This trend highlights the importance of independent thinking and adaptability in the current job market.
With Jack & Jill leading the charge in AI-powered recruitment, Mehan’s vision reflects an era where technology and human potential can converge to create a more efficient and equitable job market, paving the way for future generations.