A Stockholm startup wants employers to browse candidates like a feed instead of a stack of PDFs
Luminar Ventures led a $4 million pre-seed round into Fika Jobs, a Stockholm-based startup building a hiring platform where candidates never submit a traditional resume. Instead, they sit for a 10-minute video interview conducted by an AI agent, powered by models including Google's Gemini, and walk away with a persistent profile made of short clips that employers can browse at will.
The product inverts the standard recruitment workflow. Normally a candidate applies to a specific job posting and waits. On Fika Jobs, employers browse a pool of pre-interviewed candidates proactively, more like scrolling a social feed than sorting an inbox. The company describes the product as a hybrid of LinkedIn and TikTok, which captures the browsing behavior it's targeting even if the comparison undersells the screening layer underneath.
What the AI does
The agent generates personalized questions, then edits the responses into short clips organized around skills and personality. The output is an organized profile, not a raw video dump, which matters for employer usability. Unedited video is slow to evaluate at scale.
The pitch to candidates is that soft skills and personality, which tend to disappear inside a PDF resume, become visible and searchable. That argument has traction in hiring contexts where cultural fit carries weight but is hard to assess before a first interview. Whether AI-generated clips surface those qualities more reliably than a well-written cover letter is a question the company hasn't answered with data.
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The bias problem
Video-based screening has a documented history of amplifying demographic bias. Appearance, accent, and presentation style influence human evaluators in ways that text-based screening at least partially obscures. Fika Jobs is betting that AI evaluation reduces that problem, but the company hasn't disclosed how its models are audited for bias or what guardrails govern the agent's scoring.
That gap grows as the platform scales. A persistent video profile that follows a candidate across multiple employer views concentrates any systematic error rather than distributing it across separate application processes. Regulators in the EU, where Stockholm-based companies operate under GDPR and the AI Act's employment-context provisions, will eventually want answers that a pre-seed pitch deck doesn't need to provide.
The market Fika is entering
AI hiring tools have proliferated fast enough that differentiation is now about workflow position more than the AI itself. Fika Jobs is staking out the pre-application layer, the moment before a candidate decides to apply, rather than competing with applicant tracking systems that process applications after the fact. That's a less crowded position, though it requires convincing employers to rethink how they source candidates.
The $4 million pre-seed gives the company runway to prove that employer-side adoption is achievable. The near-term test is whether Fika Jobs can demonstrate employer activity metrics such as browse rates, hire rates, and time-to-offer that justify asking candidates to invest 10 minutes before knowing whether any specific job is open to them. The pre-seed closed in late June 2026, putting a product milestone likely within the next two to three quarters.