Wanted

Name: Wanted
Brand: Wanted

일하는 사람들의 모든 가능성을 열어줄 커리어 슈퍼앱, 원티드

Est 2015|Valuation $20.8M|Raised $40.2M

LinkedIn 10K|Web traffic 662K|FTEs 178|HQ Seoul, Seoul, KR

MarketsApplicant Tracking Systems (ATS)Sourcing & Recruitment Marketing

Published Jul 15, 2026

01Common complaints

- When independently validated security certifications and audit reports (SOC 2, ISO certificates, penetration test summaries) must be publicly available during procurement; these documents are not clearly available in the public materials reviewed. - When primary requirement is global candidate reach and standardized international workflows; global platforms may be preferable. - When the primary use case is non-technical, high-volume hiring where incumbent domestic job boards may provide higher applicant volume and broader category coverage. - When procurement requires transparent, published pricing for immediate budget planning; the vendor’s employer pricing is not clearly published in the sources reviewed.

Deal disqualifiers (poor fit)

Organizations requiring publicly documented, independently validated SOC 2/ISO reports and detailed security whitepapers available at procurement time
High-volume hourly or field hiring use cases where other marketplaces specialize
Organizations that require immediate, transparent, self-serve pricing and standardized procurement artifacts

Publicly visible limitations

Pricing transparency is limited; employer pricing is often inquiry-based rather than publicly detailed.
Security transparency is limited; the privacy policy exists and references some security practice, but centralized certification or audit reports are not clearly published.

Operational/product maturity risk (indirect signal)

Employee reviews referencing product immaturity and organizational growing pains could translate into uneven feature maturity or changes that affect customers.

Roadmap notes

No explicit public product roadmap with dated milestones was found in the reviewed sources.

02Why they buy

Unique selling points supported by available evidence

Vendor-stated scale in Korea with large candidate and employer counts is a central positioning claim.
AI recommendation and matching features are documented in vendor help-center materials with vendor-reported time-to-hire improvements.
A multi-product portfolio (recruiting, HR SaaS, freelancer marketplace, company branding) may reduce the number of vendors an organization uses for related workflows.

Where competitors have clearer advantages

Incumbent job boards offer broader category coverage and established employer workflows.
Global platforms provide greater international reach and standardized enterprise controls and integrations.

03Field reports

Important limitation: limited coverage on mainstream B2B review platforms

There appears to be limited or hard-to-locate coverage on mainstream global B2B review sites specifically for Wanted’s employer recruiting product. This is a sourcing limitation for this report.

Alternative review evidence used: employee reviews and vendor statements

Because mainstream product reviews were not readily available, this report uses employee reviews on employer-review sites and vendor-published help-center documentation as alternative evidence. Employee reviews — mixed feedback (quotes and themes): - Negative themes include perceptions of product immaturity and internal decision-making challenges, with comments such as "Immature Products: Some products are not fully mature or validated through PMF" and "Opaque Compensation Structure" and "Disconnected Planning." - Positive themes include comments about colleagues and growth, noting good colleagues, a favorable location, growth potential, and an environment that encourages experimentation. Why employers may choose Wanted (inferred from vendor claims): - Employers may be attracted by vendor-stated large talent pool size and by AI matching that the vendor claims reduces time-to-hire and improves interview acceptance rates. Why some buyers might hesitate (inferred from gaps and employee review signals): - If products are not fully mature (an employee perception), customers could encounter UX inconsistencies, workflow gaps, or support/documentation lag behind rapid releases. - If pricing is quote-based, buyers may perceive reduced pricing transparency and additional negotiation overhead.

Vendor-published / press-reported performance metrics

Examples reported in press and vendor materials are presented as company-announced results; methodology is not fully disclosed: - Vendor and press materials include claims about AI improving acceptance and matching outcomes. - Help-center documentation includes vendor-stated performance improvements such as faster interview acceptance for AI-recommended candidates and a shorter average hiring period, stated to be based on an internal selection dataset. Critical note: these outcomes are vendor-reported and are not independently validated in the reviewed sources; no experimental design, cohort definition, or counterfactual analysis was disclosed.

Freelancer matching (Wanted Gigs) — vendor metrics

Vendor materials for the freelancer matching service state strong project-completion and customer-satisfaction metrics and reference a large freelancer pool and cumulative project volume; these are vendor-reported and do not include publicly disclosed methodologies or third-party audits.

04Best fit

Company sizes

Based on positioning and typical adoption patterns:

Mid-market companies (approximately 50–2,000 employees) that hire white-collar roles repeatedly
Larger enterprises may use Wanted alongside incumbents and global platforms for specific use cases

Industries / verticals

Software, internet platforms, fintech, consumer apps, and companies with data/AI-focused hiring needs
Organizations expanding to hire bilingual talent in Korea or seeking foreign-national candidates may find the platform relevant depending on product capabilities

Roles and personas

Decision makers: Head of Talent Acquisition, HR Director, Recruiting Lead
Power users: recruiters, sourcers, and hiring managers in product and engineering functions

Qualification criteria (good fit)

Organizations seeking a combined candidate marketplace and outbound recruiting channel (interview proposal features)
Organizations able to operationalize rapid outreach and pipeline management
Hiring roles that are well represented on the platform (often technology and product roles)

05The pitch

What the product does (objective value proposition)

Wanted is a South Korea–based career and recruiting platform operated by Wanted Lab. It provides: - Job discovery for individuals (job listings, a proactive recruiting mechanism often described as “MatchUp/면접 제안”, career content) - Recruiting products for employers (job posting plus applicant tracking/workflow, candidate search and outreach, AI-recommended candidates) - Adjacent offerings including a freelancer matching service (Wanted Gigs/원티드긱스) and HR SaaS (Wanted Space / 원티드 스페이스) per company materials. The platform aims to improve hiring efficiency by using AI matching and a large candidate pool; vendor materials claim reductions in time-to-hire and cost per hire.

Target market and positioning

Primary (in practice): Korean companies hiring white-collar talent, with emphasis on technology companies and startups and on more modernized recruiting workflows.
Secondary: Professionals/job seekers (especially early–mid career) looking for roles, and freelancers and clients via Wanted Gigs.
Positioning emphasizes AI-based matching and a candidate marketplace rather than a general classifieds-style job board.

Get a comprehensive analysis of Wanted including market position, competitive landscape, adoption trends, and peer benchmarks.

Download full report →

Published Jul 15, 2026

01Common complaints

When independently validated security certifications and audit reports (SOC 2, ISO certificates, penetration test summaries) must be publicly available during procurement; these documents are not clearly available in the public materials reviewed.
When primary requirement is global candidate reach and standardized international workflows; global platforms may be preferable.
When the primary use case is non-technical, high-volume hiring where incumbent domestic job boards may provide higher applicant volume and broader category coverage.
When procurement requires transparent, published pricing for immediate budget planning; the vendor’s employer pricing is not clearly published in the sources reviewed.

Deal disqualifiers (poor fit)

Organizations requiring publicly documented, independently validated SOC 2/ISO reports and detailed security whitepapers available at procurement time
High-volume hourly or field hiring use cases where other marketplaces specialize
Organizations that require immediate, transparent, self-serve pricing and standardized procurement artifacts

Publicly visible limitations

Pricing transparency is limited; employer pricing is often inquiry-based rather than publicly detailed.
Security transparency is limited; the privacy policy exists and references some security practice, but centralized certification or audit reports are not clearly published.

Operational/product maturity risk (indirect signal)

Employee reviews referencing product immaturity and organizational growing pains could translate into uneven feature maturity or changes that affect customers.

Roadmap notes

No explicit public product roadmap with dated milestones was found in the reviewed sources.

02Why they buy

Unique selling points supported by available evidence

Vendor-stated scale in Korea with large candidate and employer counts is a central positioning claim.
AI recommendation and matching features are documented in vendor help-center materials with vendor-reported time-to-hire improvements.
A multi-product portfolio (recruiting, HR SaaS, freelancer marketplace, company branding) may reduce the number of vendors an organization uses for related workflows.

Where competitors have clearer advantages

Incumbent job boards offer broader category coverage and established employer workflows.
Global platforms provide greater international reach and standardized enterprise controls and integrations.

03Field reports

Important limitation: limited coverage on mainstream B2B review platforms

There appears to be limited or hard-to-locate coverage on mainstream global B2B review sites specifically for Wanted’s employer recruiting product. This is a sourcing limitation for this report.

Alternative review evidence used: employee reviews and vendor statements

Because mainstream product reviews were not readily available, this report uses employee reviews on employer-review sites and vendor-published help-center documentation as alternative evidence.

Employee reviews — mixed feedback (quotes and themes):

Negative themes include perceptions of product immaturity and internal decision-making challenges, with comments such as "Immature Products: Some products are not fully mature or validated through PMF" and "Opaque Compensation Structure" and "Disconnected Planning."
Positive themes include comments about colleagues and growth, noting good colleagues, a favorable location, growth potential, and an environment that encourages experimentation.

Why employers may choose Wanted (inferred from vendor claims):

Employers may be attracted by vendor-stated large talent pool size and by AI matching that the vendor claims reduces time-to-hire and improves interview acceptance rates.

Why some buyers might hesitate (inferred from gaps and employee review signals):

If products are not fully mature (an employee perception), customers could encounter UX inconsistencies, workflow gaps, or support/documentation lag behind rapid releases.
If pricing is quote-based, buyers may perceive reduced pricing transparency and additional negotiation overhead.

Vendor-published / press-reported performance metrics

Examples reported in press and vendor materials are presented as company-announced results; methodology is not fully disclosed:

Vendor and press materials include claims about AI improving acceptance and matching outcomes.
Help-center documentation includes vendor-stated performance improvements such as faster interview acceptance for AI-recommended candidates and a shorter average hiring period, stated to be based on an internal selection dataset.

Critical note: these outcomes are vendor-reported and are not independently validated in the reviewed sources; no experimental design, cohort definition, or counterfactual analysis was disclosed.

Freelancer matching (Wanted Gigs) — vendor metrics

04Best fit

Company sizes

Based on positioning and typical adoption patterns:

Mid-market companies (approximately 50–2,000 employees) that hire white-collar roles repeatedly
Larger enterprises may use Wanted alongside incumbents and global platforms for specific use cases

Industries / verticals

Software, internet platforms, fintech, consumer apps, and companies with data/AI-focused hiring needs
Organizations expanding to hire bilingual talent in Korea or seeking foreign-national candidates may find the platform relevant depending on product capabilities

Roles and personas

Decision makers: Head of Talent Acquisition, HR Director, Recruiting Lead
Power users: recruiters, sourcers, and hiring managers in product and engineering functions

Qualification criteria (good fit)

Organizations seeking a combined candidate marketplace and outbound recruiting channel (interview proposal features)
Organizations able to operationalize rapid outreach and pipeline management
Hiring roles that are well represented on the platform (often technology and product roles)

05The pitch

What the product does (objective value proposition)

Wanted is a South Korea–based career and recruiting platform operated by Wanted Lab. It provides:

Job discovery for individuals (job listings, a proactive recruiting mechanism often described as “MatchUp/면접 제안”, career content)
Recruiting products for employers (job posting plus applicant tracking/workflow, candidate search and outreach, AI-recommended candidates)
Adjacent offerings including a freelancer matching service (Wanted Gigs/원티드긱스) and HR SaaS (Wanted Space / 원티드 스페이스) per company materials.

The platform aims to improve hiring efficiency by using AI matching and a large candidate pool; vendor materials claim reductions in time-to-hire and cost per hire.

Target market and positioning

Primary (in practice): Korean companies hiring white-collar talent, with emphasis on technology companies and startups and on more modernized recruiting workflows.
Secondary: Professionals/job seekers (especially early–mid career) looking for roles, and freelancers and clients via Wanted Gigs.
Positioning emphasizes AI-based matching and a candidate marketplace rather than a general classifieds-style job board.

Get a comprehensive analysis of Wanted including market position, competitive landscape, adoption trends, and peer benchmarks.

Download full report →