Published weekly

The NYC AI Hiring Index

Every morning we read the job boards of 47 New York AI companies and record what is open. Every Monday we publish what changed — who is hiring, what they post as pay, which titles are appearing that did not exist two years ago, and which tools their job descriptions name.

Open roles

1,506

In New York

784

Companies

Daily readings

Last reading October 1, 2026. Browse every open role.

This Week in NYC AI Hiring

The weekly issue. Every edition is published here in full, free, on the same morning it is emailed.

What the index measures

Seven cuts, all derived from the same daily reading. Each one is computed at collection time, because a posting that has been filled cannot be re-read afterwards — there is no archive of job boards to go back to.

Volume and coverage

Open roles per company, split by whether the job sits in New York, is remote-eligible, or is at a New York company hiring elsewhere. The distinction matters more than the headline: a company can have the largest board on the list and almost none of it local.

AI jobs in New York →

Function and seniority

Every role is classified into engineering, go-to-market, operations, finance and legal, and into a seniority band from entry to staff and principal. The classifier was audited by hand rather than trusted — the first pass filed "Member of Technical Staff" under Other.

Engineering roles →

Posted pay

Salary ranges as posted, cut by function and seniority, never blended. Base only: on-target earnings are counted separately, because folding commission into a base figure is how salary data becomes useless. Cells under eight observations are left blank.

NYC salary guide →

Emerging titles

Titles that barely existed two years ago and now have their own hiring pipelines — forward deployed engineer, GTM engineer, AI product manager. We track each as its own series rather than absorbing it into a generic bucket.

Forward deployed engineer →

The stack they name

Tools named in job descriptions, counted by how many companies mention each rather than how many postings do. One employer with 240 openings would otherwise set the entire market. Vendors are excluded from their own counts.

Every tool and skill, counted →

Time to fill

How long a role stays open, measured from the day it first appears to the day it disappears. No public source publishes this for this market. A credible median needs a quarter of closures, so we are running the clock in public and will publish when it supports a number.

Every open role →

Executive searches

Titles are kept for leadership and director-level roles, so senior searches can be followed from the day they open to the day they come down. A first head of legal or a new chief marketing officer says more about where a company is going than its press releases do. A posting coming down is never read as a hire.

Funding and moves tracker →

Current function mix · October 1, 2026

529

GTM

458

Engineering

Operations

Product

How we count, and what we refuse to do

The short version is below. The full methodology covers every series, its known limits, and a dated log of each change we have made, and errors are recorded in the public corrections log.

Changes are like-for-like, always

Adding a company to coverage adds its entire board to the total. Differencing the headline number would therefore report our own bookkeeping as a hiring surge. Every change figure we publish is computed across the companies present in both periods, and we print the headline difference next to it so you can see the gap. In the first issue that was the difference between an exciting +2.9% and an honest +0.4%.

A partial outage is not a hiring cliff

If fewer than 80% of the boards respond on a given morning, the run records nothing at all. An outage and a collapse in demand look identical in the data and only one of them is real. Closures are only evaluated for companies whose board actually answered that day.

Small cells stay empty

Any salary cut with fewer than eight observations is published as blank rather than as a number with a wide invisible error bar. The same applies to time-to-fill: two closures is an anecdote, and we will say so rather than calculate a median from it.

Traffic goes to the employer

Every listing links to the company's own application page, never to a form of ours. We are not a recruiter on these pages and we are not standing between you and the employer.

What we cannot tell you yet

Per-company hiring velocity needs roughly eight weekly observations before a move can be called unusual rather than normal variation — in the first week, only 12 of 46 companies moved at all and the median move was a single role. Time-to-fill needs a quarter of closures. Both are collecting now, and neither will appear here until the data supports it.

Who is in the index

Coverage is deliberately narrow and named. We would rather read every board of 47 companies each morning than sample a thousand and tell you it is the market. A company enters coverage when it is headquartered in New York or runs a substantial New York office, builds AI as the product rather than buying it, and publishes a machine-readable job board.

When a company joins, its whole board joins with it — which is exactly why we never difference the headline total. The two columns below are the distinction that most hiring coverage misses: a large board is not the same as a large New York presence.

Company	Open roles	In New York
AlphaSense	204	37
ElevenLabs	173	10
Ramp	156	122
EliseAI	121	100
Rogo	85	55
Headway	84	32
Clay	58	42
Basis	49	48
Runway	45	6
Modal	40	25
Rillet	39	8
Maven Clinic	35	19
Attentive	31	6
Grow Therapy	29	19
Tennr	27	24
Tabs	26	26
Alloy	24	19
H1	23	12
Hebbia	20	20
K Health	19	10
Normal Computing	19	14
EvolutionIQ	18	17
Invisible Technologies	18	12
Norm Ai	18	17
Patlytics	16	15
Andela	15	0
April	14	5
ASAPP	14	7
Mirage (fka Captions)	13	13
Spade	12	10
Aescape	10	10
Vic.ai	7	0
Anterior	5	4
Hume AI	5	5
Pinecone	5	4
Preql	4	2
SmarterDx	4	0
Optimal Dynamics	3	1
Reality Defender	3	1
Sixfold	3	3
Slingshot AI	3	0
Arthur	2	1
Comet	2	1
Kustomer	2	2
DataKind	1	0
Hyperscience	1	0
The Deep View	1	0

Reading of October 1, 2026. A company missing from this list is missing because it has no public board we can read, not because we judged it unimportant — tell us who to add.

Who reads this, and what they use it for

People trying to get hired

The useful question is not "is AI hiring" but "which door is actually open". This week that answer was go-to-market and forward-deployed work, and it was not close. The entry-level ratio — 54 roles against 189 at staff and principal — is the number worth knowing before spending six months applying to junior AI titles.

The honest routes in →

People trying to hire

Posted ranges tell you what your competitors are actually offering this week, not what a survey said last year. If your band sits below the 25th percentile for the function you are hiring, that is measurable now rather than after three declined offers.

What NYC AI pays →

Investors and operators

Headcount plans are a leading indicator that companies publish for free and rarely think of as disclosure. A portfolio company quietly tripling its go-to-market board says something its monthly update may not.

The NYC AI 100 →

Journalists and researchers

Every figure here is traceable to a named company board on a dated reading, and the method is published rather than described. If you need a cut we do not publish, ask — we would rather the number be right in your piece than approximated from ours.

Press and data room →

Using and citing the data

Every figure published here may be quoted, charted, or built on, in commercial work as well as editorial, with attribution to the NYC AI Hiring Index and a link to this page. We would rather the number travel with its method attached than travel alone.

When you cite a figure, cite the reading date with it. This is a live series, not a static report: the total changes every morning, and a number quoted without its date will be wrong within a week through no fault of yours.

Suggested citation

NYC AI Hiring Index, Neuronify. Reading of October 1, 2026. https://neuronify.com/hiring-index

Need a cut we do not publish — a single company's history, a function we do not break out, or the underlying series for a period? Ask. Requests from journalists and researchers are answered free.

Frequently asked questions

Where does the data come from?

Directly from the applicant-tracking systems of the AI companies we cover — Greenhouse, Ashby and Lever boards that each company publishes itself. We do not scrape aggregators, buy a feed, or run a survey. If a role is not on a company board, it is not in the index.

How often is it collected?

Every morning, on a schedule, whether or not anyone is watching. Postings disappear when they are filled and cannot be recovered afterwards, so the cuts are computed at collection time rather than reconstructed later.

Why do your change figures look smaller than other sources?

Because we compute them like-for-like. Adding a company to our coverage adds its entire job board to the total, which reads as a hiring surge that never happened. We compare only the companies present in both periods and publish the headline difference alongside it so the gap is visible.

How can you publish real salary data?

New York City's pay transparency law requires a good-faith salary range on roles performed in the city, and 85% of the NYC postings we read carry one. That is posted-range data from employers, not self-reported figures or survey recall. Ranges are cut by function and seniority and never blended, and any cell with fewer than eight observations is left blank rather than estimated.

Is it free?

Yes. There is no paywall on the data and no gate on the archive. The weekly email is free as well.