Published weekly

The NYC AI Hiring Index

Every morning we read the job boards of 48 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

1,550

In New York

734

Companies

Daily readings

Last reading August 17, 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.

Issue #1August 18, 2026
New York's AI companies are hiring more salespeople than engineers
1,550 open roles across 48 New York AI companies — and only 54 of them are entry level. Week one of the index, with the like-for-like change, the posted pay, and the tools they name.

What the index measures

Five 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.

The NYC AI 100 →

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 →

Current function mix · August 17, 2026

530

GTM

474

Engineering

Operations

Product

How we count, and what we refuse to do

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 48 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
ElevenLabs	243	10
AlphaSense	228	36
Ramp	136	102
EliseAI	104	90
Headway	82	34
Rogo	78	52
Clay	73	54
Runway	41	4
Attentive	39	4
Basis	37	37
Tabs	36	35
Maven Clinic	31	16
Modal	30	21
H1	28	10
Grow Therapy	27	18
K Health	24	13
Rillet	24	6
Alloy	22	19
EvolutionIQ	22	21
Hebbia	22	22
Tennr	20	20
Andela	19	0
Normal Computing	19	15
April	17	5
Norm Ai	15	14
Patlytics	14	13
Invisible Technologies	12	11
SmarterDx	12	0
Mirage (fka Captions)	10	10
ASAPP	9	2
Kustomer	8	7
Pinecone	8	5
Reality Defender	7	4
Aescape	6	4
Hume AI	5	5
Preql	5	3
Slingshot AI	5	3
Vic.ai	5	0
Anterior	4	3
Comet	4	0
Spade	4	3
Datum	3	0
Optimal Dynamics	3	1
Arthur	2	1
Hyperscience	2	0
Sixfold	2	1
The Deep View	2	0
DataKind	1	0

Reading of August 17, 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.

Request a cut →

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 August 17, 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.