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Employment CareerTop 10 Best AI Recruiting Services of 2026
Compare ranked ai recruiting services for hiring teams, with tradeoffs across providers like ManpowerGroup, Adecco, and Heidrick & Struggles.
How we ranked these tools
Core product claims cross-referenced against official documentation, changelogs, and independent technical reviews.
Analyzed video reviews and hundreds of written evaluations to capture real-world user experiences with each tool.
AI persona simulations modeled how different user types would experience each tool across common use cases and workflows.
Final rankings reviewed and approved by our editorial team with authority to override AI-generated scores based on domain expertise.
Score: Features 40% · Ease 30% · Value 30%
Gitnux may earn a commission through links on this page — this does not influence rankings. Editorial policy
ManpowerGroup is the best fit for enterprise teams that want managed AI-assisted recruiting with controlled recruiter review, whereas Heidrick & Struggles works better when leadership hiring demands AI-supported structured evaluation and strong governance rather than high-volume workflow control.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
ManpowerGroup
Requisition intake-to-shortlist execution is managed as an operational workflow, not just a candidate search tool.
Built for fits when enterprise teams need managed AI-assisted recruiting with controlled recruiter review..
Adecco
Editor pickProgram-based recruiter workflow management that coordinates sourcing assistance, review handoffs, and funnel cadence across active hiring.
Built for fits when enterprise teams need managed AI recruiting workflows tied to recurring requisitions..
Heidrick & Struggles
Editor pickHuman-in-the-loop shortlisting paired with structured evaluation artifacts for consistent executive comparisons.
Built for fits when leadership hiring teams need AI support with structured evaluation and strong governance..
Comparison Table
ManpowerGroup
enterprise_vendorWorkforce solutions provider using AI across talent recruitment and deployment.
Requisition intake-to-shortlist execution is managed as an operational workflow, not just a candidate search tool.
ManpowerGroup supports end-to-end recruiting execution with AI-assisted sourcing and screening tasks that feed recruiter review rather than replacing it. Requisition intake is handled as an operational process that turns hiring requests into workable search and evaluation steps for recruiters and sourcers. The engagement fit is strongest for multi-role or multi-site hiring where throughput and consistent process matter more than experimenting with new models.
A key tradeoff is that AI-assisted outcomes depend on recruiter workflow design and on the client’s data readiness for consistent screening criteria. The service is a better choice when a hiring team needs managed staffing delivery with structured review steps and steady candidate throughput, not when a team expects a developer-first API-first product surface.
- +Managed recruiting delivery reduces variance across large hiring programs
- +Human-in-the-loop review keeps final decisions under recruiter control
- +Requisition-to-search workflow supports repeatable intake-to-shortlist execution
- +Operational staffing scale fits high-volume roles and multi-site programs
- –Developer-level API and automation surface is not the primary buyer interface
- –Screening quality hinges on defined criteria and recruiter review discipline
- –Full workflow automation is limited by approvals and consent steps in practice
Enterprise TA leaders
Run multi-site roles with consistent screening
More consistent time-to-fill
Recruiting operations teams
Reduce manual coordination for high volume
Lower recruiter administrative load
Show 1 more scenario
Hiring managers
Maintain review control over AI screening
Better acceptance of shortlists
Human-in-the-loop review keeps evaluation accountable to hiring managers and recruiters.
Best for: Fits when enterprise teams need managed AI-assisted recruiting with controlled recruiter review.
Adecco
enterprise_vendorGlobal staffing and talent solutions firm applying AI to recruitment workflows.
Program-based recruiter workflow management that coordinates sourcing assistance, review handoffs, and funnel cadence across active hiring.
Adecco fits organizations that treat recruiting as an operating system with intake, screening guidance, candidate engagement, and measurable funnel outcomes. The AI work typically appears in sourcing and matching assistance that reduces manual triage before human-in-the-loop review. Program delivery also tends to include process governance for candidate handling and recruiter decision support across multiple requisitions.
A key tradeoff is that automation depth depends on the program setup and the quality of requisition inputs. Adecco works best when HR and hiring managers provide clear role definitions and when recruiting leadership wants predictable throughput for ongoing hiring waves.
- +Managed recruiting execution around AI-assisted sourcing and review handoffs
- +Structured recruiter workflow support for consistent screening decisions
- +Operational reporting focus across active requisitions and hiring funnels
- +Better fit for high-volume hiring programs with ongoing intake
- –Deeper ATS and data integration typically requires onboarding effort
- –AI matching quality depends on role definitions and submission consistency
- –Less suitable for teams seeking fully self-serve model configuration
- –Governance and audit documentation may lag behind faster iterative needs
Talent acquisition operations
Ongoing hiring with AI sourcing support
More consistent review throughput
Enterprise HR programs
Multiple locations hiring wave
Lower variance between offices
Show 1 more scenario
Recruiting leadership
Funnel analytics and governance
More controllable funnel performance
Produces operational reporting so leadership can manage time-to-fill and stage movement with recruiter context.
Best for: Fits when enterprise teams need managed AI recruiting workflows tied to recurring requisitions.
Heidrick & Struggles
specialistExecutive search firm leveraging AI for leadership assessment and matching.
Human-in-the-loop shortlisting paired with structured evaluation artifacts for consistent executive comparisons.
Heidrick & Struggles applies AI to sourcing and candidate screening steps while maintaining recruiter oversight at decision points. The workflow is built for executive hiring motions where structured evaluation artifacts and calibrated comparisons reduce reliance on ad hoc judgments. The service also supports candidate relationship management integration so candidate histories and engagement context travel with each requisition. Fit is strongest when organizations can define role scope tightly and want consistent evaluation criteria across similar searches.
A practical tradeoff is that the AI value depends on disciplined requisition intake and evaluation standards from the hiring team. Without clear role requirements and selection criteria, matching output can become noisy and recruiters still must do substantial manual refinement. A strong usage situation is an ongoing leadership hiring program with repeatable scorecards, where the team can track outcomes and apply learnings across backfilled roles.
- +Executive-search workflow keeps human decision control in recruiter hands
- +Candidate relationship management integration preserves history across requisitions
- +Structured evaluation artifacts support consistent shortlisting for senior roles
- +Governance focus covers candidate consent and employment privacy compliance
- –AI assistance needs disciplined requisition intake to stay accurate
- –Less suitable for high-volume, low-scope hiring with minimal recruiter review
- –Automation depth can be constrained by upstream system integration maturity
- –Project-style delivery can slow iteration compared with self-serve tooling
Executive talent acquisition teams
Shortlist senior candidates across repeated searches
Faster, more consistent shortlist creation
Recruiting ops leaders
Standardize intake and feedback across requisitions
More predictable recruiting cycle behavior
Show 2 more scenarios
Hiring managers for leadership roles
Compare candidates using structured decision criteria
Higher-confidence selection decisions
Interview scorecards and documented evaluation steps reduce ad hoc comparisons.
Enterprise HR and compliance teams
Manage consent and privacy controls in search
Lower compliance risk exposure
Governance practices support consent handling and privacy compliance throughout outreach and review.
Best for: Fits when leadership hiring teams need AI support with structured evaluation and strong governance.
Korn Ferry
enterprise_vendorGlobal organizational consulting firm offering AI-driven recruiting and talent intelligence services.
Human-led assessment frameworks combined with AI-supported hiring decisions for standardized evaluations across requisitions.
Korn Ferry is an AI recruiting service provider that combines AI-enabled talent intelligence with human-led assessment workflows for enterprise hiring. The offering is geared toward structured recruitment execution, including job requisition intake, candidate screening support, and role-based evaluation frameworks.
Korn Ferry’s distinct capability is its focus on talent consulting plus AI-assisted decisioning rather than AI sourcing alone. Teams use it to standardize evaluation steps across requisitions and improve recruitment funnel reporting by role and stage.
- +Enterprise talent consulting paired with AI-supported screening workflows
- +Strong emphasis on structured assessments and standardized evaluation steps
- +Candidate experience and compliance practices integrated into recruiting operations
- +Recruitment analytics organized around funnel stages and role outcomes
- –AI sourcing and matching capabilities are not the core standalone focus
- –Implementation depends on onboarding governance for consistent evaluation standards
- –Funnel analytics depth may require more configuration than lighter service models
- –Integration specifics can hinge on enterprise systems and recruiting process fit
Best for: Fits when enterprise recruiting teams need structured assessment workflows plus AI-assisted screening support.
Andela
freelance_platformAI-powered talent marketplace connecting companies with global technologists.
Curated, recruiter-driven talent-pool building and milestone coordination for scoped engineering roles.
Andela recruits and vets AI-ready engineering talent through structured screening and managed placement workflows. The service centers on building curated talent pools for specific roles, then coordinating handoffs through recruiting and onboarding milestones.
Andela’s delivery model emphasizes quality control in the selection process rather than adding an in-house sourcing automation layer to an existing ATS. Teams get results via recruiter-led operations and candidate management, not through an exposed API for search, ranking, or workflow automation.
- +Recruiter-led screening reduces reliance on internal sourcing coverage
- +Structured talent-pool curation matches scoped role profiles
- +Managed handoffs simplify coordination from shortlist to onboarding
- +Human review remains central in the evaluation and selection workflow
- –Limited evidence of an API surface for ATS or CRM integration
- –Automation depth for matching and ranking is not the service core
- –Governance controls like audit logs are not presented as configurable exports
- –Works best when internal teams accept recruiter-driven operational process
Best for: Fits when hiring teams need managed AI-ready engineer recruitment with controlled screening.
Toptal
freelance_platformAI-enhanced talent matching service for developers, designers, and finance experts.
Recruiter-led delivery with consistent evaluation checkpoints, using a repeatable interview and scoring workflow across AI requisitions.
Toptal serves teams that need specialized AI recruiting capacity with a managed, expert-led delivery model rather than a generic self-serve matching portal. Talent intake and screening are handled through Toptal’s recruiter network and workflow, which reduces the burden of running sourcing cycles across channels.
The service is designed for structured requirements and consistent evaluation loops, so hiring teams can iterate on role definitions and selection criteria without rebuilding processes. It is a strong fit when AI hiring is time-sensitive and governance needs are handled through recruiter oversight rather than full internal system automation.
- +Expert recruiter execution for AI roles reduces internal sourcing load
- +Role requirement intake supports consistent screening criteria across cycles
- +Structured interview and evaluation guidance improves decision consistency
- +Human-in-the-loop review keeps candidate handling grounded in recruiter judgment
- –Limited evidence of deep applicant tracking system integration automation
- –Workflow relies on recruiter coordination rather than self-serve AI search controls
- –Candidate rediscovery workflows are not positioned as a system-level capability
- –Extensibility for custom matching logic appears constrained
Best for: Fits when teams need hands-on AI recruiting execution and structured evaluation without building internal tooling.
Cielo
enterprise_vendorRecruitment process outsourcing firm with AI-powered talent acquisition services.
Candidate rediscovery driven by talent-pool reuse to re-engage prior candidates across new or updated requisitions.
Cielo targets recruiting workflows with managed AI-assisted sourcing and talent-pool management rather than point tools. It supports job intake, candidate rediscovery, and matching pipelines that feed into applicant tracking system operations and recruiter review steps.
Cielo also emphasizes configurable screening and structured candidate handling to reduce manual triage volume across requisitions. Delivery is geared toward ongoing recruiting operations with automation handoffs into daily recruiter tasks.
- +Managed sourcing workflows reduce manual sourcing effort across multiple requisitions
- +Candidate rediscovery supports returning talent without starting from scratch
- +Automation handoffs support recruiter review loops instead of fully automated decisions
- +Structured screening improves consistency across recruiters and roles
- –Workflow outcomes depend on strong job intake and ongoing configuration discipline
- –Deeper automation coverage can require coordination with existing ATS processes
- –Complex org structures may need more implementation time than tool-only deployments
- –Admin visibility for model behavior is typically less granular than audit-focused teams expect
Best for: Fits when enterprises need managed AI recruiting execution with structured intake, rediscovery, and ATS-aligned workflows.
PeopleScout
enterprise_vendorRPO and managed service provider using AI for talent acquisition at scale.
Managed campaign recruiting delivery combines AI-assisted candidate matching with human-in-the-loop shortlist ownership for each requisition.
PeopleScout positions AI-assisted recruiting inside managed talent acquisition delivery, not as a standalone sourcing app. The service is built around structured hiring workflows for intake, shortlist construction, and recruiter-assisted review, which supports repeatable throughput across requisitions.
AI features are used to accelerate candidate discovery and matching while keeping recruiters in the loop for final assessment decisions. Governance and reporting tend to center on staffing outcomes and campaign operations rather than developer-facing extensibility.
- +Recruiter-led workflows reduce risk of fully automated candidate decisions
- +Campaign operations support consistent requisition intake and shortlist cycles
- +AI-assisted matching accelerates early-stage review within staffed recruiting teams
- +Managed delivery model fits organizations that want an operational partner
- –API and automation depth are limited compared with developer-first recruiting vendors
- –Workflow customization depends heavily on implementation with the services team
- –Audit-grade bias and explainability controls are less documented than in analytics-first providers
- –Candidate rediscovery capability may require additional process work for reactivation
Best for: Fits when hiring teams want managed AI-assisted sourcing with recruiter governance over search output quality.
Kelly Services
agencyGlobal staffing provider integrating AI into candidate sourcing and screening.
Recruiter-led hiring operations using AI support to manage ongoing requisition intake and candidate rediscovery.
Kelly Services delivers staffing and recruiting services with AI-supported workflows for sourcing, screening support, and recruiter-assisted matching. The distinct value comes from blending human recruiters and operational staffing capacity with configurable AI assistance across requisitions and candidate engagement.
Kelly Services supports enterprise-ready hiring operations rather than only outbound sourcing. Its approach fits teams that need dependable process execution with AI for triage and candidate rediscovery rather than full automation.
- +Recruiter-led delivery reduces risk from fully automated screening
- +Requisition-to-handoff execution supports high-volume hiring processes
- +Candidate rediscovery workflows support returning talent searches
- +Operations-focused staffing model fits multi-role intake cycles
- –AI assistance depth depends on engagement scope and workflow design
- –Limited public detail on API and automation surface for ATS integration
- –Configurable controls for ranking and audit needs may require governance effort
- –Specialized skills ontology coverage may lag dedicated AI sourcing vendors
Best for: Fits when staffing teams need recruiter-led AI triage across many requisitions with consistent execution.
Turing
specialistAI-powered remote developer recruitment and team-building service.
Human review gates AI-assisted candidate evaluation, with managed coordination for outreach, scoring support, and handoffs.
Turing is an AI recruiting service provider that blends sourcing and screening support with a managed recruiting workflow for hiring teams. The distinct differentiator is the end-to-end recruitment execution model that pairs AI-assisted candidate work with human review and coordination rather than leaving teams to assemble tools.
Turing focuses on pipeline movement tasks such as intake, candidate outreach, evaluation support, and scheduling orchestration across roles. Delivery quality depends on workflow alignment, recruiter collaboration, and clear success criteria for matching and shortlisting.
- +Managed recruitment execution reduces internal recruiting coordination overhead
- +Human-in-the-loop review supports consistent shortlist quality for nuanced roles
- +Workflow coverage spans intake through evaluation support and scheduling coordination
- +Clear handoffs between AI candidate work and recruiter decision stages
- –API and automation surface for ATS or CRM integration is not a primary buyer artifact
- –Relevance gains depend on recruiter-provided criteria and role calibration
- –Governance controls like audit logs for model decisions are not the central deliverable
- –Unit-level throughput varies with the recruiting team’s responsiveness and intake quality
Best for: Fits when teams need managed AI-assisted recruiting execution for specific roles, not deep self-serve platform control.
Conclusion
After evaluating 10 employment career, ManpowerGroup stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right ai recruiting
AI recruiting services that run recruiter workflows, source and shortlist with AI, and keep human decision control
AI recruiting is the use of AI-assisted sourcing, structured intake, and candidate evaluation support to produce ranked shortlists while keeping recruiters in control of final decisions. Across this set, ManpowerGroup and Adecco manage how requisition intake turns into sourcing, review handoffs, and shortlist outcomes as repeatable delivery workflows. Heidrick & Struggles and Korn Ferry then emphasize structured evaluation artifacts that support consistent comparisons, with human-in-the-loop shortlisting keeping executive judgments under recruiter control.
Cielo and Kelly Services distinguish themselves through talent-pool reuse patterns that drive candidate rediscovery across new or updated requisitions. Other providers such as PeopleScout and Turing maintain human governance by gating AI-assisted evaluation behind recruiter-owned shortlist ownership per requisition.
AI recruiting capabilities that affect recruiter control and hiring throughput
AI recruiting services in this set are judged on how they move a requisition from intake to shortlist while keeping recruiters responsible for the final ranking decisions.
These providers differ most in how they operationalize that workflow, how they handle structured evaluation artifacts, and how they reuse candidate history or talent pools across requisitions.
Requisition intake to recruiter-owned shortlist workflow
ManpowerGroup runs requisition intake-to-shortlist execution as an operational workflow with human-in-the-loop review. Adecco coordinates sourcing assistance, review handoffs, and funnel cadence around recurring requisitions.
Structured evaluation artifacts for consistent comparisons
Heidrick & Struggles pairs human-in-the-loop shortlisting with structured evaluation artifacts for consistent executive comparisons. Korn Ferry combines human-led assessment frameworks with AI-supported hiring decisions for standardized evaluation steps.
Candidate rediscovery and talent-pool reuse across requisitions
Cielo emphasizes candidate rediscovery driven by talent-pool reuse to re-engage prior candidates across new or updated requisitions. Kelly Services adds recruiter-led hiring operations that use AI support for ongoing requisition intake and candidate rediscovery.
Campaign operations with recruiter governance over search output
PeopleScout delivers managed campaign recruiting with AI-assisted candidate matching and human-owned shortlist ownership per requisition. Kelly Services also targets high-volume recruiter-led triage across many requisitions with consistent execution.
Repeatable interview and scoring checkpoints
Toptal standardizes recruiter-led delivery using repeatable interview and scoring workflows across AI requisitions. Turing gates AI-assisted candidate evaluation with human review gates and managed coordination for outreach and handoffs.
How to choose an AI recruiting service by workflow control, integration depth, and governance fit
The best fit depends on whether the service is built to manage hiring as a delivery workflow or as a recruiter-facing AI tool that requires more internal coordination.
This set shows two dominant philosophies. Some vendors center managed intake-to-shortlist operations under recruiter review. Others center structured evaluation artifacts or rediscovery patterns that change how candidates are searched and compared over time.
Select workflow ownership level: managed operations vs recruiter coordination
Choose ManpowerGroup or Adecco when recruiting leadership expects end-to-end requisition intake to shortlist execution with human-in-the-loop review handling the critical quality checkpoints. Choose Turing or Toptal when hiring teams want human review gates or repeatable interview scoring checkpoints while internal teams coordinate more of the end-user workflow.
Match evaluation structure to stakeholder needs
Choose Heidrick & Struggles or Korn Ferry when executive comparisons must remain consistent through structured evaluation artifacts and standardized evaluation steps. Choose PeopleScout or Kelly Services when governance is primarily enforced through recruiter-owned shortlist ownership per requisition and campaign cadence rather than through executive-focused assessment templates.
Decide whether candidate rediscovery must be a first-class workflow
Choose Cielo when talent-pool reuse and candidate rediscovery across new or updated requisitions are central to reducing restart cost. Choose Kelly Services when high-volume requisition intake and recruiter-led rediscovery across many roles matter more than deep self-serve search controls.
Test integration expectations against what the service centers
Pick ManpowerGroup or Adecco when the procurement team expects managed AI workflows to be tied to existing ATS-aligned processes with handoffs that support recruiting governance. Avoid building a dependency on deep applicant tracking automation based solely on category claims when evaluating PeopleScout, Turing, or Kelly Services, since public evidence in this set points to limited API and automation depth as a buyer interface.
Set role-scope and volume guardrails for recruiter coverage
Choose Andela when the hiring scope is engineering roles that benefit from curated, recruiter-driven talent-pool building with milestone coordination. Choose Korn Ferry for standardized assessment workflows at enterprise scale and choose Toptal when role requirement intake supports consistent screening criteria across cycles without building internal tooling.
Who should buy AI recruiting services
These services fit teams that want AI-assisted sourcing and evaluation support while keeping recruiters in control of final decisions. This set also targets enterprises that need repeatability across many requisitions or leadership hiring workflows that require consistent executive comparisons.
Enterprise recruiting programs that manage many active requisitions
ManpowerGroup and Adecco run operational workflows for requisition intake to shortlist outcomes with controlled recruiter review so hiring variance stays lower across large programs and recurring requisitions.
Leadership hiring teams that must standardize executive comparisons
Heidrick & Struggles and Korn Ferry emphasize structured evaluation artifacts and standardized assessment steps so executive decisions remain consistent across leadership searches.
Organizations that prioritize re-engaging prior talent over restarting sourcing
Cielo and Kelly Services build value around candidate rediscovery and talent-pool reuse patterns that support re-engagement across new or updated requisitions.
Teams hiring scoped technical roles that need curated engineering talent pools
Andela focuses on recruiter-led screening and structured talent-pool curation for scoped engineering roles, which reduces reliance on internal sourcing coverage for each opening.
Recruiting operations that need human-gated AI evaluation for nuanced roles
Turing and PeopleScout keep human review and recruiter-owned shortlist ownership as workflow gates so AI-assisted evaluation does not become fully automated candidate decisioning.
Common mistakes when buying AI recruiting services
Buyers often assume AI recruiting is mainly a candidate search engine. This set shows that execution details like requisition intake discipline, structured evaluation artifacts, and recruiter-owned shortlist ownership drive outcomes more than matching claims.
Selecting a vendor based on AI matching claims while ignoring requisition intake discipline
Heidrick & Struggles and ManpowerGroup both rely on disciplined requisition intake so AI-assisted recommendations stay aligned to the criteria recruiters will review.
Expecting deep ATS and CRM automation depth without confirming the service’s actual integration focus
PeopleScout, Turing, and Kelly Services position workflow governance around recruiter ownership rather than developer-first integration, so integration depth can become an onboarding effort.
Treating human-in-the-loop as a guarantee of governance without structured evaluation artifacts
Korn Ferry and Heidrick & Struggles pair human control with structured assessment frameworks, while vendors that lean more on recruiter coordination can produce inconsistent comparisons if scoring rubrics are not enforced.
Over-investing in rediscovery workflows when candidate reuse is not operationally feasible
Cielo’s rediscovery pattern depends on strong job intake and ongoing configuration discipline, so teams without intake consistency will see weaker talent-pool reuse outcomes.
How We Selected and Ranked These Providers
We evaluated ManpowerGroup, Adecco, Heidrick & Struggles, Korn Ferry, Andela, Toptal, Cielo, PeopleScout, Kelly Services, and Turing on features and ease of operation plus value for recruiting teams running AI-assisted hiring. Features carried 40% of the score based on how each provider executes requisition intake to shortlist workflow, structures evaluation steps, and supports candidate rediscovery or campaign cadence.
Ease and value each carried 30% of the score based on how directly the service can be run as a managed recruiting workflow without requiring the buyer to build its own coordination layer. ManpowerGroup separated itself with managed requisition intake-to-shortlist execution as an operational workflow and with human-in-the-loop review keeping final decisions under recruiter control.
Frequently Asked Questions About ai recruiting
How does requisition intake work differently across ManpowerGroup, Korn Ferry, and Cielo?
Which provider handles candidate rediscovery and talent-pool reuse best for reactivated roles?
When do human-in-the-loop gates appear in Toptal, PeopleScout, and Turing workflows?
What breaks if ATS and CRM integration scope is underestimated for Adecco, PeopleScout, and Cielo?
How do structured evaluation artifacts differ between Heidrick & Struggles and Korn Ferry?
Which model fits when the hiring team needs AI-assisted sourcing without building exposed search and ranking APIs?
How do admin controls and governance surface in GTM Recruiting Partners versus PeopleScout and ManpowerGroup?
What security and compliance controls matter most for Heidrick & Struggles and Kelly Services?
When onboarding and data migration are heavy, where does the workflow model reduce internal change, and where does it increase it?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
- Employment CareerTop 10 Best AI Engineer Recruiting Services of 2026
- Employment WorkforceTop 10 Best AI Based Recruitment Services of 2026
- Employment CareerTop 10 Best Ag Recruiting Services of 2026
- Employment CareerTop 10 Best AI Interview Services of 2026
- AI In IndustryTop 10 Best AI Automation Agency Services of 2026
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