Anthony Munyi, the founder of Rocket Jobs. Munyi delves into the challenges of Artificial Intelligence bias in hiring, the global expansion of African startups, and the role of technology in the future of work. PHOTO/ GLORIA HAGUMA
What inspired the launch of Rocket Jobs, and what problem are you solving in the global hiring landscape?
We are addressing a critical challenge: the struggle to find that first job. Most people start their careers in entry-level positions such as sales, marketing, reception, delivery, or customer service roles.
However, many graduates and job seekers don’t know where to begin, and they often lack the networks to connect them to potential employers.
People always say, "You need to know someone to get a job." But what if you don’t? Many job seekers are left in the dark, unaware of the vast number of opportunities that exist. The average job seeker is only aware of about 1 percent of the jobs they qualify for. The other 99 percent remain offline or are buried in job boards that are difficult to navigate.
The current job search experience is frustrating, people have to visit multiple job websites, sift through endless listings, and apply manually, often repeating the same information over and over again.
e believe that finding a job should be easy. Instead of job seekers searching for jobs, we think jobs should find them. That’s the core idea behind Rocket Jobs.
How do you use technology to make job hunting easier?
Our platform is designed to eliminate the tedious aspects of job searching. When a user signs up, they simply upload their resume. Using AI, our system then matches them with jobs that align with their skills and experience.
Unlike traditional job boards, where users have to manually search and apply, Rocket Jobs curates a personalised list of opportunities. Job seekers receive instant notifications when new roles that match their profile become available.
Another key innovation is our simplified application process. We extract all relevant information directly from a job seeker’s resume—education, work experience, contact details—so they don’t have to fill out endless forms. Our goal is to remove unnecessary friction and make job applications seamless and efficient.
Your mission is to build a hiring utility for the next billion jobs. What does that look like in practice, and how do you plan to scale?
The first step is identifying where these jobs will come from. We see significant job growth in emerging markets such as Africa, South America, and particularly India, which will be a major hub for employment in the coming years.
At the same time, the United States remains the world's largest job market, accounting for about 40 percent of the global job economy. With that in mind, our expansion strategy prioritises these key markets. We plan to launch in the U.S. in September 2025, followed by India in early 2026.
We want to position Rocket Jobs as the go-to hiring partner for major events, industries, and organisations. For example, global competitions and sports teams often require large-scale hiring efforts. Imagine if an event like the FIFA World Cup had an integrated job platform for hiring event staff—this is the kind of innovation we want to bring to the hiring space.
What is your long-term vision for Rocket Jobs?
Our vision is to make hiring effortless for both employers and job seekers. We want to eliminate the barriers that prevent people from accessing job opportunities and create a world where anyone, regardless of their background or connections, can find work easily.
Through AI-driven technology, strategic partnerships, and global expansion, we aim to become the most efficient hiring platform for the next generation of workers. The future of job hunting should be seamless, and at Rocket Jobs, we’re committed to making that a reality.
AI bias in hiring is a common concern. How do you ensure fairness and inclusivity on your platform?
That is a great question. AI is a powerful tool, but it should not replace the hiring manager. AI is not reliable enough to make the hiring decision. Instead, it should assist by providing key insights in real-time. Our platform does not tell you whom to hire; rather, it processes vast amounts of data and highlights relevant information based on your specific needs.
For example, if you receive 1,000 applications, our AI can filter candidates based on predefined criteria—years of experience, industry background, required skills, or language proficiency. This approach allows hiring managers to make more informed decisions without AI imposing a ranking that could introduce bias. By ensuring AI only summarises data rather than making final decisions, we create a sustainable way to reduce bias in hiring.
You mentioned launching in North America and India. As a Kenyan startup, how do you navigate global expansion while staying rooted in East Africa?
That is something we have had to think about deeply. While our core team and operations will remain in East Africa, we recognise that to better serve Africa, we may need to succeed elsewhere first. This is a model that Chinese companies have executed well—they went to international markets, proved their capabilities, and then reinvested in their home country.
For us, it is not just about business expansion but also cultural representation. Africa is unique —our vibrancy, our music, our style, our laughter. We want to bring that essence to the global stage. Our goal is not just to build a successful company but to ensure Africa has a seat at the global table.
What industries or markets have shown the highest demand for AI-driven hiring solutions?
The financial sector has been one of the fastest adopters, especially with AI-driven credit scoring and loan assessments.
The technology industry, particularly software engineering, has also embraced AI in hiring. Beyond that, we see emerging interest in e-commerce, where AI helps optimise hiring for customer support and logistics.
Other sectors, like manufacturing and education, show great potential for AI adoption but are still in the early stages. In education, for instance, AI can revolutionize recruitment by matching educators with institutions based on specific skills and needs.
As a startup founder in the African tech space, what has been your biggest lesson?
One key takeaway is that the expectations of growing a startup in Africa differ significantly from those of scaling internationally. African investors often prefer impact-driven startups, whereas global investors focus on market size, scalability, and financial returns.
Another lesson is the power of community. The African startup ecosystem is incredibly supportive. We are at this Web Summit thanks to TechConnect Africa, which secured discounted slots for 20 African startups. Initiatives like these highlight the potential of African entrepreneurs to lift one another.
How do you see African startups shaping the future of work on a global scale?
Africa is on track to have one of the world’s largest workforces, with a projected population of 2.5 billion by 2050. The question is whether this will be a blessing or a challenge. Many developed markets are experiencing workforce shortages, creating opportunities for Africa to supply skilled labour.
However, with advancements in AI and robotics, there is also the risk of automation replacing human jobs.
The key for African startups is to build solutions that prepare our workforce for the digital economy. We must focus on upskilling, creating AI-driven job-matching platforms, and ensuring that Africa is not left behind in the tech revolution.
Ultimately, we need thousands of successful startups—not just one unicorn—to drive economic transformation across the continent.
