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AI-Powered Recruiting & HR – Your Complete Freelancer Setup

You don't need an HR degree. You don't need a recruiting company. What you need is an understanding of the right AI tools, a knack for...

Author: Ian Niklas Bomke · Marketing KI OldenburgJune 10, 2026Last reviewed: June 10, 202623 min read Reading time

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Blog overview

AI-Powered Recruiting & HR — Overview 2026

Imagine you own a 15-person software company in Munich. You urgently need a frontend developer. What happens?

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You don't need an HR degree. You don't need a recruiting company. What you need is an understanding of the right AI tools, a feel for human processes, and the ability to show SMEs how much simpler recruiting can be.

Tools in this article

Matched to the topic — with affiliate link when available (no extra cost for you).

1. Why AI Recruiting Will Boom in 2026

The SME Problem

Imagine you own a 15-person software company in Munich. You urgently need a frontend developer. What happens?

You write a job ad – to the best of your knowledge
You post it on three job boards
You get 80 applications. 60 of them are completely unqualified
You spend 12 hours sifting through resumes
You invite 8 candidates for an interview. Three don't show up. Two are disappointing
After 6 weeks, you still don't have a new employee

This is not an isolated case. This is the standard.

The Hard Numbers

Average time to fill a position in Germany (2025): 112 days for skilled workers (Source: StepStone Salary Report 2025)
Cost of a bad hire: €10,000–€30,000 for SMEs (Calculation: lost productivity + recruiting costs + onboarding)
Percentage of applicants who drop out due to overly complex processes: 60% (Source: TalentLMS Candidate Experience Report 2025)
SMEs using AI in recruiting (2025): only 18% (Source: Bitkom Digital Office Report 2025)

The gap is huge. And that's exactly where your opportunity lies.

Why You Are the Perfect AI Recruiting Consultant as a Freelancer

SMEs have a problem they can't solve themselves – not because they're stupid, but because they don't have the time. The CEO is simultaneously a salesperson, controller, IT admin, and HR manager. They don't have the capacity to wade through 50 AI recruiting tools.

You can do that. And you can do it better.

Your offering as a freelancer:

You analyze the SME's existing recruiting process
You recommend the right AI tools for their budget and needs
You implement the tools and train the team
You optimize job ads, applicant communication, and selection processes
You deliver measurable results: shorter time-to-hire, better candidate quality

What you need for this:

Understanding of recruiting tools and their strengths/weaknesses
Ability to analyze and optimize processes
Communication skills to explain the benefits to skeptical SME owners
Your own experience with the tools (you don't have to master them perfectly, but understand them)

2. Your Offering as an AI Recruiting Freelancer

What services can you offer?

1. AI Recruiting Audit (One-time)

What: Analysis of an SME's existing recruiting process
Scope: Process analysis, tool recommendations, optimization suggestions
Price: €500–€1,500 (depending on company size)
Duration: 1–2 weeks

What you check in the audit:

How are job ads currently created?
Which job boards are used?
How is applicant pre-selection carried out?
How long does the entire process take?
Where are the biggest bottlenecks?
Which tools are already being used?

2. AI Tool Implementation (One-time)

What: Setup and configuration of AI recruiting tools
Scope: Tool selection, setup, team training
Price: €1,000–€3,000 (depending on tool and complexity)
Duration: 2–4 weeks

3. Recruiting Process Optimization (Ongoing)

What: Continuous optimization of the recruiting process
Scope: Monthly analysis, tool optimization, reporting
Price: €500–€1,000/month
Duration: Minimum 6-month contract

4. Job Ad Optimization (Per Position)

What: AI-powered optimization of job ads
Scope: Analysis, optimization, A/B testing
Price: €100–€300 per job ad
Duration: 2–3 days per ad

5. Employer Branding Consulting (Ongoing)

What: Strategy and implementation of employer branding measures
Scope: Content strategy, social media management, career page
Price: €800–€2,000/month
Duration: Minimum 6-month contract

How do you find clients?

1. LinkedIn (the most important channel)

Post regularly about AI in recruiting
Share case studies (even hypothetical ones)
Contact HR managers in SMEs directly
Use LinkedIn search: "HR Manager" + "Mittelstand" + [City]

2. Networking Events

Chamber of Commerce events
HR Tech meetups
Founder events
Digitalization workshops

3. Content Marketing

Blog about AI in recruiting
LinkedIn articles
YouTube tutorials
Newsletter

4. Referrals

Satisfied SME clients will recommend you
Cooperate with tax advisors, business consultants, business angels

3. Writing AI-Powered Job Descriptions

The Problem with Most Job Descriptions

Most job descriptions are boring, generic, and full of jargon. They attract the wrong people and drive away the right ones. Typical mistakes:

Too many buzzwords: "We're looking for a dynamic team player with a startup mentality"
Unclear requirements: "Experience with modern web technologies" – which ones exactly?
Lack of personality: No one learns why this company is different
Gender-biased language: "The candidate" instead of "you" – excludes potential applicants

AI Tools for Job Optimization

1. Textio

What it does: Analyzes job descriptions in real-time and provides suggestions for more inclusive, engaging language
Price: Enterprise pricing, upon request (estimated €500–€1,500/month)
Use for freelancers: Good for consulting, but rather expensive for your own work

2. Ongig

What it does: Job Description Intelligence – analyzes job descriptions for bias, readability, and keyword optimization
Price: Starting from approx. €200/month
Use for freelancers: Practical if you advise multiple SMEs

3. ChatGPT / Claude (the insider tip)

What it does: Free or low-cost AI assistants that can optimize job descriptions
Price: ChatGPT Free (GPT-4o mini), ChatGPT Plus $20/month, Claude Pro $20/month
Use for freelancers: This is your main tool. Why? Because it's more flexible, cheaper, and often just as good as specialized tools.

Step-by-Step: Optimizing Job Descriptions with AI

Step 1: Analyze the existing job description

Copy your job description into ChatGPT/Claude and use this prompt:

Critically analyze the following job description:

[INSERT JOB DESCRIPTION]

Please evaluate:
1. Readability (Is it understandable for someone outside the industry?)
2. Inclusivity (Is there gender-biased language? Phrasing that excludes certain groups?)
3. Attractiveness (What would convince you as an applicant? What's missing?)
4. Keyword optimization (Are the right search terms used for job boards?)
5. Structure (Is the ad logically structured?)

Give me concrete suggestions for improvement for each point.

Step 2: Create an optimized version

Create an optimized version of the job description based on your analysis. Consider:
- Engaging, personal language (you-form)
- Clear, specific requirements (no vagueness)
- Authentic employer branding (why is this company a good employer?)
- Inclusive language (gender-neutral, no age bias)
- SEO-optimized keywords for StepStone, Indeed, and LinkedIn

Additional company information:
[INSERT COMPANY DESCRIPTION]

Step 3: Prepare for A/B testing

Create two variants:

Variant A: Classic-professional (for conservative industries like insurance, skilled trades)
Variant B: Modern-personal (for creative industries, tech, startups)

Step 4: Post on job boards and track results

Track for each variant:

Number of views
Number of applications
Quality of applications (how many are qualified?)
Conversion rate (views → applications)

Example: Before vs. After

Before (typical SME job description):

We are a medium-sized IT services company looking for an experienced software developer (m/f/d) for full-time employment as soon as possible. You have at least 3 years of experience in software development and are proficient in common programming languages. We offer an attractive salary, flexible working hours, and a great working atmosphere.

After (AI-optimized):

Software Developer (m/f/d) – You build the future for our customers

Do you love solving complex problems with elegant code? At [Company Name], you'll develop software solutions for clients in the financial and logistics industries – from the initial idea to ongoing operations.

What you bring:

3+ years of experience in Python or JavaScript/TypeScript

Experience with React or Vue.js

Understanding of cloud infrastructure (AWS or Azure)

You enjoy working in a team but can also work independently

What we offer you:

€55,000–€70,000 annual salary (depending on experience)

30 days of vacation + 2 additional days off for Christmas and New Year's Eve

Hybrid work: 3 days in the office, 2 days remote

€500/year professional development budget

Modern tech stack, no legacy systems

Next steps: Apply with your resume and a brief sentence explaining why this position interests you. We'll get back to you within 5 business days.

The difference: The second version is more specific, personal, transparent, and directly addresses the applicant. It automatically filters better because unqualified applicants self-select out.

4. AI Applicant Pre-Selection

The Problem: Too Many Applications, Too Little Time

An SME receives an average of 50–150 applications for a job posting. Of these, perhaps 10–20 are relevant. Manually sifting through the rest is a waste of time – and subjective.

AI Tools for Applicant Pre-Selection

1. Fetcher (AI Recruiting Software)

What it does: Automated sourcing – finds suitable candidates on LinkedIn, GitHub, Stack Overflow
Price: Starting from approx. €300–500/month
Strengths: Automated outreach, candidate pool management
Weaknesses: Expensive for very small SMEs

2. XOR

What it does: AI-powered recruiting automation – chatbots, automatic scheduling, screening
Price: Starting from approx. €200–400/month
Strengths: Good chatbot functions, automated communication

3. Humanly

What it does: AI recruiting assistant for chatbots, screening, and interview scheduling
Price: Starting from approx. €150–300/month
Strengths: Easy setup, good candidate experience

4. ZappyRecruit

What it does: AI-powered applicant tracking system (ATS) with automated screening
Price: Starting from approx. €50–150/month – one of the most affordable options
Strengths: Price-performance, ease of use, good for SMEs

5. Paradox (Olivia)

What it does: Olivia is an AI chatbot that automates the entire recruiting process
Price: Starting from approx. €500–1,000/month
Strengths: Very good candidate experience, 24/7 availability

Comparison Table: AI Recruiting Tools

Tool	Price/Month	Best for	GDPR?	German?
ZappyRecruit	€50–150	Budget ATS	✅	✅
Humanly	€150–300	Chatbot Screening	✅	✅
XOR	€200–400	Chatbot + Automation	✅	✅
Fetcher	€300–1,000	Automated Sourcing	✅	✅
Paradox/Olivia	€500–1,000	Full Automation	✅	✅
HireVue	€500–2,000	Video Interviews	⚠️ Check!	✅
ChatGPT/Claude	Free–€20	Job Ads, Prompts	✅	✅

Step-by-Step: Setting up AI Screening

Step 1: Define the Requirement Profile

Before setting up any tool, you need clarity:

Position: [Title]
Must-Have Hard Skills: [e.g., Python, React, AWS]
Nice-to-Have Hard Skills: [e.g., Docker, CI/CD]
Must-Have Soft Skills: [e.g., Teamwork, Communication]
Nice-to-Have Soft Skills: [e.g., Leadership Experience]
Minimum Experience: [e.g., 3 years]
Salary Range: [e.g., €55,000–70,000]
Location/Remote: [e.g., Hybrid, 3 days office]

Step 2: Enter Screening Criteria into the Tool

Most tools allow you to define screening questions:

"How many years of experience do you have with Python?"
"Do you have experience with cloud infrastructure (AWS, Azure, GCP)?"
"Are you willing to come to the office 3 days a week?"
"When can you start?"

Step 3: Set up Automated Evaluation

Define scoring systems:

Each relevant answer earns points
Minimum score for advancing to an interview
Automatic rejection below threshold (with a friendly email!)

Step 4: Automate Applicant Communication

No applicant should disappear into the void:

Acknowledgment of receipt (immediate)
Feedback after screening (5 business days)
Rejection (with constructive feedback)
Interview invitation (with all information)

Step 5: Track and Optimize Results

Track monthly:

How many applications were received?
How many were accepted by AI screening?
How many of the accepted candidates were actually qualified?
How long did the entire process take?

5. AI Interview Bots & Automated Interviews

Why Interview Bots?

An SME can't personally interview every candidate – there just isn't enough time. But an initial screening interview is essential. This is where interview bots come in.

How They Work

Candidate receives a link to the interview bot
Bot asks standardized questions (via text or video)
AI evaluates answers
Recruiter receives a summary and recommendation

Tools in Detail

Paradox (Olivia) – The Interview Chatbot

Olivia conducts structured interviews via chat. Candidates answer at their own pace, Olivia asks follow-up questions and evaluates the answers.

Advantages:

Candidates can answer anytime (24/7)
No scheduling needed
Standardized – every candidate gets the same questions
Reduces unconscious bias

Disadvantages:

Some candidates find chat interviews impersonal
Complex answers are difficult to evaluate in chat

Humanly – The Balanced Middle Ground

Humanly combines chat interviews with structured evaluation. Less invasive, but more structured than a pure chat conversation.

Advantages: Good candidate experience, GDPR compliant, easy setup Disadvantages: Less known, limited integrations

HireVue – Video Interviews with AI

Candidates answer questions via webcam. The AI analyzes speech, word choice, and (optionally) facial expressions.

⚠️ Important: Before using in Germany, absolutely check data protection! Facial recognition is particularly critical in the EU.

Step-by-Step: Setting up an Interview Bot

Step 1: Define Interview Questions

Create 8 structured interview questions for the following position:

Position: [TITLE]
Must-have Skills: [SKILLS]
Company Culture: [DESCRIPTION]

The questions should cover:
1. Technical competence (2 questions)
2. Problem-solving (2 questions)
3. Teamwork/Communication (2 questions)
4. Motivation/Company fit (2 questions)

Formulate the questions so they can be answered in a chat.

Step 2: Define Evaluation Criteria

For each question, define:

What is a good answer? (Bullet points)
What is an average answer?
What is a weak answer?
Which answers are "dealbreakers"?

Step 3: Configure the Bot

In Humanly or Paradox:

Enter questions
Store evaluation criteria
Define automatic feedback
Set escalation rules

Step 4: Test

Before you launch the bot:

Have 3–5 colleagues/friends test the bot
Collect feedback on usability
Adjust questions and evaluation criteria

Step 5: Go Live and Optimize

Start with a small group (10–20 candidates)
Compare AI evaluations with human assessments
Adjust criteria if the AI systematically evaluates incorrectly

6. Employer Branding with AI

Why Employer Branding is Important for SMEs

SMEs often think: "Employer branding is for large corporations." Wrong. SMEs, in particular, have a unique employer branding strength: authenticity. You can tell real stories, show real people, and communicate real values.

AI Tools for Employer Branding

1. Canva (with AI features)

Price: Free–€12/month
Use: Social media posts, career pages, "employee of the month" graphics

2. Jasper / Copy.ai

Price: Jasper from €39/month, Copy.ai from €16/month
Use: Social media posts, blog articles, career page texts

3. Synthesia

Price: From €22/month
Use: AI-generated videos with avatars for employer branding

4. ChatGPT / Claude

Price: Free–€20/month
Use: Your main tool for all employer branding texts

Step-by-Step: Employer Branding Strategy

Step 1: Define Your Employer Value Proposition (EVP)

I am a freelancer advising an SME on recruiting. The company:

Industry: [INDUSTRY]
Size: [NUMBER] employees
Location: [LOCATION]
Special features: [WHAT MAKES THE COMPANY DIFFERENT?]

Help me define the Employer Value Proposition (EVP):
1. Why should someone work here?
2. What does this company offer that others don't?
3. How can this message be communicated authentically?
4. Create 5 slogans/taglines for the career page.

Step 2: Create a Content Calendar

Create a 3-month content calendar for employer branding:

[COMPANY DESCRIPTION]

- 2 social media posts per week (LinkedIn, Instagram)
- 1 blog article per month
- 1 video per month

For each post: topic, description, call-to-action, hashtags.

Step 3: Generate Employee Stories

Create 10 interview questions for employee stories for employer branding.
The questions should be:
- Authentic and personal
- Reflect the company culture
- Interesting for potential applicants
- Not sound like artificial PR

Step 4: Optimize Your Career Page

A good career page has:

Hero image/video: Emotional, authentic
EVP: Why should someone work here? (3–5 bullet points)
Employee Stories: Real stories, real photos
Open Positions: Clear, with prominent "Apply" buttons
Benefits: Concrete and visually presented
FAQ: Common questions from applicants

7. Your Business Model & Pricing

Pricing Strategy

Entry-Level Offer (Lead Generation):

Free AI Recruiting Audit (30 minutes, online)
Goal: Build trust, identify needs

Core Offer (Revenue):

AI Tool Implementation + Training
Monthly Optimization Packages

Premium Offer (High-Margin):

Full Recruiting Outsourcing with AI
Employer Branding Strategy and Implementation

Price Table

Service	Beginner	Experienced	Expert
Audit	€500–€800	€1,000–€1,500	€1,500–€2,500
Implementation	€1,000–€1,500	€2,000–€3,000	€3,000–€5,000
Retainer/Month	€500–€700	€800–€1,200	€1,200–€2,000
Job Ad	€100–€150	€150–€250	€250–€400

8. Data Protection & Ethics in AI Recruiting

1. Legal Basis: Every automated decision in recruiting requires a legal basis. Mostly: legitimate interest or consent.

2. Art. 22 GDPR – Automated Decisions: An AI system must not make the sole decision on whether someone is hired. It may only serve as decision support. A human must always have the final say.

3. Transparency: Applicants must be informed that AI is used in the recruiting process.

4. Data Minimization: Only collect data relevant to the position. No facial recognition, no health data, no ethnic origin.

5. Retention Periods: Do not store application data longer than necessary (typically: 6 months after rejection).

6. Right to Explanation: If an applicant is rejected by AI, they have the right to an explanation.

Ethical Guidelines

Bias Check: Regularly check whether the AI systematically disadvantages certain groups
Human Oversight: AI should support, not replace
Fairness: All applicants have equal opportunities
Transparency: Communicate openly how AI is used

Data protection impact assessment conducted
Legal basis documented
Applicants informed about AI use
No sole automated decisions
Bias check performed
Retention periods defined
Right to explanation ensured
Data processing agreements concluded with tool providers

9. Step-by-Step Comprehensive Guide

Phase 1: Preparation (Week 1–2)

Task 1: Tool Research

Test the most important tools (at least 3)
Create a comparison matrix
Decide which tools you will recommend

Task 2: Build Your Own Expertise

Create example job ads (before/after)
Practice AI screening with test applications
Develop your standard processes

Task 3: Create Marketing Material

Optimize LinkedIn profile
Create website/landing page
Write first blog article/case study

Phase 2: Customer Acquisition (Week 3–6)

Task 4: Lead Generation

10 LinkedIn posts about AI recruiting
Contact 50 HR managers in SMEs
Offer 3 free audits

Task 5: Conduct Initial Meetings

Analyze needs
Present solution approach
Create offer

Task 6: Acquire First Customer

Start with a small project
Deliver excellent results
Ask for a referral/testimonial

Phase 3: Implementation (Week 7–12)

Task 7: Implement AI Tools

Set up and configure the tool
Conduct training for SME team
Optimize first job ads

Task 8: Optimize Processes

Set up applicant screening
Configure interview bots
Implement automated communication

Task 9: Measure Results

Create before/after comparison
Reporting for SME
Derive optimization suggestions

Phase 4: Scaling (From Month 4)

Task 10: Expand Offer

Employer branding services
Monthly retainer contracts
Additional tools/integrations

Task 11: Automation

Automate your own processes
Create standardized offers
Develop scalable workflows

Task 12: Build Network

Cooperate with other freelancers
Build a referral network
Speak at conferences

10. Prompt Library for Recruiting

Prompt 1: Analyze Job Ad

Analyze this job ad and provide suggestions for improvement:
[JOB AD]
Check for: Gender bias, readability, keywords, emotional appeal
Give a rating 1-10 for each dimension + concrete suggestions.

Prompt 2: Evaluate Resume

Evaluate the following resume against these requirements:
REQUIREMENTS: [REQUIREMENTS]
RESUME: [RESUME]
Provide: Fit in %, strengths, gaps/risks, recommendation, 3 interview questions.

Prompt 3: Rejection Email

Write a friendly rejection email for [NAME].
Position: [POSITION]
Reason: [REASON]
Style: Friendly, respectful, constructive feedback.

Prompt 4: Interview Questions

Create 10 interview questions for [POSITION].
Department: [DEPARTMENT], Team size: [NUMBER]
Cover: Technical competence (3), problem-solving (2), teamwork (2), cultural fit (2), motivation (1)

Prompt 5: Employer Branding Content

Create a LinkedIn post for [COMPANY].
Occasion: [OCCASION]
Style: Authentic, not corporate.
Include: Emotion, call-to-action, 3-5 hashtags.

11. Troubleshooting & Common Mistakes

Mistake 1: AI as a replacement for human decisions

Problem: You recommend an SME to switch everything over to AI. Solution: Always position AI as support. "AI sifts, you decide."

Mistake 2: Too many tools at once

Problem: You recommend 5 tools simultaneously. The SME is overwhelmed. Solution: Start with one tool. "Walk before you run."

Mistake 3: Ignoring data privacy

Problem: You implement HireVue with facial recognition in Germany. Solution: Always check GDPR before recommending a tool.

Mistake 4: Unrealistic expectations

Problem: You promise 80% shorter hiring times. Solution: Be honest: "30–40% improvement is realistic."

Mistake 5: No measurability

Problem: You implement tools but don't measure results. Solution: Define clear KPIs before project start and measure regularly.

Mistake 6: Ignoring candidate experience

Problem: The AI process is efficient, but candidates feel like numbers. Solution: Always keep the candidate experience in mind. Personalized communication, quick feedback.

12. Checklist

Preparation

Tested at least 3 tools
Created sample job postings
Optimized LinkedIn profile
Written first blog articles

Acquisition

Contacted 50 HR managers
Offered 3 audits
Acquired first client
Collected testimonial

Implementation

Set up tool
Conducted training
Defined KPIs
Measured first results

13. Conclusion

AI-powered recruiting is not a dream of the future – it's the present. The tools exist, the prices are affordable, and SMEs urgently need help.

Your next 3 steps:

Today: Create an AI recruiting audit offer and post it on LinkedIn
This week: Test 3 AI recruiting tools and create a comparison matrix
This month: Conduct 3 free audits, convert 1 into a paid assignment

AI will not replace your job as a freelancer. But a freelancer who uses AI will replace one who doesn't.

Get started. Today.

Article 44 – Solo Guide: AI-Powered Recruiting & HR | The Writer | kihustle.tech | 2026

Advanced Chapters: Deep Dive & Practice

Common Mistakes and How to Avoid Them

In this section, we'll cover the most common mistakes beginners make in this field – and how you can avoid them.

Mistake 1: Offering too broadly Most beginners try to be everything to everyone. That never works. Choose a specific niche and become excellent in it. "I do AI editing for e-commerce product photos" is better than "I do AI editing for everyone."

Mistake 2: Quality over quantity It's better to have 5 excellent sample works in your portfolio than 50 mediocre ones. Quality builds trust, trust builds customers.

Mistake 3: Starting with low prices €99 customers are the most demanding and unwilling to pay. A fair introductory price (e.g., 50% of the regular price) signals quality and attracts better customers.

Mistake 4: Not collecting testimonials Without testimonials, only the bravest will buy. Collect a short testimonial after every job and share it on your website and LinkedIn.

Mistake 5: Not documenting processes Without documented processes, you'll keep repeating the same mistakes. Create checklists and SOPs for every workflow.

Mistake 6: Spending too much time on technology The best tool setup is useless if you don't have customers. Invest a maximum of 30% of your time in technology, 70% in marketing and customer acquisition.

Mistake 7: Not iterating Your first offer won't be perfect. Collect feedback, iterate, improve. The best products come from continuous improvement.

Advanced Strategies for Sustainable Growth

Strategy 1: Niche Dominance Become the go-to provider in your niche. If someone Googles "AI product photography for Amazon," your name should appear.

Strategy 2: Build Partnerships Collaborations with non-competitors (e.g., marketing agencies, photographers, web designers) will bring you recurring referrals.

Strategy 3: Productization Turn your service into a product. A standardized package with a fixed price is more scalable than individual assignments.

Strategy 4: Thought Leadership Share your knowledge on LinkedIn, YouTube, in podcasts. Position yourself as an expert. Customers come to you because they know and trust you.

Strategy 5: Build a Community Create a community (Facebook group, Discord, Slack) around your topic. An active community builds loyalty and word-of-mouth.

The Next 90 Days: Your Detailed Action Plan

Month 1: Foundation

Week 1: Define niche, set up tools, start portfolio
Week 2: Create 10 sample works, website/landing page live
Week 3: Contact 20 companies, optimize social media profiles
Week 4: Take on first job, collect testimonial

Month 2: Traction

Week 5: Share case study, contact 30 more companies
Week 6: Make first retainer offers
Week 7: Document processes, create templates
Week 8: 3–5 paying customers, review prices

Month 3: Scaling

Week 9: 5–10 paying customers, content marketing running
Week 10: Set up first automations
Week 11: Initiate partnerships
Week 12: Monthly revenue: €1,000–€3,000, plan next phase

Summary: Your Checklist for Success

This guide was created as part of the AI Money Content System for kihustle.tech. All prices and tool availabilities as of June 2026.

Author: Marketing KI Oldenburg · Published on kihustle.tech