AI is already the most talked-about topic in recruitment - and one of the least understood. Used well, it can strip weeks out of a hiring cycle. Used badly, it can silently entrench the biases it was supposed to remove.
The strongest current applications are unglamorous but powerful: parsing unstructured CVs into comparable data, surfacing candidates from adjacent industries a human recruiter might overlook, and drafting structured interview guides in seconds.
Where we are more cautious is any use of AI to make - or heavily influence - a hire/no-hire decision. Models learn from the past. If your past hiring favoured a narrow profile, an unsupervised model will happily keep doing so at scale.
Our position is simple: use AI to widen the top of the funnel and remove drudgery, and use trained humans to make the final call. The best hiring processes treat AI as a very capable assistant, not as the interviewer.
Handled that way, technology becomes an accelerator for the human judgement that defines great recruitment - not a replacement for it.
