AI is part of my process. But, so is actually caring about people.

Those two things have never been in conflict for me.

I use AI to move faster on the administrative stuff — so I can slow down when it matters. The screening questions. The follow-up. The conversation where someone tells me what they actually want from their next move.

That part doesn’t get automated. Ever.

I think the fear around AI in recruiting is real — but it’s not about the tool. It’s about what some people are choosing to do with it.

Use it to disappear? Candidates feel that.

Use it to show up better? They feel that too.

My job has always been to connect the right person to the right opportunity. AI just helps me do more of that — without losing sight of the human being on the other side of the process.

That part’s non-negotiable for me.

#Recruiting #TalentAcquisition #CandidateExperience #AIinHR #HumanFirst #hiring

I’m a recruiter and I use AI. But not for what you think.

I use AI for:

→ Creating automations in my ATS that send calendar invites to candidates I want to interview
→ Taking notes during meetings so I can go back, reread what the client really wants, and better articulate what I’m looking for
→ Linking my website to my CRM and email

I could go on and on, but essentially, I use AI to automate and streamline parts of my admin workload.

🙅🏻‍♀️ But I DON’T use AI for:

→ Talking to clients and really understanding what they want
→ Identifying gaps in their team and helping them figure out what they should actually be hiring for
→ Reviewing candidate profiles and applications (yes, I, a human, go through each and every application)
→ Headhunting strong candidates who aren’t actively looking for a job
→ Negotiating offers with candidates
→ Being a caring recruiter who genuinely wants to help people

I know there’s a massive debate about whether AI is here to take our jobs.

In recruitment, it’ll probably replace the admin load and *hopefully* make it a better experience for everyone. But it’ll never replace the human side.

Recruitment will (and should) always be fundamentally human.

What do you use AI for in your job? And what would you never use it for?


👋 Hey! I’m Laura, Head of Up Talent
🙌 I help startups hire brilliant marketers
💌 Want more insights on start-up marketing and hiring better? You’ll love my newsletter!

It's Monday. Stop letting manual administrative tasks slow down your search. ⚙️🤖

As a Recruiter with an engineering background, my obsession is always efficiency. In a fast-moving market, the recruiters who win are the ones who automate the noise so they can focus on the human connection.

If you are looking to accelerate your workflow this week, here are the top 3 ways I am leveraging AI right now - without compromising compliance or executive quality:

1. Building Executive Market Reports with Claude 📊 When I’m working on Director, VP, or SVP roles with leadership, they don’t want a list of names; they want market intelligence. I use Claude as a "thinking partner" to help structure talent maps, organize salary benchmarking data, and build polished executive-level reports. It turns hours of data-crunching into a strategic overview in minutes.

2. Polishing Interview Notes with Gemini (Compliance-Safe) ✍️ Like many of you in regulated industries like banking or tech, I cannot use AI transcription bots during live interviews due to strict data privacy and compliance. My workaround? I take my raw, messy, bulleted notes from the call, feed them into Gemini, and ask it to structure, clean, and format them into a highly professional summary. It saves my hands from typing, keeps my data secure, and delivers flawless notes to Hiring Managers.

3. Next-Gen Sourcing with LinkedIn’s "Hiring Assistant" 🔍 Sourcing for niche tech roles can be a black hole. Using LinkedIn’s built-in AI assistant helps pipeline building by identifying overlapping skills and "passive" talent patterns that traditional Boolean strings might miss. It doesn't replace the recruiter's eye, but it speeds up the initial calibration.

💡 Bonus Recruiter AI Tip: If you haven't looked into autonomous AI agents like Manus, keep an eye on them. We are moving from "chatbots" to "agents" that can execute multi-step research workflows in the background while you are on the phone interviewing.

The goal of AI in TA isn't to replace the human element - it’s to buy us the time to actually be human.

Recruiters: How are you using AI to "debug" your workflow this Monday? What’s your favorite prompt right now? Let’s share notes below! 👇

#TalentAcquisition #TechRecruiting #AInTA #ExecutiveSearch #RecruitmentEfficiency

GoodTime has released Cori, a proactive digital teammate that takes action to keep hiring moving, from first touch to final interview.

The amount I use AI for over the last few months has increased exponentially, yet I still class myself as user rather than truly adopting AI.


Today i've set up a fitness and protein tracker for the week.
I've used it to help with some garden design.
It's helped me write a basic advert for an AI Software role.
It's helped me build a 6 week football coaching plan.
It's been my sound board for a new management role i'm expecting in.
It's even helped me build the layers to make canva look like an old amber CRT.


The one thing it doesnt help with is my content - not because it wouldnt be good at ti - it would definitely get better engagement than the stuff I create... But the people piece is mine - i'm not handing over my writing, my resourcing, my profiling to a machine - when I do that then wheres the achievement?

When a post does well and generates conversation - thats on me!
When I find someone their perfect career - thats my contribution!
When I make a mistake - its mine to learn from!


AI is now my administrator andits better and faster at lots of the basics than I can ever claim to be - a lot of the stuff I just wouldnt have bothered doing before.


The people i'm hunting for though - are the AI Natives - the engineers who have agents writing code and building products, all orchestrated by their skills and experience - the managers who have teams building with AI and are managing both the humans and the controls and security around AI generation - these people still blow my mind!

Everyone keeps saying AI is going to replace recruiters.

And I won’t lie… I’ve had a few 3am wake-ups recently thinking,
“cool, is this how it ends for us then?”

Sweaty. Spiralling. The lot.

But then I actually sat and thought about what we just did with Netflix.

That room didn’t happen because of automation.

It happened because of:

– conversations
– introductions
– referrals
– gut feel
– knowing who to bring together (and who not to)
– and a lot of very human follow-up, nudging, and relationship building

You don’t get that from a prompt haha. These folks need nurture and time and a friendly voice to chat to.

Look - I love AI. I use it all the time. Literally...

Design, structure, ops, fixing my terrible grammar… all of it.

We’ve even brought Madeleine Grist in to properly look at how we scale edenity with AI at the core.

It’s a tool. A very good one.

But will it replace me?

No.

Because this job, when it’s done properly, isn’t just about matching CVs to job specs.

It’s judgement.
Context.
Trust.
Energy.
Timing.

Reading between the lines when someone says “I’m not looking”… but actually is.

That doesn’t come from data alone.

It comes from years of being in it.

My lasting thoughts?

AI will replace average.

It’ll speed up the obvious.

It’ll probably expose a lot of lazy recruitment. And there is A LOT of that (sorry, not sorry)

But the people who actually build communities, create trust, and bring the right humans into the right rooms?

We’re fine.

Also… for full transparency…

I did ask AI to help me write this post about AI.

So make of that what you will 😉

Selina Harmsworth Madeleine Grist

#edenity

AI in recruitment isn’t about doing less work.
It’s about doing more of the 𝙧𝙞𝙜𝙝𝙩 work, at the same time.
Lately, I’ve been using Copilot Facilitator at BDO Belgium in a slightly different way.
Not just as a meeting assistant, but as a way to multiply the value of every conversation.
Instead of juggling note-taking, structuring feedback, and trying to stay fully present during interviews…
Copilot runs in the background and takes care of the capture and structure.
What that means in reality:
✔️ Fully focused on the candidate during interviews
✔️ Structured notes and summaries ready right after
✔️ Easier alignment across interviewers
✔️ No more rewriting what was already said
This is where AI really adds value 👇
It doesn’t replace the recruiter, it removes the friction.
Interviewing has always been one of the most cognitively demanding parts of the job.
You’re listening, evaluating, probing, and documenting… all at once.
AI changes that.
It lets you focus on the human side of the conversation, while it handles the rest.
And the best part?
You’re still in control of the judgment, the decisions, and the relationships,
the things that actually make great recruiters stand out. 😉
The future isn’t AI vs recruiters.
It’s recruiters who know how to work with AI vs those who don’t.
A big thank you to Elke Verstraeten, colleague and AI ambassador within BDO, for guiding me through this. 🙏
Curious about how you are using AI in your interview process today?

#Recruitment #AI #TalentAcquisition #FutureOfWork #Hiring #RecTech

AI conducts a full pre-screening interview with every candidate. Every hiring round that follows is coordinated automatically. No phone screens, no scheduling emails, just the right people ready to meet.

CLEVELAND, April 30, 2026 /PRNewswire/ -- uRecruits, the AI recruitment software platform for HR teams, recruiters, and staffing agencies, today announced the simultaneous launch of two new capabilities inside uR Agent™, its conversational hiring assistant: the AI Pre-Screening Agent and the Interview Scheduling Agent. Both are live immediately for all customers on every plan, from $39 per month.

Here's 5 recruiting agents I use daily at Abnormal AI.

🔍 Outbound Sourcer: Thinks like a top recruiter and a top candidate at the same time. Reads the profile, infers what motivates them, writes outreach that actually lands. Not templates. Actual personalization at scale.
📝 Intake Agent: Stops bad reqs before they open. Pushes back on vague job descriptions and forces clarity on what "good" actually looks like. Less interview noise. Fewer late-stage surprises.
🎯 Debrief Synthesizer: Turns messy panel feedback into a clear hiring decision. Flags conflicting signals, catches bias patterns, and makes a recommendation. Hire, no hire, and why.
🦄 Recruiting Ops Automator: Finds where your process is quietly breaking. Time-in-stage, funnel drop-off, and offer slowdowns — surfaced automatically, no manual report needed.
🏆 Talent Brand Agent: Keeps your voice consistent across every candidate touchpoint. Same positioning, same tone, no drift. It also includes employee stories for the different job families.

The numbers across two quarters: 88% offer acceptance with a 46.6% InMail response rate — nearly 2x benchmark, up 22.6% since October.

That's what recruiting on systems looks like. Most teams have the same tools.

The gap is whether you're building or waiting.

Most recruiters are leveraging AI in the wrong way and wonder why candidate experience is getting worse...

Over time, my hires are more or less evenly split between:
- Applications
- Referrals
- Sourced/headhunted.

The real time-killers remain painfully human:
- Reviewing 1000s of applications
- Rallying colleagues for referrals
- Sourcing & engaging passive talent

Once suitable and relevant candidates are in the funnel, they all get pre-screened and interviewed.

I use AI for:
✅ Summarising lengthy interview transcripts
✅ Sharing job, interview, team & culture details with candidates at scale
✅ Analysing my own hiring data

I DO NOT use AI for

❌ Reviewing or rejecting applications
❌ Engaging and messaging passive talent
❌ Conducting actual interviews

AI should elevate my experience as a recruiter, not replace my judgement or ability to interact with candidates.

Agree?