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.

I keep building things and then not knowing how to talk about them.

Not because they're complicated. Because every time I sit down to write a LinkedIn post, I realize the thing I want to say is actually 1,200 words long :)

So I'm putting it all in a new blog. I want us to share what we're building and to show that getting there isn't nearly as intimidating as it sounds. I started where most people start. I made a lot of mistakes. I lost track of time in my home office more than once. And I got somewhere I couldn't have imagined a year ago.

The first post is about the last year: starting with ChatGPT and job descriptions, learning to connect to data, joining Formation Bio, and eventually building tools with Claude Code that I use every single day that have fundamentally changed how I work.

Special shout out to those I've met along the way. Jason Miller , Joe Atkinson and the entire PromptMates community - it's been so fun to learn how to do this in talent together! If you're curious what that actually looks like inside a company that takes AI seriously, I hope you'll read it. https://lnkd.in/eiGPccRK

I've been using Claude for a while now, and one question keeps coming up - will AI take over recruitment? 🤔

Honestly, it's a fair question. AI can parse CVs, write job ads, summarises interviews, and research companies faster than any of us.

So... are we done?

Not even close. And here's why.

Recruitment is one of the most human industries there is.

You're not just matching skills to a job spec. You're figuring out why someone really wants to leave their job. Picking up on the nerves in a candidate's voice. Knowing when a client says "culture fit" they actually mean something else entirely. Reading the room on a difficult conversation.

No algorithm does that.
That's not a skill AI has. That's a people skill.

The recruiters who'll get left behind aren't being replaced by AI, they just stopped picking up the phone.

Skynet can have the admin. The relationships are ours. 💪 🤖

#AIinRecruitment #FutureOfWork #AI #ArtificialIntelligence #Recruitment #TalentAcquisition

been in HR for 6 years and just got access to Claude for our team, trying to figure out what's actually useful vs. what's just hype, so far I've used it to: draft job descriptions (saves me like 30 min each), summarize exit interview notes into themes, help managers phrase tricky feedback emails

that said feel like im barely scratching the surface, what are you all actually automating or streamlining with AI tools? specifically curious about:
- anything that's saved you legit hours per week
- tasks you WISH you could automate but haven't figured out how
- things that flopped/weren't worth it

not looking to replace the human part of my job, just trying to spend less time on the tedious stuff so I can actually talk to people ... tips appreciated

When I first used AI to draft job descriptions and posting ads with conducting search and replying email its instant output left me thrilled yet anxious—amazed by its efficiency, but fearing #TalentAcquisition or HR generalist might be replaced by this invisible tool. As I work with AI daily, I’ve gained a clear view of its pros and cons, and learned how to strengthen myself amid this shift. Such as AI-enabled Moka HR SaaS or LinkedIn redefinment of quality and quantity of output; embrace the power of AI adoption.

AI brings tangible benefits, especially for operational and administrative level. It quickly supplies materials and coherent drafts, acting as my inspiration assistant to free me from repetitive work like researching and outlining. This lets me focus on deep and boosting both quality and productivity. For data analysis, AI sorts messy data, spots trends and anomalies fast, cutting hours of late-night work and speeding up decisions. It handles tedious, mechanical tasks, lifting my efficiency greatly and leaving time for high-value thinking.

Yet AI’s flaws weigh on me and #Everyone. Over-reliance has dulled colleagues’ writing skills, stripping their work of soul until they were replaced. AI also spreads false information confidently, so careless use leads to mistakes. More worrying, it’s replacing routine jobs like simple data analysis, leaving me anxious about my own security.

To stay #irreplaceable, I now craft emotional, user-centric content that AI cannot replicate, and dig into the business logic behind data instead of only trusting AI results. I’m learning video editing and digital operations to diversify my skills, and mastering advanced AI prompts to turn it from an assistant into a partner.

In this fast-evolving AI era, I keep learning like a sponge, follow industry updates, and build cross-domain integration skills to create unique value. AI is opportunity and challenge alike—I will not be over-optimistic or fearful, but keep growing and forge my own way in this changing world.

“The AI Tsunami Is Unstoppable — Here’s How to Ride the Wave. Cultivate Relentless Curiosity. The wave is here. Don’t just survive it—master it”

I have spent nearly three decades in talent acquisition, and one thing has always stayed true.

Recruiting works best when the systems behind it work.
Clear intake. Strong sourcing strategy. Clean workflows. These are the pieces that make the work feel doable instead of chaotic.

In healthcare especially, I have seen how easy it is for recruiters and sourcers to feel overwhelmed when roles are complex, pipelines are thin, and tools do not always keep up. I have also seen how the right process can change everything.

This is the space I love working in.
Intake. Sourcing strategy. Outreach. The small systems that create big wins.

I am also a strong believer in using AI to support the work we do. Not to replace recruiters, but to help us think more clearly, write more effectively, and move faster when it matters most. I use AI every day to build sourcing plans, draft outreach, clean up job postings, and bring structure to the parts of recruiting that often feel messy.

If you care about:
 building better sourcing systems
 improving intake
 modernizing how we approach hard-to-fill roles
 using AI without feeling overwhelmed
 making the day-to-day work feel lighter

You are in the right place.

I will be sharing more of what I have learned over the years. Practical strategies, prompts, sourcing ideas, and lessons that come from real experience in the trenches of healthcare recruiting.

If this resonates, I would love to connect and learn from your work too. Here is to building better systems together.