Drafting and improving job descriptions, postings, hiring briefs, interview questions, interview guides, requisition plans, and recruiting communications

I use AI in my HR work every single day.

And the more I use it, the more convinced I become of one thing:
AI isn't replacing HR. It's reshaping how we work.

It replaces repetitive tasks.
Not human judgment.

It writes the first draft.
Not the final decision.

It automates processes.
Not relationships.

It saves time.
Not empathy.

Because no AI can replace the moments that truly define great HR.
The candidate who calls late at night, anxious about whether they're making the right career move.

The fresher who needs a few extra minutes because confidence hasn't caught up with capability.

The rejection that deserves a conversation, not an automated email.
AI can make HR faster.

But people are what make HR meaningful.
The future of HR isn't AI vs. Humans.

It's AI empowering humans to be better HR professionals. ❤️

#HumanResources #AI #Recruitment #Hiring #FutureOfWork #PeopleFirst #HRTech #Leadership

🚀 AI Recruiter Playbook | Day 1

Most recruiters use AI to write job descriptions.

I use AI to think like a strategic sourcing partner.

One prompt has saved me hours of manual research.

Prompt:

"Act as a Senior Technical Recruiter. Analyze the following job description and provide:
1. The must-have technical skills.
2. The nice-to-have skills.
3. Similar job titles to search.
4. A LinkedIn Boolean string.
5. A GitHub search strategy.
6. Five screening questions.
7. A personalized candidate outreach message.
8. The biggest hiring challenges for this role."

Instead of starting from scratch, I start with a structured hiring plan.

💡 AI won't replace recruiters.

Recruiters who know how to use AI effectively will have an edge over those who don't.

What's your favorite AI prompt for recruiting?

Comment "PROMPT" and I'll share more AI recruiting prompts in this series.

#AIRecruiterPlaybook #TechnicalRecruiter #TalentAcquisition #Recruitment #Hiring #GitHub #BooleanSearch #GenerativeAI #TechHiring #RecruiterLife

I just got a phone call from an AI recruiter bot.

As someone who uses AI daily, I was shocked!

I love tech. I use AI to help source candidates. I use it to write client screens. I even use it to transcribe virtual calls with candidate approval. (I even created this image with AI).

But talking to a bot on the phone felt wrong. It felt like a data-harvesting scam. It lacked any shred of security. Most of all, it lacked humanity.

Call me old-fashioned, but finding a job requires a human touch.
Hiring is built on trust. You cannot build a relationship with an algorithm. I want real partnerships with my clients, recruiters, and candidates.

Automation should enhance our work, not replace our relationships.
Am I alone here?

Should recruiters use AI? Yes (with caveats).

But all the AI and tooling in the world doesn't change the fundamentals. AI doesn't make a bad process good. It makes it fast. And a bad process at scale is the worst version of hiring there is. Point it at a structured, consistent one, and it helps run that process for every candidate. Not speed. Not cleverness. Consistency.

A few things I believe after building this into a real talent function:

▪️ The recruiter stays at the centre. AI can make you faster and better informed. The human still makes the call and owns the outcome.

▪️ The constraint isn't which model is smartest. It's whether it can see the whole hiring story. Scatter it across email, Slack, and half-filled ATS notes, and your AI only ever reasons about the easy half.

▪️ Hiring is two kinds of work. Predictable work you automate. Judgment work AI assists with, but never decides.

▪️ The resume is an even weaker signal now. Both sides have the same tools. That's not a crisis, it's a forcing function for skills-based hiring. It strips away the lazy proxies and rewards the teams who already knew what "good" looks like and built a process to test for it.

I just hosted the first episode of the Pinpoint How-To Series on exactly this.

I walk through the five areas where this changed how I work: intake and role design, candidate management, recruiting content, reporting and insights, and interview prep.

It's 20 minutes, practical, and I share the three red lines I won't cross. Link in the comments.

Really excited to officially launch AI Sourcer in Elly today!

Last fall, we launched a (very early) beta for the AI Sourcer and over the past few months we rebuilt it from the ground up around one core idea:

Sourcing should feel like continuing the hiring conversation, not rebuilding it from scratch.

Almost every recruiting team still uses LinkedIn, boolean searches, spreadsheets, enrichment tools, and outreach platforms just to run a search. With Elly, you can do it all in one tool:
1. Use Elly as a notetaker on a kickoff call
2. Automatically write a JD, create a hiring plan, and build out scorecards
3. Chat to search across 100M+ US-based candidates
4. Ask Elly ~why~ certain candidates are being surfaced and refine the search as needed
5. Run outbound campaigns on email & LinkedIn
6. Use Elly's ATS to run the rest of your process

Try it out here: https://lnkd.in/eNM3ecMr

Next week, we’re hosting a live “old way vs new way of sourcing” showdown. I’ll be using AI Sourcer while our Head of Search runs a traditional LinkedIn + boolean workflow side-by-side on the same role.

Register at the link in the comments!

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!

AI tools are not replacing recruiters. They’re replacing bad recruiters.

I use AI every day in my process.

For:

✔ Initial CV screening patterns
✔ Job description optimisation
✔ Interview question generation
✔ Market salary data synthesis

Not for:

✘ Deciding if a person is right for a team
✘ Reading between the lines of a candidate’s career story
✘ Managing a hiring manager’s expectations
✘ Negotiating an offer that both sides feel good about

The recruiters panicking about AI are the ones whose entire value was in admin.

The recruiters thriving right now are the ones whose value was always in judgment, relationships, and insight.

And if you’re a hiring manager — are you working with a recruiter or a CV forwarding service?

Most recruiters are using AI wrong. Heck, I was using AI wrong in the beginning. They treat it like Google.

“Write me a job description.”
“Summarize this resume.”
“Draft an email.”

That’s not where the value is.
The real shift in thinking is this...
AI is not a tool but it’s a workflow layer.

Here’s what that looks like in practice...

Before AI:
1) Open req
2) Write JD from scratch
3) Manually screen 50 resumes
4) Start sourcing

After AI:
1) AI drafts the JD from intake notes
2) AI summarizes and ranks applicants against non-negotiables on the req
3) AI generates search strings
4) Recruiter focuses on decisions, not typing

Same job. Completely different leverage.

The teams who will be the most efficient won’t be the ones “using AI.”

They’ll be the ones redesigning their workflow around it. This doesn't need to be scary. It's actually super cool.

I’ve been heads-down building my AI workflow for the past few months.

As a Talent Partner at a VC fund, I’m constantly context switching: sourcing candidates, prepping for calls, writing content, tracking market signals, supporting founders.

The cognitive load is real.

So I started systematically automating the parts that don’t need me to be me so I can spend more time on the parts that do. 🛠️

Here’s what I’ve built so far.

🔍 Talent workflows
• Auto generated weekly prep sheets for all candidate 1:1s pulled from calendar and intake notes
• “Jobs of the Week” LinkedIn posts drafted automatically from role inputs
• Candidate matcher that scores my entire talent pool against any role in seconds
• LinkedIn network matcher using the same scoring across my 20,000+ connections
• Student finder that analyzes project depth not just keywords to surface top interns and new grads 🎯

📊 Market intelligence
• Daily briefing with layoffs, acquisitions, funding rounds and ready to use Boolean strings
• Weekly digest that turns signals into a portfolio ready email
• Monthly report covering news and press for every portfolio company 📰

🧠 Founder support
• Values based interview guide generator customized in minutes
• Talent playbook builder with Notion ready guides for hiring and people topics from pre seed to Series A
• Daily briefing also includes AI news and top stories

💡 Bonus
On workout days it tells me what to do at the gym. Yes, really. 💪

I’m not a developer.

I built all of this in Claude.

Took a few weeks of iteration. Saving hours per week already.

If you’re in recruiting, VC, or any role heavy on relationships and content, building your own system is very worth it.

The ROI is real.

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.