How AI Is Changing Tech Hiring Practices

When it comes to using AI to match candidates with jobs, more accurate/predictive AI is better, right? Not necessarily. One data-driven study would suggest the answer is no. I recently read Co-Intelligence, Living and Working with AI by Ethan Mollick, which I highly recommend. In the book, Ethan features a study by Fabrizio Dell’Acqua titled, "Falling Asleep at the Wheel: Human/AI Collaboration in a Field Experiment on HR Recruiters" in which 181 experienced recruiters were hired to collectively review nearly 8000 resumes for a software engineering position. Of note: the recruiters were incentivized to be as accurate as possible. The recruiters received algorithmic recommendations about the job candidates but the quality of these AI recommendations was randomized between 1) perfectly predictive AI; 2) high-performing AI; 3) lower-performing AI; and 4) no AI. Of critical importance to the study, recruiters were aware of the type of AI assistance they would be receiving. Key findings include: 1. Recruiters with higher-quality AI performed worse in their assessments of candidates in relation to the job than those using lower-quality AI. They spent less time and effort in their evaluations of each candidate, and they tended to blindly trust the AI recommendations. 2. Recruiters with lower-quality AI "exerted more effort and spent more time evaluating the resumes, and were less likely to automatically select the AI-recommended candidate. The recruiters collaborating with low-quality AI learned to interact better with their assigned AI and improved their performance." These findings suggest that when users have access to high-quality AI (or at least believe they do), they are indeed in danger of "falling asleep at the wheel," where they become overly reliant on AI, and reduce their attention, effort, and critical thinking - which can negatively impact outcomes for all involved. As we increasingly integrate AI into work, it's important to maintain a balance between technological support and human skill/expertise. Instead of aiming for (or claiming to have!) "perfect" AI, perhaps our goal should be to develop systems that enhance human decision-making and keep users actively engaged and thinking critically. What do you think? Check out the full details of the study here: https://lnkd.in/eGaTmTEi #AI #matching #criticalthinking #futureofwork

Harvard just dropped a study on AI and the workforce: "Generative AI as Seniority-Biased Technological Change: Evidence from U.S. Resume and Job Posting Data." It perfectly complements Stanford’s report, published only a a few days earlier. Together, these are the clearest signals yet of how Generative AI is not just changing productivity; it’s reshaping the very architecture of careers. Stanford (ADP payroll data): Since late 2022, employment among 22–25 year-olds in AI-exposed jobs has fallen ~13%, while 35–49 year-olds in the same roles have grown ~9%. Automation-heavy AI uses cut junior jobs; augmentation-heavy ones sustain or even expand them. Harvard (62M workers, 285K firms): At firms that adopt AI (measured via “AI integrator” hires), junior headcount falls 7.7% within six quarters. Hiring slows by ~10% per quarter, even as promotions rise 5%. In Wholesale & Retail, junior hiring contracts by nearly 40%. And graduates from mid-tier universities are the hardest hit. The message is clear: AI is shrinking the base of the career ladder; fewer entry roles, faster promotions for those already inside, and a premium on tacit, senior-level capabilities. The opportunity is differentiation. Companies that design AI-augmented apprenticeships, run talent impact diagnostics, and adopt augmentation-first operating models will not only protect their pipelines but also build the next generation of leaders faster. It seems like AI isn’t just an efficiency story. It’s a career architecture story. Those who act intentionally now will set the tone for an AI-powered workforce that is leaner, smarter, and more resilient. 🔗 Link to Harvard's report ("Generative AI as Seniority-Biased Technological Change: Evidence from U.S. Resume and Job Posting Data"): http://bit.ly/47SyfTC 🔗 Link to Stanford's report ("Canaries in the Coal Mine?"): http://bit.ly/45Ttgzo

22,042 tech layoffs and accelerated hiring. At the same time. This isn't contradiction – it's strategic realignment driven by AI adoption. 📊 Carta's latest research on startup compensation & hiring tells an interesting story about which functions are thriving vs. shrinking: - 📈 Sales roles now account for 19.9% of all new hires (up from 14.8% in 2020), making it the second most common function behind engineering - 🤖 Approximately 50% of tech leaders anticipate both layoffs AND hiring in the next 6 months specifically due to AI adoption (Ernst & Young survey) - 📉 Involuntary departures down 35% from 2023 to 2024, but remain more than twice as high as pre-2022 levels - 🏠 For startups valued between $25-50M, in-state hiring increased from 37% in 2022 to 49% in 2024 What's fascinating is the AI-driven bifurcation of the tech workforce: While 22,042 tech employees have been laid off across numerous companies in early 2025, many organizations are simultaneously accelerating hiring in AI-specific roles. Meta, for example, is cutting about 5% of staff while noticeably ramping up machine learning engineer hiring. Similarly, Salesforce eliminated about 1,000 roles while actively recruiting for AI-focused positions. This isn't just cost-cutting – it's a strategic reallocation driven by AI's impact on productivity: - 🧠 Companies are eliminating roles made redundant by AI tools while adding positions for AI specialists and data engineers - 💼 Customer-facing functions like sales continue to grow, suggesting these human-centered roles remain harder to automate - 📱 Roles in artificial intelligence and cybersecurity show demand outpacing supply despite the broader downsizing trend For tech executives, the message is clear: AI adoption is creating "continuous cycles of strategic workforce realignment" as organizations determine which functions benefit most from human talent versus automation.

The WSJ reports a seismic shift in tech hiring: entry-level roles have nearly vanished, hiring processes are lengthening, and employers now expect broader AI skills from applicants. Companies are delaying or canceling postings amid economic uncertainty and prioritizing candidates who can do more than just code—they must be able to collaborate with AI tools, think critically, and learn on the fly. What does this mean for professionals and HR? 1️⃣ Upskill with intention — Boost your AI fluency through bootcamps, certifications, or on-the-job experimentation like prompt engineering and tool orchestration. 2️⃣ Emphasize hybrid roles — Cultivate a mix of technical, critical thinking, and communication skills—you’re now a strategic integrator, not just a doer. 3️⃣ Be patient, be agile — The hiring market has entered a “Great Hesitation.” It’s competitive, yes—but proactive candidates with a future-forward skill set are still getting through. Tech careers might be tough to break into right now—but those who continuously adapt and demonstrate AI-augmented value will stand out. How are you reshaping your role or team for this new frontier? Read the article: https://lnkd.in/eXws8etX #FutureOfWork #TechCareers #AI #Upskilling #HiringTrends #TalentAcquisition #CareerDevelopment

Let’s talk about the big one: AI & hiring. AI is quickly becoming the norm, even in movement spaces. I recently spoke with an org using AI in their digital organizing work. It’s cool to see some experimentation! I’m eager to watch how this tech evolves, especially in nonprofit hiring. Of course, we’ve all seen the problems. The risk that AI can take our jobs (http://bit.ly/4eU7q33). The NYT piece on how AI-led interviews can fall flat (https://bit.ly/3UibGQ9). And then the bigger issues: environmental impact, data privacy, and reinforcing inequities. But we shouldn't avoid AI altogether. It’s about finding a balanced, values-aligned approach. AI can handle repetitive tasks and free up staff to focus on the deeply human work of hiring: listening, connecting, building teams. That’s a big win, especially for small teams juggling a lot. Here are my takes on how orgs can use AI in their hiring and what I’m hoping to see more of. ✅ USING AI IN YOUR HIRING PROCESS Job Descriptions: AI is a great jumpstart tool. It won’t replace your voice or values, but it can help you write. Same advice I give candidates using AI for cover letters: if you use it, proof it. Refining the interview process: AI can brainstorm questions, design rubrics, and structure your process. Just make sure decisions come from people, grounded in your values. Audit for bias & security: Ask how tools are trained and tested. Use platforms that are transparent about data use and decision-making. Be transparent with candidates: If you’re using AI in interviews, say so! Transparency builds trust. Customize for values: Make sure AI can assess what you care about, like equity competencies or movement alignment. 👀 WHAT I WANT TO SEE MORE OF AI resume screening: Still wary, but optimistic. In movement work, an algorithm could miss the hidden gems a person might catch. That said, I recently ran an admin search with about 1K applications. I was only moving forward folks with 2 years experience that could  grow with the org. At that moment, I definitely wanted an AI resume screening tool. Smarter scheduling tools: I live by Calendly. Haven’t tested its AI features yet, but anything that makes scheduling easier is worth exploring. Sourcing tools: These pull candidates from platforms like LinkedIn. But can they surface someone for a niche movement role? Right now I’m looking for someone who’s a community organizer, a person of faith and has fundraising chops. Can AI do that? Jury’s still out. Curious if others have tried it. AI for candidate experience: Hiring is relational. I approach it like the organizer I am. I’d love AI that helps us respond to candidates faster and more compassionately. Tech that helps us be more human, not less. AI is the future. For movement orgs, the big question is: “How do we use AI in ways that reflect our values?” What tools are you trying? Let’s swap notes. 👇

AI is transforming the way we hire but only if it’s done right. Too often, companies treat AI like a shortcut, hoping it will automate away the complexity of hiring. But real results come when AI is used to enhance human decision-making, not replace it. The best hiring outcomes still come from a combination of data and intuition. That starts with feeding your AI the right inputs: culture-informed, role-specific, and industry-relevant data. If you feed it generic or biased data, the insights you get will be flawed. Garbage in, garbage out still applies. Then comes what really matters measuring what most companies miss: soft skills, team dynamics, communication styles, and long-term alignment. These aren't visible on a resume, but the right AI tools can help surface them. And when trained ethically, they can also help mitigate bias not reinforce it. Culture fit can’t be scanned. But with the right strategy, it can be understood. The future of hiring isn’t AI or people. It’s AI + emotionally intelligent leaders who know how to use it. #AIRecruiting #FutureOfWork #SmartHiring #HumanFirst #CultureFit #RecruitmentStrategy #RightFitCulture #HiringWithPurpose #TechMeetsTalent #LeadershipDevelopment #PeopleFirst

Think AI will steal your HR Job? Ignore AI and its capabilities and you'll create a self-fulfilling prophecy. Don't fear it, learn it. Here’s how AI is changing HR and what you need to do to stay relevant. 1. AI Is Revolutionizing Recruiting 📌 What’s changing: AI-powered tools are screening resumes, scheduling interviews, and assessing candidates faster than ever. ⚠️ What it means for HR: Recruiters who rely on outdated manual processes will struggle to keep up. ✅ How to stay relevant: Learn how to use AI-driven ATS (e.g., HireVue, Paradox, Eightfold AI). Use AI to reduce bias in hiring (but don’t trust it blindly—always audit AI decisions). Focus on candidate experience—AI can automate tasks, but humans build relationships. 2. AI Is Reshaping Employee Engagement & Retention 📌 What’s changing: AI can analyze employee sentiment, predict turnover risks, and personalize engagement strategies. ⚠️ What it means for HR: If you’re still guessing why employees leave, you’re behind. ✅ How to stay relevant: Use AI-powered surveys (e.g., Peakon, Culture Amp) to track engagement in real-time. Leverage AI to identify burnout risks before they become resignations. Balance AI insights with human connection—people don’t want to be managed by algorithms. 3. AI Is Streamlining HR Operations 📌 What’s changing: AI is automating HR paperwork, compliance tracking, and benefits administration. ⚠️ What it means for HR: If you’re spending hours on admin work, AI can do it faster. ✅ How to stay relevant: Learn AI-powered HRIS tools (e.g., Workday AI, BambooHR, UKG). Automate onboarding workflows to free up time for strategic HR. Shift from HR admin to HR strategy—let AI handle the paperwork. 4. AI Is Changing Learning & Development 📌 What’s changing: AI is personalizing training, recommending career paths, and predicting skill gaps. ⚠️ What it means for HR: Generic, one-size-fits-all training is dead. ✅ How to stay relevant: Explore AI-driven LMS platforms (e.g., Coursera for Business, LinkedIn Learning). Use AI to create tailored career development plans for employees. Focus on coaching and leadership development—AI can teach skills, but humans mentor. 5. AI Is Transforming HR Analytics 📌 What’s changing: AI can predict workforce trends, analyze DEI progress, and optimize workforce planning. ⚠️ What it means for HR: If you’re only looking at past HR data, you’re missing out on AI’s ability to forecast trends. ✅ How to stay relevant: Learn AI-powered HR analytics tools (e.g., Visier, ChartHop). Use predictive analytics to forecast turnover, pay gaps, and hiring needs. Partner with finance and operations—data-driven HR pros will lead the future. The best HR pros won’t fear AI, they’ll learn how to use it. Agree or disagree? ⬇️ ♻️ Repost to inspire change in your network. ➕ Follow Ricardo Cuellar for more content like this.

Hot take - AI will not take away the jobs of recruiters! AI can code - It’ll replace the job of a software engineer AI can write - It’ll take away the jobs of a marketer AI can listen, understand & respond - It’ll take away the job of a customer service professional Naturally, I get where recruiters & TA heads come from. But recruiting (tech recruiting esp) is still a very nuanced game & it’s also a lot like car/ home sales. It’s a very high value, low frequency transaction and people buy from humans & not machines or websites. They still crave for human Assistance, and hence the “ Experience “ plays a critical role Also anyone who works in the industry knows that the major problem is not finding talent, but screening the right talent & getting them to join your org. This has been a huge blocker for us & also for all the clients we work with at Recro. Tech alone has about 400 odd skills between Front End, Back End, Mobile, QA, Product & Design. We’ve screened more than 2 lakh profiles to date and it is still not easy. I’ve personally heard of many examples in the industry where someone lost a bar-raiser talent because they struggled to close the interview process on time. Again even after the offer rollout, getting a candidate to join the org is tricky because of competing offers & whatnot. There's a reason Kunal Shah sent every employee a laptop along with their offer letter. But that doesn't mean AI has zero impact on recruiting. There are already plenty of examples where an AI agent is helping out recruiters with a lot of operations work. See, one TA cannot be good at vetting for all 400 skills inside tech. It takes a recruiter a significant amount of time to even understand what great work means in one skill. Now this is where I see an AI Agent solve for Quality screening at scale. Instead of the recruiter becoming an expert, they just have to pair with an AI Agent to contextually screen the best candidates as fast as possible. This AI agent will also solve any QC errors made by human recruiters. Again, screening is only the first step. Now that the blocker at the skill level is solved, the recruiter still needs to maintain an incredible employee experience through comms & a relationship play. Also, the recruiter will play a crucial role in ensuring the candidate has a great experience after the offer. (another huge drop-off point) I see AI coming in to solve the skill problems for recruiters. If you’re strong in your fundamentals of good interview experience & building human relationships, I see an AI agent enabling recruiters to do your job better! India needs to create 11.5 Cr jobs before 2030 as more people keep entering the workforce. AI Agents will enable these companies to screen & hire better without bloating their workforce in the recruiting department. I'm more than excited to see how we can shape the tech hiring industry at Recro.

The AI job reckoning isn’t a hypothetical. It’s happening, and here's how to stay ahead: Dario Amodei, CEO of Anthropic and one of AI’s most influential voices, isn’t speculating about the future, he’s spelling it out: AI could eliminate half of all entry-level white-collar jobs in the next 1 to 5 years. This isn't fear-mongering. Amodei is building the systems reshaping the workforce. He says most people still don’t believe what’s coming. But disbelief won’t delay the impact. Here's the current state: → AI models today can code, draft legal contracts, review health records, write marketing copy, and conduct research. → Companies aren’t slowly testing, they’re implementing. → Layoffs are starting: ↳Microsoft cut 6,000 employees ↳Meta is reducing mid-level engineering roles ↳Walmart is trimming corporate jobs ↳CrowdStrike cited AI as the driver for cuts As I said on my podcast (Rush Hour Podcast): these companies are richer than ever. Yet they’re still cutting jobs, not because of losses, but to maintain margins as AI investments grow. One analyst projected Microsoft may need 10,000 annual job cuts just to offset AI-related capital costs. This is not a pause, it’s a restructure. Amodei puts it bluntly in a recent interview: “You can’t just step in front of the train and stop it. The only move that’s going to work is steering the train.” The speed and scope of AI’s impact are unlike past tech waves. This one targets: → Junior engineers → First-year law associates → Entry-level analysts → Customer service agents These stepping-stone jobs are vanishing quickly, and may not return. But this doesn’t have to be all doom and gloom. While jobs shift, tools for adaptation are more accessible than ever. Here are three moves you should be making now: 1. Stay Plugged In Track AI news like your job depends on it, because it might. Axios, The Information, TechCrunch and AI company blogs (like Anthropic’s Economic Index) offer real-time signals. 2. Upskill With AI You don’t need to code, but you do need to be AI-literate. Learn to use ChatGPT, Claude, and Midjourney in your current role. Either AI augments you, or replaces you. 3. Keep Your Career Fluid Assume more job shifts are coming. Keep your LinkedIn current. Practice interviewing. Nurture your network. In a shifting market, connections matter more than titles. Here's the bottom line: This isn’t speculation, it’s execution. AI is changing the labor market faster than most people realize. Amodei and other leaders are waving red flags, not to scare us, but to give us a head start. The winners of the AI era won’t be the ones with the safest job, but those who stay curious, flexible, and connected. How are you preparing for this new technology wave? Lmk below! 👇🏾 ---— 👋🏾 Want more startup advice and tech news? Follow me here: Justin Gerrard And check out my podcast: Rush Hour Podcast ♻️ Repost if you think someone in your network would benefit! #anthropic

AI is fundamentally reshaping our workforce, but the impacts are nuanced. The latest report, “Potential Labor Market Impacts of Artificial Intelligence: An Empirical Analysis,” by The White House Council of Economic Advisers, provides critical insights for leaders that will impact everyone's future.. 📊 Key Findings: ✅ 𝐆𝐫𝐨𝐰𝐭𝐡 𝐢𝐧 𝐇𝐢𝐠𝐡-𝐂𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲, 𝐀𝐈-𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐑𝐨𝐥𝐞𝐬 Roles requiring advanced AI skills have increased by 30% over the last five years. Positions such as AI ethics officers and data scientists are on the rise, indicating a shift toward more complex, creative work. Occupations that integrate AI effectively are growing twice as fast as average, suggesting AI's role in complementing human skills rather than replacing them. ❌ 𝐇𝐢𝐠𝐡 𝐑𝐢𝐬𝐤 𝐨𝐟 𝐉𝐨𝐛 𝐃𝐢𝐬𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐋𝐨𝐰-𝐒𝐤𝐢𝐥𝐥 𝐑𝐨𝐥𝐞𝐬 40% of current jobs are at risk due to high AI exposure but low skill requirements, particularly in administrative and routine manual tasks. These jobs are declining at a rate of 2% annually. Sectors like customer service and data entry are vulnerable, raising concerns about job security and economic stability in these fields. 📍 Regional Disparities: ✅ 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐢𝐧 𝐓𝐞𝐜𝐡 𝐇𝐮𝐛𝐬 Tech-centric regions like Silicon Valley show a high concentration of new, AI-driven job creation, reflecting significant economic opportunities for those regions. Urban centers with strong tech clusters are emerging as key players in AI employment, driving innovation and growth. ❌ 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐟𝐨𝐫 𝐑𝐮𝐫𝐚𝐥 𝐚𝐧𝐝 𝐒𝐦𝐚𝐥𝐥𝐞𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐢𝐞𝐬 Rural areas and smaller towns are facing increased risks of job losses due to AI, without comparable opportunities for new AI-driven roles. This geographic imbalance could exacerbate regional economic disparities. 👉 Here are my questions for Leaders: 1️⃣ Are we ready to leverage AI’s potential while minimizing risks? How are we preparing our teams for a future where AI enhances human capability? 2️⃣ What is our reskilling strategy? With 40% of jobs potentially vulnerable, how are we investing in upskilling our workforce to transition into growth-oriented roles? 3️⃣ How can we balance geographic and economic disparities? Are we focusing enough on regional strategies to ensure inclusive growth? As leaders, our role is to harness AI's potential to foster a resilient, inclusive, and dynamic workforce. Are we ready to lead this change and shape the future of work?