AI’s Place in TA: Building the Recruiting Team of the Future

​Get the latest insights on using AI in Talent Acquisition

Brought to you by Humanly - Powering Seamless Talent Acquisition for Today’s Teams

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In this session, the panelists discuss how AI improves your recruiting team’s impact—without sacrificing the human touch.

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Key Insights and Takeways

In this session, Phil Strazzulla (SelectSoftware Reviews) and Prem Kumar (Humanly.io) explored how AI is used in recruiting today; the risks involved, and how HR teams can integrate AI effectively.

How Companies Are Integrating AI into Talent Acquisition

AI is embedded directly into talent acquisition workflows rather than just used as an external tool. Companies are now adding AI agents to their org charts to handle repetitive tasks like sourcing, screening, and scheduling, freeing up recruiters to focus on relationship-building and strategic hiring.

AI, like any employee, needs a clearly defined role to be effective. Instead of blindly adopting AI, companies that see success are treating AI as a "new hire"—setting expectations, defining responsibilities, and ensuring alignment with business goals.

A real-world example: A company using AI to onboard new engineers cut ramp-up time from three months to just one month by automating access to key documentation and answering technical questions. However, while AI helped them grasp the codebase faster, it didn’t fully integrate them into the team’s culture or collaborative workflows—things like how to propose code changes or navigate team dynamics still required human mentorship.

AI’s Role in Candidate Engagement

Companies can spend up to $7 billion processing inbound candidates and reviewing resumes, yet only 5% of applicants ever reach a human recruiter. AI is making a big impact here by helping recruiters respond faster, keeping candidates engaged, and reducing drop-off rates.

The Risks of AI in Hiring

The discussion emphasized some of the biggest risks companies need to watch for.

Bias: Since most AI models are trained on internet data, they can reinforce existing biases rather than eliminate them. Companies need to audit their AI tools carefully to ensure they are promoting fair and inclusive hiring practices.

Transparency: Candidates should always know when they’re interacting with AI. Businesses must ensure their AI tools comply with hiring regulations. The session highlighted the importance of third-party audits to assess AI decision-making and prevent discrimination.

Finally, you don't have to automate everything. Not every aspect of recruiting should be handed off to AI—human judgment is still critical in hiring decisions.

Actionable Steps

1. Explore AI-Powered Hiring Tools: The best way to understand AI’s impact on recruiting is to see it in action. Book a demo with Humanly.io to explore how AI can streamline your hiring process, from sourcing and screening candidates to automating outreach and interview scheduling.

2. Separate AI Tasks from Human Tasks: Map out which recruiting tasks AI should handle and which require human expertise.

• Use AI for: resume screening, interview scheduling, and automated outreach
• Keep human oversight for: relationship-building, decision-making, and culture assessment

3. Audit AI for Bias & Compliance: Before fully integrating AI into your hiring process, ensure it meets compliance and fairness standards. Request third-party audit reports from vendors to assess potential bias in their AI tools.

The Panelists

Prem Kumar | CEO & Co-Founder of Humanly

Prem Kumar co-founder Humanly, a venture-backed generative AI platform that empowers hiring teams to have equitable job candidate conversations.

He previously led product management and design teams at TINYpulse, an employee engagement company focused on real-time people data. Prem also spent 10 years at Microsoft working in various product capacities including HR Technology.

In recognition of his work, he has received several honors such as Geekwire's "Startup CEO of the year - 2023", PSBJ 40 under 40 honoree, Forbes NEXT 1000 honoree, TAtech Top 100 leader, Top-100 HR Influencer, and a spot on "The Most Inclusive HR Influencer List" in 2021 by Social Micole.

Download the Session Takeaways

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