How are companies actually using AI in their Talent Acquisition functions? This question led us to organize the ​FlexOS​ x ​Juicebox​ “AI in Recruiting” roundtable, which I hosted two weeks ago.

There are low-hanging fruits, as ​José Benitez Cong​, Chief People Officer at Humane, said during the session, “AI alone won’t solve all your recruiting challenges, but it can free up time and let recruiters focus on what truly matters.”

There were also discussions about how we should not even think about current processes but look far into the future, where TA may not even exist in the way it does today.

These insights set the tone for a lively discussion among over 30 talent acquisition leaders from companies like Amazon, ADP, and Nvidia, exploring how AI transforms recruiting workflows, enhances decision-making, and creates more strategic hiring processes.

In this article, I’ll share some of my favorite insights that every ​Human Resources​ leader should take away from this discussion to leverage ​AI​ for better talent outcomes.

1. Define Your Recruitment Problem Before Adopting AI

One of the most common mistakes companies make is rushing into ​AI Recruiting​ without clearly identifying the problem they want to solve.

Jess Von Bank, Global Advisor at Mercer, emphasized that many organizations jump straight to solutions, implementing AI tools without a deep understanding of their ​recruitment​ challenges.

As a result, AI becomes a high-tech version of existing processes, automating inefficiencies rather than transforming them.

“You risk implementing AI tools that merely automate existing tasks rather than change how work is done,” Jess explained.

She said that a common pitfall is treating AI like a quick fix rather than obsessing over the problem and identifying the key areas where AI can deliver true value.

What You Can Do:

• Start by mapping out your current recruitment pain points, whether it’s time spent on scheduling, lack of candidate diversity, or challenges in scaling outreach. This is one of the core pillars of successful ​AI change management​.
• Only then, explore AI tools that specifically address these pain points. Whether you need AI to streamline interview logistics or reduce bias in job descriptions, the key is alignment between the technology and the problem.

2. Create a Culture of Purposeful AI Experimentation

It’s easy to get excited about AI and experiment for innovation's sake. But without a clear purpose, AI pilots often result in short-term wins that don’t lead to sustainable change.

As ​AJ Thomas​, CXO at A.team, pointed out, “What are we experimenting on? Are you experimenting on AI, or are you experimenting on driving an outcome for your business?” This distinction is critical.

Many companies fall into the trap of testing AI tools just to see what they can do, rather than focusing on specific outcomes, such as improving candidate experience or increasing time-to-hire efficiency.

Without a well-defined hypothesis for each experiment, AI adoption becomes disjointed and doesn’t move the needle.

What You Can Do:

• Before deploying any AI pilot, clearly define your objectives. What business outcome are you trying to achieve? How will you measure success?
• Foster a culture that encourages experimentation, but with purpose (AJ recommends a “​Design of Experiment​.” Encourage teams to test new ​AI websites​ to learn and improve specific recruitment metrics, not just keep up with tech trends.

AI isn’t about replacing recruiters—it’s about augmenting their capabilities.

The biggest value AI offers is in automating repetitive, time-consuming tasks, allowing recruiters to focus on more strategic activities.

As José Benitez Cong shared, his team at Humane used AI to streamline their recruitment operations, automating tasks like scheduling interviews and generating job descriptions.

“What used to take hours, we can now do in minutes,” José said, emphasizing the efficiency gains his team realized through AI.

But the true advantage was the ability to shift focus: rather than getting bogged down in logistics, his team could spend more time building relationships with candidates and making strategic hiring decisions.

What You Can Do:

• Identify repetitive tasks in your recruitment process that can be automated—interview scheduling, candidate outreach, or job description generation.
• Use AI to free up your recruiters’ time for higher-value activities like evaluating candidate fit, developing relationships, and nurturing talent pipelines.

4. Build Long-Term AI Capabilities, Not Short-Term Fixes

As AI evolves rapidly, a future-proof, adaptable approach becomes more critical.

Jess Von Bank urged HR leaders to create solutions that will last and grow alongside the technology. “The same thing will happen if we rush to the solution without using data and design thinking. Mapping journeys, not just creating automated transactions,” she noted.

AI will continue to disrupt recruitment in unforeseen ways, but companies that develop a long-term AI strategy and continuously refine their approach will stay ahead of the curve.

This requires more than just upskilling—it demands a mindset of adaptability and resilience as AI becomes more integrated into hiring practices.

What You Can Do:

• Focus on upskilling your teams so they can work effectively with AI. This means training recruiters on how to use AI tools (by taking ​Generative AI courses​), learning prompting, or even just understand how to prevent AI hallucinations), and helping them understand how AI can complement their work.
• Adopt a long-term AI roadmap that evolves with the technology and your business needs, ensuring your AI strategy stays relevant as the landscape changes.

5. Shift from Reactive to Proactive Talent Journeys

One of AI's most exciting opportunities is the ability to shift recruiting from reactive to proactive.

Rather than simply filling open positions, AI allows companies to track candidates over time, assess their potential for future roles, and build long-term talent pipelines.

Jess Von Bank observed, “What might be better when this stuff gets truly intelligent is to design things that pull threads through different talent journeys.”

This proactive approach enables recruiters to engage with talent on a deeper level, understanding their skills and potential beyond the immediate role.

​AI recruiting software​ platforms can help recruiters maintain ongoing relationships with candidates, ensuring the right fit for future opportunities.

What You Can Do:

• Use AI to build dynamic talent pipelines beyond the immediate hiring need. For example, AI tools can help track a candidate’s career progression and recommend future roles based on evolving skills.
• Shift your recruiting strategy from filling roles quickly to nurturing long-term relationships with candidates who may not be a fit today, but could be ideal for future opportunities.

The Bottom Line: AI as a Tool, Not a Cure-All

As I observed in all ​Lead with AI interviews​, AI holds immense potential to revolutionize how we work, including talent acquisition, but only when deployed thoughtfully and with clear intent.

The key for HR leaders is to move beyond the hype and focus on practical applications that align with business goals.

You can unlock AI's full potential by understanding the problems you want (or need) to solve, fostering purposeful experimentation, and leveraging AI to augment human decision-making.

Until next week,

Daan