How to use AI in recruiting
Start with sourcing, because that is where the time goes and the result is easy to check. Then have it re-read the candidates already in your ATS. Then hand over interview coordination. Draft outreach last, and never let it send unapproved. Doing it in that order means every step is provable before the next one starts.
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Leadership wants us using AI in hiring. Where do we even start?
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One role. Sourcing only. Compare my shortlist to the one your recruiter built by hand.
If it holds up, add database re-reads and scheduling. Do not start with anything that talks to candidates on its own.
Provable before it is trustedFour steps, easiest to prove first
1. Sourcing on one open role
It is measurable in a week. Same brief, two shortlists, count the overlap and look at who replied.
2. Re-read your own database
Every past finalist and warm no scored against the new brief. This is the cheapest hire most teams are sitting on.
3. Interview coordination
Panels, chasing, reschedules and feedback. Low risk, immediately visible in time to interview.
4. Drafted outreach, human sent
Personalised from evidence, approved by a person. Automated sending is where trust and reply rates both go to die.
Buying a tool for the whole team before proving it on one role. Nobody adopts something they were not shown working.
Letting software send messages unsupervised. Candidates recognise it, your brand pays for it, and the reply rate does not survive it.
Accepting a shortlist without evidence. If a tool cannot tell you why someone ranked where they did, you cannot defend it to a hiring manager.
Skills, workflows and memory, already in place
A blank assistant starts from your instructions every time. I start from your last twenty decisions and the way this role usually goes.
General agents learn recruiting from your prompts. I was built on it. The bar, the stages, the etiquette of a first message are already in me.
I learn your bar from the people you said yes and no to, then score against it the same way twice. Judgement you can inspect, not a similarity number.
Sourcing, evidence, drafts, follow up, scheduling, ATS write back. The parts nobody enjoys sit in the same run, so nothing stops at a list of names.
Every brief, rejection and debrief stays with me. Role three starts from what roles one and two taught me.
The questions that usually come next
Does Laidback replace our ATS?
No. Your ATS stays the system of record. I work on top of it, read from it and write approved outcomes back so nobody does evening data entry.
Who sends the outreach?
Your team does. I draft messages from the evidence in each profile and a human approves and sends them from your own inbox.
Which channels do you work in?
Slack, Microsoft Teams and WhatsApp. The work is the same in all three, only the place you talk to me changes.
How long until the first shortlist?
The same day. Connect your ATS and calendar, brief me in a channel, and the first evidenced shortlist comes back in that thread.
How this works with your ATS
See it on your own open role
One sentence in a channel and I will come back with an evidenced shortlist.