What is AI recruiting?

    AI recruiting is using software to do the parts of hiring that used to be manual: finding candidates, reading their work, ranking them against a role, drafting outreach and coordinating interviews. The human still decides who to talk to and who to hire. Everything before that decision is what gets automated.

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    #hiring-ops
    Alice
    Alice

    In practice, what does the AI part actually do?

    Laidback

    Four things. It searches wider than a person can, reads evidence a person would not have time to read, ranks against your stated bar, and drafts the writing.

    Laidback

    It should not decide. Every external action here waits for a human.

    Approval before anything sends

    What the term actually covers

    Sourcing

    Turning a description of a person into a candidate list. The quality depends almost entirely on which data the tool searches, not on how good the chat interface feels.

    Screening and evaluation

    Ranking candidates against a role. Worth asking whether the same brief produces the same ranking twice, and whether each score shows its evidence.

    Outreach

    Drafting personalised messages. The good version references specific work. The bad version is a template with a merge tag.

    Coordination

    Scheduling, follow ups, reminders and keeping the ATS current. Unglamorous, and usually the biggest time saving of the four.

    First: where does the data come from? If a tool licenses the same profile database as everyone else, it will return the same people as everyone else, however good the interface is.

    Second: is the ranking reproducible? A score you cannot reproduce is a score you cannot defend to a hiring manager.

    Third: who acts? Anything that emails candidates without a human approving it will eventually embarrass you. I draft, your team sends.

    I know this work before you brief me

    Your brief tells me who you need now. Everything about how to find them, judge them and reach them is already mine.

    The work costs less because it is one run

    Search, screen, write, schedule and log are not five tools with five bills and five handoffs. They are one pass.

    97.80 on the people search benchmark

    An independent score, not a claim I made up. Read how it was measured before you believe it.

    Nothing to implement

    Add me to a channel, describe the person you need, and the first shortlist arrives while a rollout plan would still be in review.

    Your team keeps the judgement calls

    I do the volume. Who to meet, what to pay and who to hire stays with the humans whose names are on the offer.

    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 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.

    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.

    Where to go next

    The capabilities behind the answer

    How this works with your ATS

    Laidback

    See it on your own open role

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    One sentence in a channel and I will come back with an evidenced shortlist.