[Podcast] Is Your Recruiting Team Falling Behind in the Post-AI Era?

In this FDE Express episode, we’re having a direct, no-nonsense conversation about where recruiting teams really stand in the “post-AI era.” With AI moving from buzzword to business essential, there’s a growing divide between firms still debating AI and those already reaping huge efficiency gains. Kortney will break down what the post-AI era actually means for your talent business, reveal some eye-opening stats about AI adoption in recruiting, and help you spot the warning signs if your team is falling behind. I’ll also walk you through a clear roadmap to help your business catch up—fast! If you’re ready to stop debating and start implementing, this episode is the wake-up call you can’t afford to miss. Let’s get started! __________________________

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Kortney Harmon [00:00:00]:
Hi, I’m Kortney Harmon, Director of Industry Relations at crelate. Welcome to FDE Express, a short, sweet format of the Full Desk Experience Crelate Original podcast. We’ll be diving into specific topics to show you how you grow your firm within 10 minutes or less. Each episode will cover quick hit topics to give you inspiration and food for thought for your talent businesses. Welcome back to another episode of the Full Desk Experience. I’m your host Kortney Harmon, Director of Industry Relations here at crelate, and today I need to have a very direct conversation with you about where your recruiting team stands in what we call this post AI era. I recently did a piece with Aaron Elder, Crelate CEO on the post AI era and honestly, the response has been intense. Some leaders are truly relieved to finally have a framework for understanding where they stand.

Kortney Harmon [00:01:03]:
Others are uncomfortable with what they’re discovering about their own operations. But here’s the thing. Discomfort is at the price of growth. And right now there’s a great divide happening in our industry between those who are debating AI and those who are implementing it. The performance gap between these two groups is becoming seemingly impossible to ignore. Today I’m going to walk you through exactly what post AI era looks like. The warning signs that you’re falling behind, and most importantly, your roadmap to catch up. Because the uncomfortable truth is there is.

Kortney Harmon [00:01:37]:
It’s not about fearing what it takes to catch up. It’s about fearing that you’ll never be able to catch up. So let me start by clarifying what that post AI era means. This doesn’t mean that AI is behind us. Quite the contrary. It means that AI is surrounding us. It’s coming as essential as electricity. In top performing recruiting teams, you don’t necessarily think about recruiting when you flip on a light switch.

Kortney Harmon [00:02:04]:
It just works. Similarly, AI is not an experimental technology anymore. We’re talking about proven solutions delivering real results that can solve problems, or even complex works in minutes that maybe traditionally would take much longer, even weeks. So here’s what the numbers tell us today. 38% of HR leaders are now using AI for talent discovery, cutting that shortlisting time by 50%. Companies that are using AI are seeing 50 to 70% reduction in the time to hire, with the 81% reducing time to fill up to 90%. These aren’t just future predictions. This is happening right now.

Kortney Harmon [00:02:51]:
But here’s the critical shift when AI can deliver solutions that will replace weeks worth of work or maybe market expectations. Accordingly, your client now expects faster turnarounds. They expect more sophisticated analysis. They Expect higher quality of deliverables at a faster time because your AI enabled competitors are already delivering that. This honestly creates a fundamental divide in our industry. There’s that behind group that we talked about and those that are still debating its capabilities, feeling out the water, so to speak. And there’s that ahead group they’re already implementing. The performance gap between those two groups is, like I said, impossible to ignore.

Kortney Harmon [00:03:36]:
The behind group is stuck, maybe asking if they should use AI, if they’re focusing on risk rather than opportunities, if they’re waiting for the perfect solution or the one that’ll never come. Meanwhile, the ahead group has already integrated AI across many business functions, from sourcing to screening to client relationships with entire teams. Using AI on a daily? Not occasionally. So let me give you a framework for determining where you stand. There are three critical areas where warning signs emerge. Think about process indicators, market indicators, and team indicators. Starting with process indicators, take an honest audit of your current operations. Are you still doing manual tasks that could be automated? Here’s a telling statistic.

Kortney Harmon [00:04:31]:
61% of staffing leaders cite sourcing as their top challenge, with 30% of this group blaming it on inefficient tools. If your team’s daily routine looks identical to what it did two years ago, you are not adapting fast enough. The most revealing question when your recruiters need to find someone, are they going to LinkedIn before they check your own database? Because that’s exactly what we’re seeing. I’ve seen it for years and I’ve seen people not make a change. People are bypassing their system that they’ve invested thousands in because those systems aren’t intelligent enough to be trusted. When we think of market indicators, that’s often your first sign that you’re falling behind. Your clients are asking about AI capabilities that maybe you just don’t have. Are your competitors consistently delivering faster results? Here’s the data that should concern you.

Kortney Harmon [00:05:26]:
Companies using AI agents are seeing 75% faster placement cycles and 30% cost reductions. If you are competing with the traditional methods, you are fighting an uphill battle. And the ultimate market indicator is losing business. And we absolutely don’t want that to happen. There are more innovative firms who can deliver better, faster results at lower cost. And when your competitor can fill a role in 10 days and you’re taking 40, you’re not just losing individual placements, you’re losing entire clients. Let’s think about team indicators. Team indicators might be more crucial.

Kortney Harmon [00:06:07]:
Warning if your staff is unaware of maybe AI applications in recruiting showing no interest in experimenting with tools or maybe actively resist new technology adoption, you have a culture problem that needs absolute immediate attention. Here’s what really concerns me. If your hiring plan still focuses exclusively on traditional roles without considering AI literate skills, you’re building a team for yesterday’s market. We know that 83% of professionals report AI enhances their capabilities rather than just replacing them. And we’re looking at a transformation where AI will shift 80 million jobs but create 97 million new ones by the end of 2025. But this only benefits teams that who are really positioned correctly for that transition. And it’s like the foundational processes. So let me paint this picture for you of what capability gap might actually look like in practice.

Kortney Harmon [00:07:09]:
While traditional firms really spend days on candidate research, AI enabled day team delivering comprehensive profiles in hours, there’s a big difference between those two pieces. While manual process takes weeks to identify passive candidates, AI agents are continuously discovering and rediscovering talent in real time. The speed differences are truly staggering. It’s not just about speed though. It’s about quality. It’s about strategic value. AI enabled teams aren’t just for working faster. They’re about solving problems differently and entirely.

Kortney Harmon [00:07:47]:
They’ve moved from operational recruiting to strategic talent consulting. Here’s what I’m seeing in the market today. Top firms are using AI sourcing agents to transform their existing candidate databases into revenue drivers. They’re discovering talent they’ve already had relationships with. They’re re engaging candidates who have grown in their careers and identifying opportunities that would have been impossible to spot manually. The financial impact is truly significant here. We’re talking about companies generating 30 to 50% more revenue per recruiter, not by working harder, by working smarter. Meanwhile, those traditional firms who are struggling just to justify their pricing when it comes to competitors who offer AI solutions.

Kortney Harmon [00:08:36]:
Now here’s the most concerning trend. The gap is widening every single day. Every day the behind group waits to catch up. It becomes harder and harder. We’re seeing a compound effect where AI enabled capabilities build on themselves, creating advantages that become increasingly difficult to replicate. The firms in the ahead group aren’t just using AI. They’re developing institutional knowledge about how to apply it effectively. They’re building business processes, they’re training teams.

Kortney Harmon [00:09:12]:
They’re creating competitive moats in their traditional firms will really find truly difficult to overcome. Now, the good news is it’s not too late to catch up. But you need to start acting decisively. So let me give you a clear roadmap. In the next 30 days, you need to start immediate Action. You need to conduct that comprehensive audit for your current process to identify AI opportunities. Don’t transform or don’t try to transform everything all at once. Implement basic AI tools for your daily teams to start experiments in your target areas.

Kortney Harmon [00:09:48]:
Most importantly, begin training your team on AI applications in recruiting. Remember, 46% of organizations cite skill gaps as their biggest barrier to AI adoption. Now, 37% struggle with poor integration, but 81% see faster hiring when they’re implementing responsible AI practices. So the key to that is start with education and small wins. So for your short term strategy over the next 90 days, focus your efforts on identifying three to five specific workflows where AI integration will have the highest impact. So choose those specialized AI tools and designed for recruiting functions rather than generic solutions. This is where most organizations use human assisted AI sourcing and really, truly seeing that positive return. Within three to six months.

Kortney Harmon [00:10:41]:
You need to develop a framework for client conversations that highlight your AI capabilities. Your clients are starting to ask different questions. Instead of how many recruiters do you have? They’re asking how are you using AI to give us that competitive advantage? And you need to be answering that confidently for strategic positioning over the next six months. This is where real transformation is going to happen. Begin shifting your positioning from people placement to strategic consulting. Develop deep expertise in AI driven workflows and planning and building capabilities for future focused recruiting challenges. So here’s the mind shift that is critical. Think beyond current AI capabilities to broader automation trends.

Kortney Harmon [00:11:29]:
Ask bigger questions about industry transformation rather than just tactical improvements, focusing on solving problems that won’t exist in two years, but to build an adaptable and learning oriented culture for your teams internally. So let me address the elephant in the room. It’s the fear factor. Many recruiting leaders are paralyzed by fear of making the wrong choice, investing in the wrong technology, or disrupting successful operations that work today. But here’s the uncomfortable truth. It’s not about fearing what it’ll take to catch up. It’s about fearing that you’ll never be able to catch up. Every day you delay, your AI enabled competitors are pulling further ahead, building additional capabilities, refining additional processes and truly capturing market share.

Kortney Harmon [00:12:23]:
We’re seeing that fundamental shift in client expectations. When competitors are delivering 75% faster results and 30% cost savings. Those become new baseline expectations. Your traditional approach isn’t just slower, it’s becoming unacceptable to clients who know better operations exist. So in the post AI era, it’s not just coming, it’s here. The question isn’t whether to adopt AI, but whether you can catch up fast enough to remain competitive. The firms that recognize this reality and act on it will thrive. Those that continue debating will find themselves increasingly irrelevant in the market that has moved on without them.

Kortney Harmon [00:13:06]:
So here’s what I want you to understand. Perfect doesn’t exist in this space. This technology is evolving rapidly. Client expectations are shifting every day and the competitive dynamic are changing monthly. The firms that succeed are those that start implementing, start learning, and start iterating quickly. Action beats analysis every single time. Your competitors aren’t waiting for the perfect solution. They’re implementing good solutions and improving them through experience.

Kortney Harmon [00:13:40]:
Every day you spend in analysis mode, they’re building advantages through actual implementation. So let me bring this full circle. The great divide in our industry isn’t about technology adoption. It’s about mindset. My question to you is, are you building a business for the market that existed five years ago or the market that’s emerging today? The behind group is still thinking in terms of traditional requirements and traditional metrics. The number of placements, the cost per hire, the time to fill the head group is thinking in terms of strategic business impact, helping clients navigate workforce transformation, building competitive advantages through talent, solving problems that don’t even exist yet. Your clients are facing unprecedented challenges. They need to transform their workforce to take advantage of AI.

Kortney Harmon [00:14:30]:
They need to adapt to massive macro challenges, reshoring supply chain distribution, new regulatory environments. They need to build teams for challenges they’ve never faced before. And the question is, are you positioned to help them with these strategic challenges? Or are you still focused on operational recruiting tasks that AI can increasingly handle better than humans? Here’s what I’m seeing with the most successful firms. They’re using AI to handle operational work so their human talent can focus on strategic consulting, relationship building, and solving complex business problems. They’re not replacing recruiters with AI, they’re augmenting recruiters with AI so they can deliver exponentially more value. I want to leave you with this thought. In the post AA era, it isn’t a future state we’re moving towards. It’s currently the reality for top performing recruiting teams.

Kortney Harmon [00:15:23]:
The warning signs I’ve outlined today aren’t theoretical concerns. They’re practical indicators of competitive positioning. If you recognize your organization is falling in the behind group, that recognition is the first step towards your transformation. And the roadmap that I’ve shared isn’t just about catching up. It’s about positioning yourself to lead that AI enabled market. The firms that act on this information quickly will find themselves with increasingly significant competitive advantages. Those that continue to delay will find the gap increasingly difficult to close. So now remember, the data tells a clear story.

Kortney Harmon [00:16:02]:
75% reduction in time to hire, 30% cost savings. 50 to 70% improvement in efficiency metrics. Those aren’t just aspirational goals, they’re the current reality For AI enabled teams. The choice is yours, but choose quickly. The gap is widening every single day and speed matters more than the perfect in this transformation. So thanks for joining me today on the Full Desk Experience. I’m Kortney Harmon, and until next time, stop debating and start implementing. The future belongs who those who embrace it.

Kortney Harmon [00:16:40]:
If you want to learn more about AI sourcing agents and how to position your team for the post AI era, visit [email protected] and if this episode was a wake up call, please share it with other recruiting leaders who need to hear this message. Until next time.

Kortney Harmon [00:16:57]:
That’s all for today’s episode of FDE Express.

Kortney Harmon [00:17:00]:
I’m Kortney Harmon with Crelate.

Kortney Harmon [00:17:02]:
If you have any questions or topics you’d like for us to cover in future episodes, please feel free to submit them to fulldeskrelate.com or ask us live next session. And don’t forget to subscribe to our podcast wherever you listen and sign up for our monthly events to keep learning and growing your business. Thanks for tuning in to FDE Express, a short and sweet format of the Full Desk Experience. We’ll see you next time.

Kortney Harmon [00:00:00]:
Now for the harsh truth about technology. If your recruiting tech stack isn’t built on a living platform that continuously evolves with AI, it’s not an asset, it’s dragging you into irrelevance. So what exactly is a living platform? It’s the difference between survival and extinction. In recruiting, it evolves without you having to push it. Traditional systems require you to upgrade them. Living platforms upgrade themselves. It’s putting something in the box. And while you put it in the box, it’s getting sunlight, it’s getting water, it’s getting nutrition.

Kortney Harmon [00:00:35]:
To grow and thrive and be bigger every day. It gets smarter every day. Hi, I’m Kortney Harmon, Director of Industry Relations at crelate. Welcome to FDE Express, a short, sweet format of the Full Desk Experience, a Crelate original podcast. We’ll be diving into specific topics to show you how you grow your firm within 10 minutes or less. Each episode will cover quick hit topics to give you inspiration and food for thought for your talent businesses. Welcome back to the Fulldesk Experience where we talk about growth blockers across your people, process and tech. I’m your host, Kortney Harmon, Director of Industry Relations here at Crelate, and today we’re tackling the brutal truth that many in our industry do not want to hear.

Kortney Harmon [00:01:29]:
The traditional way you’ve been doing business in recruiting for decades is dead in a post AI world. That’s right, I said it dead. Let’s be completely transparent. If you’re still counting calls, submissions, interviews the same way you did five years ago, you’re not just falling behind, you’re already irrelevant. In an industry becoming transformed by AI. Those traditional metrics aren’t just failing to drive growth, they’re actually killing your business. So in this recruiting world, we’ve all been accustomed to certain metrics, me included the number of calls, your number of submissions, your number of interviews, and even placements. The uncomfortable truth is recruiting isn’t about filling seats.

Kortney Harmon [00:02:16]:
It’s actually about driving different business results. And your outdated KPIs are actually missing the point entirely. I had a call with a recruiting company last year. Each person on their team was actually making 50 calls daily, sending hundreds of LinkedIn messages weekly, submitting dozens of candidates. Their activity metrics looked incredible on paper, but as we dug deeper, their placement rates has actually dropped 15% and consultation retention was at an all time low. Our teams often get stuck in this hamster wheel of manual data. Essentially, it’s like a chore and almost never get to the point of actually producing meaningful results. Does that sound familiar? This is the death spiral of recruiting metrics and it is evolving drastically in this post AI world.

Kortney Harmon [00:03:08]:
Now let me be brutally honest, if you’re not leveraging AI in your recruiting workflows, you might as well close up shop now because your competitors who are will probably bury you in the next 18 months. Tech is evolving so fast it’s hard to keep up with. If you didn’t get a chance to listen to one of our previous episodes with Aaron Elder, the CEO here at Crelate, I encourage you to do so. He talked about that post AI world and what that means. The recruiting landscape has changed with the rise of AI technology. We’ve talked about it and and some conservative estimates show that AI driven changes will replace about 25% of jobs worldwide by 2026. And if we think recruiters or part of recruiting is immune, we probably need to think again. So let’s talk about some warning signs to show that you’re stuck on this KPI hamster wheel in the AI era.

Kortney Harmon [00:04:04]:
Number one, if you’re still doing the work AI could and should handle, that’s your first warning sign. Your team possibly is spending hours on tasks that AI systems could complete in minutes. It isn’t just efficient, it’s actually professional malpractice. In 2025, you’re falling behind by the minute. Number two warning sign is that your data lives in silos, your metrics live in different systems. And it happens. But the problem is that those systems don’t communicate. They’re preventing you from seeing the complete picture.

Kortney Harmon [00:04:40]:
In an AI era, isolated data just limits you and it actually is active sabotage towards your data and your growth of your firms. And number three, you’re looking backwards, not forwards. If you’re measuring what happened yesterday instead of what AI can predict tomorrow, you’re driving your business looking only in the review mirror. How’s that working out for you? The transition from startup to scale up is a big leap with unexpected hurdles. The same applies to transitioning from traditional recruiting to AI powered recruiting. Many aren’t going to make it, but for those who will, they’re going to thrive. So now that we’ve confronted the harsh reality, let’s talk solutions. I don’t care if it makes you uncomfortable.

Kortney Harmon [00:05:29]:
Your comfort zone is potentially what could be killing your business. We’re done being on this hamster wheel of trying to solve problems ourselves. It’s time to pull up the help chain. The help is AI and it’s non negotiable. It’s on like electricity in the background. So when you’re assessing your current recruiting KPIs through a lens of AI. You need to ask yourself, why are humans doing the work that AI should handle? If your recruiters are manually searching on LinkedIn, are you wasting human capital? Are you predicting or reporting? If your metrics can’t tell you which candidates will succeed before you hire them, your metrics might be a little dated. Can your platform learn or is it brain dead? A static system in a dynamic world isn’t just limiting, it’s suicide.

Kortney Harmon [00:06:21]:
So here’s the hard truth. If you’re still measuring the number of calls recruiters are making, instead of measuring AI powered engagement quality, the quality, not the quantity, you don’t just have a metrics problem, you potentially have a leadership problem. So let’s talk about how well functioning recruiting operations can deteriorate into exhausting cycles without the right technology foundation. This decline isn’t gradual anymore. It’s about acceleration towards being obsolete again. Did you see the episode with Aaron? He talked about the evolution of AI in the last six months. And what was being talked about last week. In this world where AI can source screen engage candidates around the clock, running your recruiting desk with purely human effort isn’t just efficient, it can be negligent.

Kortney Harmon [00:07:14]:
Here’s the warning signs. Your recruiting operations has shifted from a well oiled machine to the hamster wheel in the AI era. Number one, your recruiters are doing robot work. If your team is spending hours researching candidates when AI could be doing this automatically, we’re probably paying humans a premium rate to do the work that machines could do much better. Number two, your tech stack is a disconnected mess. We talked about those data silos. If your tools don’t talk to each other, you don’t have a technology ecosystem. It’s the junkyard.

Kortney Harmon [00:07:49]:
It’s not a platform to help your teams scale. And maybe, just maybe, your teams actually hate their jobs. When recruiters spend all day on repetitive tasks instead of building relationships, they’re very unhappy. It’s trying to keep up with all the things that happen in our work days that we just can’t keep up with. And the most dangerous thing about this KPI hamster wheel is that it feels like work. It’s just motion without progress. Your 60 hour work week means nothing if an AI system can’t produce better results in shorter time. Your expectations, your metrics, your output is going to change drastically in the next few months and even year.

Kortney Harmon [00:08:36]:
So let’s talk about seven steps to better recruiting metrics in this AI era. So let’s get Practical. I’m not here to coddle you. I’m here to save your business. The foundational success of AI integration isn’t a gentle evolution. It’s truly a radical transformation. The first thing you have to do in step one is you have to first stop measuring busy work. If you’re celebrating how many calls your recruiters are making, you’re measuring effort, not results.

Kortney Harmon [00:09:06]:
It’s like praising someone for how much they sweat instead of how far they ran. Step number two, we need to embrace AI specific outcomes. So in this AI era, if your human is handling a task that AI could. You’re not running a recruiting business, you’re running museum potentially of obsolete practices. We need to change how we think. Step number three, implement radical workflow automations. And many of you are doing this already. AI doesn’t just speed things up, it fundamentally transform what’s possible.

Kortney Harmon [00:09:40]:
If you’re just using AI to do old things faster, you can put a rocket engine on a horse cart. So hopefully you have those automations set up to help you move faster. Step number four, build a digital living platform, not a digital coffin. Most ATS systems aren’t just platforms. They’re where good data goes to die. A living platform evolves. Traditional systems just age. We don’t want to put things in a box just to have them in a box.

Kortney Harmon [00:10:13]:
Step number five, we have to deploy AI agents aggressively. Every hour your recruiter spends on research, initial outreach, or scheduling, an hour is wasted time. AI could handle those tasks for you. Step number six, redefine what actually recruiters do. And this is going to change so much in the next six months. The recruiter of 2025, who isn’t an AI wrangler, relationship builder and strategic advisor, isn’t a modern recruiter. We have to evolve how we’re handling our businesses and what a recruiter looks like in this day and age. So now step number seven is evolve or die.

Kortney Harmon [00:10:55]:
There’s no middle ground anymore. You’re either committed to continuous AI evolvement and evolution, or you’re preparing for your business’s obituary. So we’ve talked about the people and the process aspect of getting the KPI hamster wheel. Now for the harsh truth about technology. If your recruiting tech stack isn’t built on a living platform that continuously evolves with AI, it’s not an asset, it’s dragging you into irrelevance. So what exactly is a living platform? It’s the difference between survival and extinction. In recruiting, it evolves without you having to push it. Traditional systems require you to Upgrade them.

Kortney Harmon [00:11:36]:
Living platforms upgrade themselves. It’s putting something in the box. And while you put it in the box, it’s getting sunlight, it’s getting water, it’s getting nutrition. To grow and thrive and be bigger every day. It gets smarter every day. Your platform isn’t measurably more intelligent this month than last month. If it’s not alive, it’s decaying. It connects everything.

Kortney Harmon [00:12:00]:
Without human intervention, manual Data entry in 2025 isn’t just efficient, it’s something that shouldn’t happen anymore, alone, on its own. And a living platform doesn’t just store data for you, it activates it. Data sitting unused in your system isn’t an asset, it’s a wasted opportunity. We’ve all heard if it’s not in the system, it didn’t happen. So let me share a vision of what recruitment looks like with a living platform as your foundation. Imagine starting your day not with a to do list of manual tasks, but with a strategic briefing from your AI agent that you’ve already completed yesterday’s to do list while you slept. Your sourcing agent has already identified and Pre qualified 25 candidates overnight. Your outreach agent has personalized and sent communication with 40% response rate.

Kortney Harmon [00:12:50]:
Your analytics agent alerts you potential issues before they even become problems. This isn’t science fiction. It’s happening now. And if it’s not happening in your business, you’re already behind. So as we wrap up today’s episode, let me be crystal clear. The future of recruiting doesn’t belong to the hardest working or the most experienced any longer. It belongs to those who harness AI most effectively. Human effort without AI amplification is just becoming inefficient.

Kortney Harmon [00:13:19]:
The recruiters who thrive won’t be those working harder on the hamster wheel, but those who will leverage AI agents to handle routine tasks while focusing on their human talents is where it’s going to make the most impact. So if you want to continue to learn from experts on time management, networking, career development, overcoming burnout, that’s commendable. But if you’re not simultaneously implementing AI through your recruiting practices, then you’re arranging deck chairs on the Titanic. So I would encourage you to start by assessing your current technology foundation. Is it a static system that requires consistent manual updates, or is it a living platform that evolves with the rapidly changing recruiting landscape that we are in today? The future isn’t just coming, it’s already here. Dividing our industry into two groups. Those who embrace AI and those who will work for them. Thank you so much for your time today.

Kortney Harmon [00:14:16]:
This is an ever changing topic that we will continue to discuss and bring to the forefront of our industry. So stay tuned as we continue to talk about the recruiting world. In a post AI era, evolution isn’t just optional, it’s existential. That’s all for today’s episode of FDE Express. I’m Kortney Harmon with Crelate. If you have any questions or topics you’d like for us to cover in future episodes, please feel free to submit them to [email protected] or ask us live next session. And don’t forget to subscribe to our podcast. Wherever you listen and see, sign up for our monthly events to keep learning and growing your business.

Kortney Harmon [00:15:01]:
Thanks for tuning in to FDE Express, a short and sweet format of the full desk experience. We’ll see you next time.