AI-Era Recruiting
Hire on a real task done with AI, and see a candidate’s judgment before you pay a salary.
We help your HR team redesign roles around how work gets done now, test candidates on real tasks with AI tools, and onboard new hires with the tools and guardrails from their first day.
Where it breaks today
Every CV says “AI skills,” and I cannot tell who actually has them.
Our job descriptions were written before anyone used AI at work.
We keep hiring for tasks an automation could already do.
New hires take months to learn our systems.
What we build
Role redesign
Each open role rewritten around outcomes, with the tasks AI handles and the judgment the person must bring.
Practical AI assessment
A short work sample done with AI tools, scored on the result, on how the candidate checked the AI’s output and on the judgment calls made.
Interview loop
Structured interviews with set questions and a scorecard per stage, so every interviewer measures the same things.
Screening setup
Screening questions and AI-assisted summaries for recruiters, with a person deciding who moves forward.
AI onboarding
A first-week plan with accounts, the company AI policy, the role playbook and one real task delivered with AI.
Recruiter training
Your HR team learns to use AI for screening and scheduling, with rules against bias and exposure of candidate data.
AI-Era Recruiting, end to end
- role
- candidate
- assessment
- hire
- onboarding
- customer served
- returning customer
Once it runs
When a role opens
The hiring manager fills a short brief. HR receives a draft role description and scorecard built from it.
When a candidate applies
Screening questions go out automatically, answers are summarized for the recruiter, and a person decides who moves on.
Assessment day
The candidate solves a real task with AI tools in a short session. The panel scores the result and how the candidate checked the AI’s work.
The new hire’s first day
Accounts, policy and role playbook are ready. By Friday the new hire delivers a first task with the team’s AI tools.
AI-Era Recruiting: questions
How do you assess AI skills in a candidate?
With a work sample. Asking whether someone uses ChatGPT tells you nothing. The candidate gets a real task from the role, such as a customer follow-up, a data summary or a quote, and solves it with AI tools while explaining each step. We score the quality of the result, whether the candidate caught the AI’s mistakes, and the judgment calls made along the way. Checking the output matters more than prompting speed.
Do you recruit for us or work with our HR team?
We work with your HR team. We redesign roles, build assessments, scorecards and interview loops, and train recruiters to use AI in screening with clear rules. For technical roles, such as automation or engineering, our forward deployed engineers can join the interview panel. Hiring decisions stay with your company, and so does the process once it is running.
How do you avoid bias when AI helps screen candidates?
AI summarizes and organizes; a person decides. Screening questions are the same for every candidate, and the scorecard defines what counts before anyone reads a CV. Where possible, we remove names, photos and other personal details from what the AI reads, and HR reviews a sample of rejections every month. Candidate data follows the privacy rules of each country where you hire.
What does the company gain?
Fewer wrong hires and a shorter ramp-up. A person hired on a real work sample with AI tools produces sooner, and a role designed around AI avoids paying a salary for tasks an automation can do. Recruiters also save hours on screening and scheduling. The cost of one wrong hire, in salary, training time and lost sales, is the number we compare the program against.
Which roles benefit most?
Roles with repeated written or analytical work: sales, customer service, marketing, operations, accounting and administration. These are the jobs where the gap between a person who works well with AI and one who does not shows up fastest in output. For engineering roles, we assess how candidates build with agentic coding tools and whether they review every change before it ships.
Works with
AI Training with Guardrails
We train each role on its own tasks, inside the tools it already uses, and set the guardrails first: which data goes where, what a person must review and who can send what to a customer.
Board and Executive Advisory
We sit with owners, executives and boards on technology, strategy, innovation, marketing and business transformation. Then our operational team builds and runs what was decided, so the plan reaches the process, the systems and the numbers.
Hire for today’s work.
We start with one open role: we rewrite it around outcomes and build the work sample your next candidates will solve with AI.