Tech Talk: The AI Recruiter: Strategic Partner or Risk Factor?

In today’s rapidly shifting talent landscape, conversations about AI in hiring are more urgent than ever. On 1 July, we brought together a panel of thought leaders for a live session exploring the realities, risks, and rewards of AI-powered recruitment.

Our panellists included Oleksandr Pylypchuk from HSBC – Poland GSC & Tech Centre, Tomasz Iwański from Wolt, Adil Gwiazdowski from shortlistd.io, Urszula Rzechowicz, a talent acquisition strategist & consultant, and our very own Adrian Duffy, each offering unique perspectives on how AI is reshaping hiring decisions, recruitment processes, and candidate experience.

Why the Conversation Matters Now

The conversation opened with a look at why AI in hiring is such a critical topic today. Oleksandr highlighted the speed at which AI is evolving, warning that if we don’t define its role early, we risk losing control over how it shapes recruitment. While AI can assist with writing job descriptions or CV screening, he emphasised that hiring is inherently human and should stay that way. Tomasz noted that AI is gaining traction because it helps organisations meet the growing demand for scale, speed, quality, and fairness in recruitment. In a highly competitive talent market, these advantages offer a genuine edge. Adil illustrated this urgency with Unilever’s example, using AI to screen 1.8 million CVs and hire 30,000 people, achieving a 70% cost reduction. As more roles become automated, he said, recruitment will need to evolve, potentially including the hiring of AI agents themselves. Adrian added a human perspective, questioning how AI will manage emotionally charged scenarios such as grievances or disciplinaries, which require empathy and nuance, traits traditionally rooted in HR.

Where AI Is Already Delivering Value

The panel then explored how companies are already using AI effectively. Adil explained that AI has long been a part of recruitment, supporting bias reduction, improving the inclusivity of job ads, and automating repetitive tasks like interview scheduling. He highlighted a shift from keyword-matching systems to more contextual, conversational AI that can offer richer interactions and deeper insights during interviews. Urszula shared that over 90% of companies now use AI in some way. While a fully automated recruitment process isn’t the norm, AI is being widely adopted for practical efficiencies like scheduling, advert writing, and reporting. Oleksandr added that large enterprises often face agility challenges when implementing AI, but as tools evolve quickly, more adaptable systems are emerging, albeit not always perfectly aligned with every organisation’s needs.

AI for High-Volume Recruitment

High-volume hiring was another key area of discussion. Tomasz explained that AI-powered skill assessments are transforming how thousands of candidates are evaluated quickly and fairly. He also introduced the concept of “interview intelligence”, where AI tools record, transcribe, and analyse interviews to uncover patterns that might be missed by humans. This enhances consistency and reduces unconscious bias. Adil showcased tools like Metaview and Brighthire, which offer live interview insights, suggest questions, and generate post-interview scores. AI-driven scheduling enables interviews to take place 24/7, supporting continuous hiring at scale. He also noted that CVs are losing value in favour of skill-based assessments, with conversational AI helping to build more holistic candidate profiles.

Improving Hiring Decisions with AI

The panel agreed that AI can strengthen hiring decisions, if used carefully. Tomasz emphasised that in high-volume hiring, speed often compromises fairness. AI helps balance the two by improving decision consistency and enhancing data signals. Predictive analytics also allow employers to identify candidates likely to perform well, adapt quickly, and stay longer. Oleksandr pointed out that AI models can learn from both good and bad hiring decisions, helping refine future outcomes. Still, he stressed that the final decision should always rest with a human. Adrian raised concerns about bias, asking whether AI might absorb prejudice from the data it learns. Adil acknowledged this risk, referencing Amazon’s now-scrapped AI hiring tool that developed gender and institutional biases. He stressed the need for transparency, careful model design, and strict separation between human decisions and biased data. Urszula added that recruiters should be trained to verify and validate AI outputs, and that standardised processes can help reduce bias. Adil also mentioned that AI can free up recruiters from admin-heavy workloads, allowing them to focus on building relationships and making thoughtful decisions.

Making AI Recruitment More Fair

Fairness was another focal point. Oleksandr argued that transparency is essential, candidates should understand why they weren’t selected. AI can support this by offering specific, explainable feedback in situations where human interaction isn’t feasible. Urszula stressed the need for recruiter training and process standardisation, such as using the same set of questions for all candidates. These measures, she said, can help reduce human and machine bias alike.

Standing Out in an AI-Driven Process

The panel addressed whether candidates can “beat the algorithm.” Adil offered a frank perspective: they can’t. With AI-generated CVs being screened by AI tools, many candidates are automatically filtered out before a human sees their application. This places more emphasis on interviews than ever. Tomasz mentioned the rise of AI detectors that can spot auto-generated CVs, but also “humaniser” tools designed to disguise them, creating a race between detection and deception. Adrian reflected on this, noting the growing tension between authenticity and performance. Oleksandr offered a more optimistic take, saying that for some candidates, especially those who struggle with self-presentation, AI can help them better express their skills. Adil added that many candidates are also using AI to rehearse interviews, boosting their confidence and improving performance. Adrian agreed, pointing out that while many people are great at their work, they may not be skilled at presenting themselves, something AI tools can now help with, particularly at entry level.

Should Companies Be Transparent About AI Use?

The panellists agreed that transparency is becoming not only ethical but also regulatory. Urszula noted that some governments are introducing penalties for companies that don’t disclose their use of AI in hiring. Adil clarified that while the law currently requires transparency only when AI is involved in decision-making, companies should take it further by informing candidates when they’re interacting with bots or being recorded by AI tools.

How Cavendish Professionals Supports Candidates with AI

Adrian wrapped up the conversation by explaining how Cavendish is helping candidates navigate this evolving space. Developers are increasingly asking about AI trends and how to prepare. Cavendish supports them by advising on CV structure and interview prep, and cautions against letting AI fully write their CVs. Using AI as a template is fine, but originality still matters.

Final thoughts

Adrian concluded the discussion by sharing how Cavendish Professionals is helping candidates adapt to the evolving hiring landscape. Many developers, he said, are proactively seeking advice on AI trends and job requirements. Cavendish supports candidates by advising on how to structure their CVs and prepare for interviews, while discouraging full reliance on AI-written CVs. Using AI as a template is fine, but originality and authenticity still matter.

As companies adapt and candidates learn to work alongside AI, the future of hiring will depend on balance: harnessing the speed and scale of technology, while keeping empathy, judgement, and fairness at the heart of every decision.