Requirement patterns that confuse ATS keyword filters
Why "5 years of experience" means something different to a human reviewer than to an ATS keyword scan, and what to do about it.
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Insights on recruiting and AI screening
Practical writing on candidate screening, TA operations, and what the AI-augmented hiring workflow actually looks like.
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How experience requirements shrink your pipeline without improving it
Strict year-count requirements eliminate strong candidates before they're evaluated on what actually matters. Here's a better approach.
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What the research says about bias in AI candidate screening
A clear-eyed review of where AI screening reduces human bias and where it can replicate it, and what design choices make the difference.
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ATS integration depth: what actually matters for screening
Not all ATS integrations are equal. Here's what to look for when evaluating how deeply a screening tool connects to your system.
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The real cost of a bad first-pass screen
Beyond the time cost: what poor screening does to offer acceptance rates, candidate NPS, and hiring manager trust in the TA function.
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How structured requirements improve shortlist quality
The difference between a job description and a scoring rubric, and why the latter produces measurably better shortlists.
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What high-performing TA teams do in the first 48 hours
Speed matters in recruiting, but only if it's paired with rigor. The fastest-hiring teams share a common workflow pattern in the first two days of a posting.
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Recency bias in resume review: the problem nobody talks about
Candidates who apply in the first 24 hours get more careful review than those who apply on day seven. Here's the data and what to do about it.
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How to write job requirements that AI can actually score
Vague job descriptions produce vague shortlists. Here's a framework for writing requirements that translate into precise scoring rubrics.
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Async screening vs. standardized phone screens: when each works
Phone screens take 30 minutes of recruiter time per candidate. That math doesn't work at volume. Here's how to decide when to go async.
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Volume hiring and quality hiring don't have to be opposites
The companies that hire well at scale have one thing in common: they've systematized the first pass so their team can focus on the second.
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