Automated Candidate Engagement Platforms

I automated 60% of my sourcing. 🤖 Here's how I did it: No, I didn't spend $40K on platforms. Or a team of engineers. I used AI browsers, a handful of prompts, and a workflow I built myself over about three weeks of iteration. Here's what that 60% looks like in practice: ➡️ Overnight candidate discovery from conference and event pages, publications, and online communities. Runs while I sleep, flagging profiles that match specific evidence based criteria before I open my laptop in the morning. ➡️ Multi-platform contact aggregation. No more switching between six tabs and manually copying emails into a spreadsheet. The browser pulls it, formats it, drops it where I need it. ➡️ Objective resume scoring against a clear rubric. Not keyword matching. Actual comparative scoring based on defined skill/ability criteria, applied consistently and faily across every profile in the batch. ➡️ ATS updates. Activity pulled from LinkedIn and CRM, formatted, synced. No manual data entry. What I still do manually is the part that actually matters: human judgment call. Is this a strong enough match to receive a message? Does their work show evidence of what we actually need? That's still mine. The 60% I automated was never where the value lived anyway. The AI Browser Sourcing Toolkit has the prompts, the workflow map, and the platform setup that made this possible. It's free. It's practical. And it works whether you're a team of one or running a full sourcing operation. Always happy to share tools and materials to help! Comment TOOLKIT. ⬇️⬇️

Recruiting faces a growing workload for most hiring teams, while the tools remain underused. I see recruiters today surrounded by software like ATS platforms, dialers, schedulers, spreadsheets, inboxes, and dashboards, and while each tool helps a little, none of them actually takes meaningful work away from their plate. The real bottleneck is still conversations, from calling candidates and screening them to qualifying intent, capturing context clearly, and following up without losing the thread along the way. That is where agents change the game. While building JobTalk, I kept coming back to one core idea: what if an AI could own the entire candidate conversation end to end instead of assisting in fragments. An AI voice agent that calls candidates, asks the right questions, listens carefully, qualifies properly, and hands over clean, structured context to the recruiter, without constant tool switching or incomplete notes. When agents handle repetitive work, recruiters are finally free to focus on judgment, trust, and hiring decisions that only humans should make. Recruiting does not need more dashboards; it needs teammates who actually do the work. What do you think how agents will reshape recruiting teams in the next two years? #Recruiting #AIinHR #TalentAcquisition

Recently I was asked how we’re using AI at BRUNT Workwear through the lens of HR — and it’s a great question. Like many People teams, we’re exploring how AI can streamline operations and create better experiences for both employees and candidates. Here’s a quick snapshot of what we’re currently using — and where we see opportunity ahead: 🔹 Lattice AI We’re actively using AI in Lattice to support performance management, feedback, and goal alignment. It helps managers draft review inputs, summarize peer feedback over time, and tighten goal phrasing — saving 30–50% of the time typically spent on manual writing. We also use Lattice’s analytics to surface engagement trends, flag sentiment shifts, and analyze survey themes as a addition to our 1:1 and in-person human-connection. This allows us to be more data-driven and proactive around morale and retention. We’ll be joining the BETA for Lattice’s HR AI Assistant, which uses our internal policies to answer employee routine questions in real time. It’s helping reduce repetitive inquiries so our People team can stay focused on community building, inspiring and connecting. 🔹 LinkedIn Recruiter AI We're tapping into AI filters and suggestions to identify top-tier passive talent — even before they apply. The AI-assisted outreach messaging is also helping us personalize candidate communications more efficiently. These features are part of how we plan to scale our recruiting efforts as we grow the team. 🔹 Google Gemini Using Gemini to synthesize interview notes and summarize candidate feedback — a small shift that’s saved meaningful time in early-stage debriefs. 🔮 What’s Next? We’re actively exploring: 1️⃣ Greenhouse Software AI Tools – Automating sourcing, personalizing outreach, and generating structured interview plans 2️⃣ AI-Driven L&D Platforms – To deliver skill-based, personalized learning plans for employees and to teach AI responsible use (where is it reliable and where it is shaky). 3️⃣ Org Design Tools – A space we’re watching closely for more intuitive, scenario-based modeling tools. I’m energized by what these tools can unlock — not just in terms of efficiency, but in building a more thoughtful, high-impact People function. If you’re testing or scaling AI in HR, I’d love to swap ideas. #AIinHR #FutureOfWork #HRTech

𝐑𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐢𝐳𝐢𝐧𝐠 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐀𝐈 𝐢𝐧 𝐅𝐢𝐧𝐝𝐢𝐧𝐠 𝐒𝐚𝐥𝐞𝐬𝐟𝐨𝐫𝐜𝐞 𝐄𝐱𝐩𝐞𝐫𝐭𝐬 In the competitive world of Salesforce recruitment, the integration of Artificial Intelligence (AI) into talent acquisition strategies is not just innovative—it’s transformative. As a seasoned recruiter specializing in Salesforce talent, I’ve embraced AI technologies to enhance our recruitment processes, ensuring we connect top Salesforce professionals with leading companies more efficiently and effectively. AI is revolutionizing talent acquisition by automating time-consuming processes, enhancing decision-making with data-driven insights, and ultimately, improving the quality of hires. Here’s how AI is specifically making an impact in finding Salesforce experts: ➡️ Enhanced Candidate Sourcing: AI algorithms can scan through vast amounts of data to identify potential candidates who match specific Salesforce skill sets, even those who may not be actively looking for new opportunities. ➡️ Improved Screening Processes: By automating the initial screening processes, AI helps us focus on candidates who not only have the right skills but also align with the company culture and values, ensuring a better fit. ➡️ Predictive Analytics: AI’s predictive capabilities allow us to analyze trends and predict candidate success, reducing the chances of turnover and increasing overall job satisfaction. ➡️ Bias Reduction: AI tools are designed to assess candidates based on skills and experiences, helping minimize unconscious biases that might occur during the recruitment process. ➡️ Efficient Communication: AI-driven chatbots can provide immediate responses to candidate inquiries, keeping them engaged throughout the recruitment process and improving the candidate experience. Implementing AI in Your Recruitment Strategy: ➡️ Choose the Right Tools: It’s crucial to select AI tools that integrate seamlessly with your existing recruitment software and are proven effective in the Salesforce ecosystem. ➡️ Train Your Team: Ensure your recruitment team is well-trained on how to use AI tools effectively, understanding both their capabilities and limitations. ➡️ Continuous Improvement: AI tools should not be set and forgotten. Regularly update your AI systems based on feedback and new data to improve accuracy and efficiency. As we look forward, the role of AI in recruitment will only grow, becoming a fundamental aspect of how companies find and hire talent. For those looking to hire Salesforce experts, leveraging AI can provide a significant competitive advantage. If you’re interested in how AI can enhance your talent acquisition efforts or are seeking opportunities within the Salesforce domain, let’s connect. Together, we can explore innovative strategies to meet your recruitment needs and ensure your team remains at the forefront of Salesforce expertise.

How I’m Leveraging AI & Avatars to Reimagine Candidate Engagement Recruiting has always been about connection—but how we create that connection is rapidly evolving. Over the past year, AI has shifted from being a behind-the-scenes efficiency tool to a front-facing engagement engine. One of the most interesting use cases I’ve been experimenting with is the use of AI-powered avatars to communicate with potential candidates in a more scalable, consistent, and human-centered way. I recently created a short avatar video to demonstrate how AI can be leveraged in recruiting—not as a replacement for human interaction, but as an enhancer of it. Here’s why I see real value in this approach: Personalized messaging at scale – Avatars allow recruiters to deliver a consistent message while still feeling personal and welcoming. Always-on employer branding – Candidates can engage with your message anytime, anywhere—without waiting for a live touchpoint. Improved candidate experience – Clear, friendly communication up front reduces uncertainty and builds trust earlier in the process. More time for high-value work – Automating first-touch messaging gives recruiters more space to focus on relationship building, strategy, and hiring quality. This video wasn’t created to showcase technology for technology’s sake—it was created to show others what’s possible when we thoughtfully apply AI to recruiting workflows. As talent leaders, we have an opportunity to use AI responsibly to improve access, clarity, and engagement for candidates—while still keeping people at the center of the process. 💬 I’d love to hear your thoughts: Would you respond to an avatar-led message from a recruiter? Where do you see AI adding the most value in the hiring process? What concerns or opportunities come to mind? Drop your perspective in the comments—let’s learn from each other and shape what modern recruiting looks like together. #Recruiting #AIinHR #FutureOfWork #TalentAcquisition #CandidateExperience #HRTech #Avatars #InnovationInRecruiting

300 resumes for one role and your best candidate just ghosted you after waiting three weeks for feedback. This scenario plays out daily in recruiting teams everywhere. AI Recruiting Agents offer a different path forward. Think beyond the hype for a moment. These agents handle the repetitive tasks that drain your team's energy: resume screening, candidate ranking, interview scheduling, skill test deployment. All automated. What fascinates me is how they learn. Every hiring decision becomes training data. They recognize patterns, spot which traits predict success in your organization, and identify potential beyond the resume. The integration piece matters too. They plug into tools you already use while your recruiters focus on what humans do best: building relationships, reading between the lines, and making nuanced judgment calls. The data tells the story: 35% faster time-to-hire and 20% higher candidate satisfaction for companies using AI in 2024. That's competitive advantage. Of course, bias remains a real concern. Unchecked AI can perpetuate hiring mistakes from the past. Building in transparency and audit trails isn't negotiable. How are you balancing speed with quality in your hiring process right now? My thoughts on this are below in the comments. #recruitment #recruiting #hiring #HR #HumanCapitalist

The old way: Manual screening of thousands of CVs. The new way: #Agentforce. Capita's contact centre job listings attract tens of thousands of applications. Customers need those centres staffed up fast. But manual workflows have slowed the process, impacting candidates and customers. That’s why Capita's recruitment-as-a-service will use Salesforce Agentforce #AI agents to automate candidate matching and engagement. So they can help their customers fill business-critical roles – fast. Agentforce will help Capita quickly transform the recruitment process by autonomously taking action on early-stage tasks, such as enabling candidates to find jobs that fit their needs, assessing thousands of CVs in seconds, and narrowing the candidate pool for a potential match. For example, a recent graduate might come to Capita’s website looking for a position. Agentforce will ask what they’re looking for, prompt them to upload their CV, instantly analyse it, and suggest relevant roles. Once they apply, Agentforce can then suggest next steps for the human recruiter, helping them move qualified candidates through the hiring process faster — a significant advantage for businesses that need to keep thousands of roles filled or staff up quickly for holiday seasons and peak campaigns. Read their story: https://lnkd.in/eZpjbfS9

AI Agents are now a reality, and Google’s #VertexAI is simplifying the process of developing, deploying, and configuring robust AI solutions with out-of-the-box capabilities. Its ability to interpret text, images, and charts and extract meaningful insights in text and visual formats is set to revolutionize business applications across industries. These capabilities give enterprise software providers a significant advantage, enhancing their automation platforms and solving customer challenges more effectively. For instance, Ceipal leverages advanced LLM models to improve candidate search, parsing, and matching, enhancing accuracy, speed, and relevance. Ceipal’s #Copilot recently upgraded, empowering customers through support #bots, enabling personalized outreach, instant candidate and recruiter responses, and robust tools like assessments and voice communication. Features like auto-reminders, predictive workflows, and instant responses streamline engagement with candidates, suppliers, and internal teams. This results in faster, smoother, and more cost-effective recruiting—exactly what staffing companies need to thrive.

Rex was paying a ton on recruiting tools that couldn't even text their field workers. With 300+ hires annually and candidates ghosting left and right, their VP of Talent had enough. Here's how they went from 3 broken tools to 15-day hires… WITHOUT spending a penny more: THE CHALLENGE: Rex spans property management to private equity, facing 60% annual turnover. Their property management roles receive 75-100 applications weekly. But their tech stack was breaking down: - Separate platforms for ATS, SMS, and reporting - Sourcing tool providing incorrect contact info more often than not - Manual Excel reporting eating hours of productivity - Field workers who rely on text, not email - Facing $15,000+ in additional costs just to add proper sourcing As Mike Walsh, their VP of Talent, put it: "They're out on the field or on-site. They're not like IT workers who are on their computer for the majority of the day." —— THE GEM SOLUTION: —— Instead of adding more tools, we consolidated: One platform replacing three: ↳ Unified ATS with native SMS capabilities ↳ Integrated CRM for candidate nurturing ↳ AI-powered sourcing and screening ↳ Real-time analytics dashboards Smart automation for high-volume hiring: ↳ Bulk candidate messaging for 75-100 weekly applicants ↳ SMS sequences reaching field workers effectively ↳ Projects feature storing past candidates for future roles Cost-conscious approach: ↳ Maintained their existing budget ↳ Avoided $15,000 in additional sourcing costs ↳ Added capabilities without adding complexity REAL RESULTS: Mike's team recently needed a Senior Property Accountant. Using Gem's campaign feature, they messaged previous candidates stored in their project database. Result: Hire made in 15 days. Their second hire took just 21 days. For executive reporting, Mike shares: "I can do deep dives into data right away when the COO asks." No more manual Excel. Just instant insights. The deeper lesson here: High-volume hiring doesn't require high-complexity tools. Integration beats proliferation. When you unify your stack, you multiply your impact. As Mike told us: "Gem listens to their customers. There's a willingness to take feedback and try to build that into their product, which gives me confidence in the future of the company and its tools." That's what partnership looks like. P.S. If your team is managing multiple recruiting tools for basic workflows, we should talk. Sometimes the best upgrade is actually a consolidation.

There’s a lot of talk about recruiters being ‘replaced’ by AI. AI can’t replicate expert recruiters’ skills. However, recruiters should not waste time on tasks that should be automated by now. Off the top of my head: KICK-OFF MEETING: For new or tough roles, recruiters should lead hiring manager meetings. AI tools like BrightHire, Metaview or Screenloop can transcribe, summarize, and allocate tasks. TALENT MARKET RESEARCH: AI-powered tech like Poetry or Horsefly can deliver labor market insights and competitor analysis. Recruiters don’t need to Google this anymore. JOB DESCRIPTION WRITING: Use AI tools like Poetry or RoleMapper which deeply understand your company context. Hiring managers can review and refine. #RECRUITMENTMARKETING: AI products like Poetry, which understand your #EmployerBrand, tone-of-voice and existing assets can turn JDs into job ads and create social posts, colleague stories and personas while aligning with brand guidelines. JOB AD DISTRIBUTION: AI-powered tools like Adway or VONQ automate audience targeting, pricing and distrobution. TALENT SOURCING: Poetry creates Boolean strings, outreach messages, and objection handling scripts. Tools like Dripify distribute messages effectively. RESUME SCREENING: Activate resume-matching features in your ATS. If unavailable, get a new ATS or implement a tool like Textkernel. INTERVIEW SCHEDULING: It's 2025. Automate scheduling with tools like Cronofy to free up coordinators for higher-value tasks. INTERVIEW QUESTIONS: AI tools like Poetry can create role-specific, on-brand interview questions for recruiter and hiring manager review. CANDIDATE ASSESSMENT: Use prebuilt assessments from providers like Arctic Shores instead of designing them from scratch. OFFER MANAGEMENT: Leverage your ATS for offer automation, references, and compliance tasks. For senior and critical hires, recruiters should personally call with the good news, address objections and then hand over to hiring managers. Key observation - your approach will vary according to various criteria, summarized crudely as follows: In-Demand Talent (when skills are scarce or for senior hires): Recruiters should prioritize relationship building and strategy. Tools like Poetry handle time-intensive tasks like outreach and intelligence gathering. Candidate Surplus: AI and automation can manage most workflows, ensuring efficiency, scalability, and consistency.