AI in recruitment: what agencies should automate first.
Scott Hough
Founder, Maison Digital
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Search for AI in recruitment and you'll find a wall of software promising to screen CVs, rank candidates and fill roles on autopilot. For large in-house teams processing thousands of applications, some of that makes sense.
For a boutique agency, the bigger win is usually somewhere else: the hours of admin around every placement that nobody bills for.
What to automate first
Candidate updates. Keeping every candidate informed at each stage, automatically, so nobody is left wondering and your consultants aren't chasing.
Job ad first drafts. Turning a client brief into a clear, specific ad in your agency's voice. A consultant edits and approves.
Interview notes and summaries. Writing up calls and turning them into a short, consistent candidate summary for the client.
Moving data between tools. Getting information from your inbox, forms and job boards into your CRM without copying and pasting.
Client-facing content. Salary guides, market updates and specialist pages that show hiring managers you know their market, and help them find you in search.
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What to keep human
Recruitment is a relationship business. The judgement about whether a candidate is right, the conversation that persuades them to move, and the trust a hiring manager places in you can't be automated, and shouldn't be.
Be careful with automated screening too. Tools that rank or reject candidates can carry bias you can't see, and you're still responsible for fair treatment. Use AI to give consultants more time with people, not less.
How to start
Ask your consultants to track where their time goes for one week. The repetitive task that comes up most is where to start. Automate that one well before moving on.
That's how we approach AI automation and AI consultancy: start with the work, keep people where they matter. If you'd like a hand finding your agency's first win, book a call.
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