Chatbots in Recruitment: Revolutionising How We Hire

Introduction: The New Face of Recruitment

Just imagine, it's 7:30 in the morning. You've just settled at your desk with a steaming cup of coffee in hand, and your inbox is already packed. Dozens of applications have come in overnight for the warehouse role you posted. You haven’t even skipped your coffee, and the admin overload is already real.

If this sounds familiar, you're not alone.

Hiring has always been complex and the recruitment landscape has transformed radically in recent years, and not just because of the pandemic's aftershocks. AI chatbots have quietly reshaped the way companies find and attract talent. They're changing everything.

I remember when recruitment meant endless phone calls and manually sorting through paper applications. Those days are gone. Today's recruitment professionals are partnering with intelligent digital assistants that never sleep, never tire, and surprisingly, create better candidate experiences than their human counterparts.

This transformation fascinates me. As AI technology continues to advance, particularly in the universe of conversational AI, the possibilities for recruitment seem boundless. Yet questions remain about effectiveness, ethics, and implementation, especially when it comes to non-desk worker recruitment, where traditional hiring methods have long dominated.

These conversational assistants are changing how we connect with talent, especially in high-volume, high-turnover roles. Once seen as a novelty, they’re now critical tools in industries from logistics to construction. What’s more, they’re making hiring faster, fairer, and more human than ever.

Let’s unpack how.

The Evolution of Recruitment Technology: From Paperwork to AI Partners

Recruitment used to be all about phone calls, walk-ins, and paper CVs.Then came online job boards and applicant tracking systems (ATS).  But today, we’re entering a new phase: AI-powered recruitment. Each transition has made hiring more efficient, more scalable, and (ideally) more effective.

The journey to today's AI-powered recruitment landscape hasn't been straightforward. Early applicant tracking systems were clunky and frustrating, both for recruiters and candidates.

Remember those systems that would completely scramble a perfectly formatted CV? Or the ones that would lose applications entirely? I certainly do. They were the digital equivalent of filing cabinets with faulty locks.

But technology evolves. And recruitment technology has evolved tremendously. According to the 2025 “Construction Workforce Intelligence Report”, AI adoption in hiring among construction firms soared from 23% in 2022 to 78% in just three years. That’s an insane shift in a traditionally analog industry.

The evolution has been particularly significant in non-desk worker recruitment. Historically, hiring for manufacturing, logistics, construction, and service roles relied heavily on local networks, job fairs, and paper applications. These methods worked reasonably well when labour markets were stable and local, but they've struggled to keep pace with today's dynamic workforce needs.

Just take a look at warehouse roles. The average time-to-hire dropped from 27 days in 2020 to just 11 days in 2024 for companies using recruitment chatbots. That’s a 59% improvement, cutting nearly two weeks of operational costs.

The transformation hasn't been without growing pains. Early chatbot implementations were notoriously frustrating, with limited understanding of candidate queries and rigid conversation flows that left applicants feeling more like they were navigating a telephone menu system than having a conversation.

But chatbot tech has come a long way since then. Modern recruitment chatbots are powered by sophisticated large language models and can understand nuance, detect sentiment, and maintain contextually aware conversations that feel surprisingly human.

They work.

How AI Chatbots Function in the Recruitment Process

At their core, recruitment chatbots are conversational interfaces designed to automate and streamline the various stages of the hiring process. Unlike their simplistic predecessors, today's recruitment chatbots leverage natural language processing (NLP), machine learning, and increasingly sophisticated AI models to interact with candidates in ways that feel natural and responsive.

These systems typically integrate with existing applicant tracking systems (ATS), creating a seamless flow of information from initial candidate contact through to hire.

But how exactly do they function within the recruitment process?

1. Initial Candidate Engagement

Chatbots provide immediate engagement as soon as a potential applicant visits your careers page or responds to a job advertisement. They're like having your best recruiter available 24/7, ready to answer questions about the role, company culture, benefits, application process and everything in between!

This immediacy matters. Particularly in non-desk worker recruitment where candidates may be exploring opportunities outside traditional business hours or might be actively juggling multiple applications.

2. Screening and Pre-qualification

Possibly the most powerful use of chatbots in recruitment is their ability to conduct initial screening conversations. Through a series of targeted questions that are customised to the specific role requirements. Chatbots can efficiently assess candidate qualifications, experience, availability, and interest.

For non-desk worker positions, these screening conversations might include practical questions about:

• Shift availability
• Transportation arrangements
• Required certifications
• Physical capabilities relevant to the role
• Prior experience with specific equipment or processes
• Willingness to undergo background checks or drug screening

The chatbot collects this information through natural conversation, rather than through intimidating forms. Creating a more engaging candidate experience while simultaneously gathering the structured data recruiters need.

3. Scheduling and Coordination

Once qualified candidates are identified, chatbots seamlessly transition to coordination mode. Chatbots immediately start to co-ordinate the next stage of hiring by:

• Schedule interviews
• Sending reminders
• Providing preparation materials
• Maintaining engagement throughout the hiring process.

This functionality addresses one of the most time-consuming aspects of recruitment: the back-and-forth of interview scheduling. It's like having a dedicated coordinator whose sole purpose is ensuring that qualified candidates don't fall through the cracks due to administrative gaps.

4. Ongoing Candidate Communication

Chatbots maintain regular communication with candidates throughout the hiring process, by actively:

• Providing updates
• Answering questions
• Keeping potential hires engaged.

This consistent communication serves multiple purposes. It reduces candidate anxiety during the waiting periods between interviews or assessments. It demonstrates organisational efficiency and respect for the candidate's time.

And perhaps most importantly, it prevents candidate ghosting (that frustrating phenomenon where qualified applicants simply disappear without explanation).

This technology isn't magic. But it's close.

The Unique Challenges of Non-desk worker Recruitment

Recruiting for non-desk roles, drivers, builders, warehouse operators, cleaners, is different. It’s often high-volume, high-pressure, and full of practical barriers. Understanding these unique challenges is essential for effectively implementing chatbot technology in this sector.

1. High Volume, High Urgency

These industries often need to fill dozens of roles at once, and fast. Traditional processes can’t keep up. A manufacturing facility that needs to staff a new production line can't wait weeks for the perfect candidates, they need qualified people ready to start training immediately.

This high-volume, high-urgency environment creates pressure points that traditional recruitment methods struggle to address. Screening hundreds of applicants quickly and maintaining quality standards is nearly impossible without tech assistance. Chatbots accelerate screening and interview scheduling, allowing companies to scale hiring operations without needing more staff.

2. Candidate Communication Access Barriers

Not every job seeker has a laptop or reliable internet. But nearly everyone in South Africa has a mobile phone.

A construction worker or warehouse associate might find it easier to have a quick phone conversation during a break than to type responses on a small screen while wearing work gloves.  For candidates working shifts or outdoors, typing long responses just isn’t practical.

Solutions like txrHR chatbot use apps like WhatsApp, and mobile-friendly web chat to meet candidates where they are. This approach is vital in regions with limited connectivity, and where mobile is the only digital access point.

I experienced this firsthand when implementing a recruitment chatbot for a manufacturing client last year. Their initial text-only deployment saw limited engagement. Then they added WhatsApp voice message functionality which allowed candidates to respond verbally rather than typing.Their completion rates for initial screenings jumped by 64%.

3. Skills That Are Hard to Test on Paper

For non-desk roles, practical experience often matters more than what’s written on a CV. A forklift operator needs to demonstrate actual operating proficiency. A plumber needs to show practical problem-solving abilities with physical systems.

This reality has traditionally needed in-person skills demonstrations, often creating logistical bottlenecks in the hiring process. While chatbots cannot directly assess these practical skills, chatbots can help by asking the right questions upfront, filtering candidates based on real-world readiness.

4. Higher Turnover Realities

Seasonal spikes and temporary contracts are common in blue-collar sectors. That means recruitment is ongoing, not occasional. Many non-desk worker sectors experience higher turnover rates than their white-collar counterparts. 

This isn't necessarily a reflection of job satisfaction issues, often it's simply the nature of certain industries, particularly those with seasonal fluctuations or project-based work. 

This turnover reality means recruitment is rarely a "one-and-done" activity but rather an ongoing operational necessity. AI-powered systems are built for consistency. They keep running 24/7, helping teams manage churn without constantly restarting the hiring cycle.

How AI Chatbots Address Non-desk Worker Recruitment Challenges

The unique challenges of non-desk worker recruitment require specialised solutions. Modern AI chatbots are increasingly tailored to address these specific needs, offering functionalities that align with the realities of hiring for manufacturing, logistics, construction, and service roles.

1. Multilingual Capabilities

One of the most significant advantages of AI chatbots in non-desk worker recruitment is their ability to communicate fluently in multiple languages. Many chatbots now support multiple languages, enabling broader reach and inclusion. 

Candidates answer in their preferred language, while recruiters receive standardised data in theirs.This functionality creates more inclusive hiring processes and expands the potential talent pool.

2. Flexible Communication Channels

Recognising that non-desk worker candidates may have different communication preferences, sophisticated recruitment chatbots now operate across multiple channels. Whether it’s SMS, Facebook Messenger, or web chat, modern bots meet candidates where they already are. 

This allows candidates to engage through familiar platforms rather than requiring them to adapt to corporate systems. The result is higher completion rates and more positive candidate experiences.

The flexibility extends to communication timing as well. Non-desk workers often work shifts that don't align with traditional business hours. Chatbots provide any-time accessibility. This lets candidates engage during breaks, after shifts, or whenever is most convenient for them.

3. Streamlined Mobile Application Processes

Long, complicated application forms are especially problematic for non-desk worker recruitment. Many candidates apply via mobile devices, often during brief breaks or commutes. Traditional application systems, with their multiple screens and detailed form fields, create frustrating barriers.

AI chatbots address this challenge by breaking the application process into conversational segments and collect essential information through natural dialogue rather than formal forms. The conversation can be paused and resumed as needed, accommodating the realities of applying during work breaks or busy schedules.

This conversational approach typically collects the same information as traditional applications but in a format that feels less like paperwork and more like a helpful interaction. The psychological difference is significant, and the completion rates reflect this.

The October 2024 “Logistics Workforce Trends Report” from Supply Chain Insights UK found that companies using conversational application methods saw completion rates climb to a whopping 68%, compared to the measly 37% for traditional forms.

4. Pre-screening for Essential Requirements

In non-desk roles, certain qualifications aren't optional, they’re must-haves. Whether it's a commercial driver’s license, the ability to lift a specific weight, or certifications for operating machinery, some criteria are just non-negotiable.

AI chatbots are particularly effective at filtering for these essentials. They ask targeted, role-specific questions to quickly surface qualified candidates and redirect those who aren’t a match, saving recruiters hours of manual screening.

This is particularly valuable in high-volume hiring scenarios, where manually reviewing hundreds of applications for basic qualifications would consume too much resources.

Yet the best bots go further than basic yes/no filtering. They explain why a candidate might not qualify and, where possible, suggest other opportunities that may be a better fit. It’s not just efficient—it’s respectful and constructive, keeping more people in your talent pipeline.

The Human Element: Chatbots as Recruitment Partners, Not Replacements

As powerful as AI chatbots have become, recruitment is still, at its core, a human process. This is still especially true for non-desk industries. The most effective chatbot implementations don’t replace recruiters, but  support them. Think of them as capable assistants, not stand-ins.

The Limitations of AI in Recruitment

Chatbots are excellent at structured conversations, data collection, and automating routine tasks. But there are clear limits to what they can (and should) handle. Chatbots can't:

• Interpret soft skills like adaptability or teamwork with the nuance a human can
• Assess cultural fit in a meaningful way
• Recognise potential that falls outside predefined rules
• Build genuine, trust-based relationships with candidates
• Navigate complex or one-off situations that fall outside scripted logic

These limitations are especially apparent in non-desk worker roles, where assessing practical skills, hands-on experience,  work ethic, and team compatibility often requires human judgment and matter more than what’s  written in a CV.

I've seen this play out repeatedly in manufacturing environments.Seasoned floor managers can often identify promising candidates through subtle cues that would be invisible to even the most sophisticated AI systems.

The Ideal Recruitment Partnership Model

The best approach to AI recruitment is what we call the "enhance and elevate" model:

• Enhance: Let the chatbot take care of repetitive, high-volume tasks like screening, scheduling, collecting information, and sending reminders.
  
  
• Elevate: Free up recruiters to focus on high-impact work like meaningful conversations, nuanced candidate assessments, and strategic planning.

In practice, this partnership allows recruiters to spend more time on meaningful candidate interactions, thoughtful assessment of qualifications, and strategic recruitment planning, rather than being consumed by administrative tasks.

This division of labour creates a smarter, more responsive recruitment process. Chatbots manage the flow. Humans make the decisions.

Where Humans Still Matter Most

There are certain moments in the hiring journey where human involvement is not just preferred, but essential. These typically include:

• Handling sensitive feedback or rejections
• Discussing compensation, schedules, or benefits in detail
• Sharing deeper insights into team dynamics or company culture
• Making judgment calls in borderline or complex cases
• Offering a personalised onboarding experience

Organisations that get the best results with recruitment chatbots take time to map key human touchpoints. They design their systems so that the tech works where it excels, and hands it off to people when empathy, judgment, or flexibility is required.

Basically, it’s this human-AI balance that makes modern recruitment both efficient and genuinely human.

Implementation Considerations: Making Chatbots Work for Your Organisation

Implementing AI chatbots for recruitment, particularly in non-desk worker industries, offers powerful advantages. But unlocking those benefits requires more than just plugging in new technology. Thoughtful planning, organisational alignment, and ongoing optimisation are critical to success.

Assessing Organisational Readiness

Before implementing chatbot technology, organisations should take a clear-eyed look and evaluate several readiness factors, such as:

• Clarity and consistency in recruitment processes and job descriptions
• Compatibility with existing systems like your ATS or HRIS
• Data privacy and compliance frameworks
• Openness to change among recruiters and hiring managers
• Candidate digital fluency, especially in frontline roles

This assessment helps identify potential implementation challenges before they become problematic. It also helps establish realistic expectations about the transition period and likely outcomes.

I recall working with a manufacturing client who discovered during their readiness assessment that their job descriptions were inconsistent and often outdated. This created  confusion for both applicants and the chatbot. Addressing this fundamental issue became step one in their implementation plan.

Selecting the Right Solution

The market offers various chatbot solutions with different capabilities, integration options, and specialisations.  Not all chatbot platforms are created equal, especially when it comes to supporting high-volume, hourly, or field-based hiring. 

When evaluating options for non-desk worker recruitment, consider:

• Multilingual support tailored to your candidate pool demographics
• Multi-channel communication options (web, SMS, WhatsApp, etc.)
• Tight Integration capabilities with your existing ATS and HRIS
• Industry-specific workflows and screening templates 
• Customisation options to reflect your brand and roles 
• Voice-capable features for accessibility and ease of use
• Robust analytics and reporting tools

Organisations should prioritise solutions with proven success in similar industries and use cases, requesting case studies and reference customers during the evaluation process.

Olivia Chatbot by Paradox: Enterprise-Grade AI for High-Volume Hiring

Olivia, the AI-powered chatbot from Paradox, is a well-known option for large organisations that need to scale recruitment fast. With its polished interface and reliable automation, Olivia handles everything from candidate screening to interview scheduling. 

Olivia is known to integrate smoothly with many ATS platforms, making it suitable for structured, corporate hiring environments. However, for non-desk recruitment, where candidates may not have easy access to web portals or email, Olivia’s SMS and web-first channels can limit reach and engagement. 

While Olivia chatbot brings sophisticated automation, its higher cost and web-first approach may not fully align with the practical realities of hiring for roles in logistics, construction, hospitality, or manufacturing, where immediacy and accessibility are crucial

txtHR: A WhatsApp-First Solution for Mobile-Driven Recruitment

txtHR by graylink offers a purpose-built alternative for organisations focused on recruiting non-desk workers, especially in mobile-first and emerging markets and non-desk sectors like logistics, construction, and manufacturing. 

Unlike chatbots that focus on web or SMS, txtHR is designed for WhatsApp-first communication, meeting candidates where they already are. It’s more than just a chatbot, txtHR is a fully integrated recruitment platform that manages the entire process from initial engagement to onboarding. 

Features like voice messaging, multilingual support, and in-chat employee referrals make it especially valuable for workers on the move. Its streamlined workflows reduce admin overhead, improve candidate response rates, and eliminate the need for third-party systems. For organisations seeking simplicity, affordability, and real-world usability in non-desk recruitment,  txtHR provides a more localised, accessible, and scalable alternative.

Implementation Best Practices

Strong chatbot rollouts share a set of consistent practices that improve adoption and performance. Successful chatbot implementations typically follow several best practices:

1. Start with a limited scope: Begin with specific roles or recruitment stages rather than attempting a complete transformation immediately.
2. Involve recruiters early: Ensure the people who understand your hiring needs are deeply involved in chatbot configuration. Use their expertise to guide the design.
3. Set clear expectations for candidates: Be transparent that they're interacting with AI, and explain what to expect.
4. Test extensively: Before full deployment, test with actual job descriptions and sample candidates to identify potential issues before going live. 
5. Plan for continuous improvement: Monitor and review cycles to refine conversation flows, screening questions, and integration points regularly.
6. Communicate change: Keep recruiters, managers, and candidates informed and supported throughout the transition

The 2024 HR Technology Implementation Survey by Workforce Intelligence Group found that implementations involving end-users in design phases were 3.2 times more likely to meet or exceed expectations than those designed primarily by IT or leadership teams.

Measuring Success

To evaluate the true impact of your recruitment chatbot, it is imperative to set clear success metrics tied to business goals.

 For non-desk worker recruitment chatbots, consider tracking:

• Application completion rates

• Time-to-hire

• Cost-per-hire

• Candidate satisfaction scores

• Recruiter productivity

• Quality of hire (typically measured by retention rates and manager satisfaction)
• Technical KPIs metrics like conversation completion rates, drop-off or escalation rates

These recruitment metrics should be measured both before and after implementation to accurately assess impact, with regular check-ins to identify areas for improvement.

Ethical Considerations in AI-Powered Recruitment

As AI becomes more integrated into recruitment, particularly through chatbots, ethical considerations must remain front and centre. 

This is especially true in non-desk worker hiring, where applicants may include economically vulnerable groups, individuals with limited access to technology, or those unfamiliar with digital tools.

Bias and Fairness

AI systems can unintentionally reinforce or amplify existing biases, particularly when built on skewed data or assumptions. In recruitment chatbots, bias risks can appear in multiple areas:

• Language interpretation that favours certain accents, dialects, or communication styles
  
  
• Screening criteria that disadvantage candidates from underrepresented backgrounds
  
  
• Automated decision-making that lacks contextual understanding of candidate potential

Addressing these concerns requires deliberate attention to fairness and intentional design choices throughout the chatbot design process, including:

• Using diverse training and test datasets
• Running regular bias audits on chatbot outcomes
• Including inclusive design practices in question framing and interaction style

A February 2025 report from the Centre for Workplace Technology Ethics, “Algorithmic Fairness in Industrial Recruitment,” found up to 23% variance in selection rates across demographic groups. This shows how critical it is to monitor for unintended discrimination, especially against candidates who speak English as a second language or come from non-traditional educational paths.

Transparency and Candidate Dignity

Candidates have a fundamental right to understand how their information is being used and evaluated.Ethical chatbot deployments promote transparency and dignity by:

• Clearly disclosing that the interaction is automated
• Explaining how candidate information is used, stored, and evaluated
• Offering alternative application methods where appropriate (e.g. phone or in-person options)
• Setting honest expectations around response times, chatbot capabilities, and follow-up processes

Beyond legal requirements, transparency builds trust with candidates and reflects organisational values of respect and honesty.

Data Privacy and Security

Recruitment chatbots collect substantial personal information from candidates, often including large volumes of personal and often sensitive information.

Ensuring data is handled ethically is non-negotiable. Key practices include:

• Obtaining informed consent before data collection
• Encrypting and securing all stored information
• Implementing role-based access controls
• Complying with data protection regulations (e.g. GDPR)
• Limiting data retention to what’s necessary for hiring decisions

The reputational and legal consequences of mishandling candidate data can be severe, making privacy and security fundamental to ethical chatbot implementation. Failing to safeguard candidate data can result in severe legal, financial, and reputational consequences, making privacy a cornerstone of responsible chatbot use.

Human Oversight and Intervention

Even the most sophisticated chatbots will encounter situations beyond their capabilities—unusual candidate questions, unique circumstances, or complex scenarios requiring judgment.

Ethical implementations include clear escalation paths to human recruiters when needed, ensuring candidates aren't left frustrated by the limitations of automation. This human backup preserves candidate dignity and prevents qualified individuals from being inappropriately screened out due to technological limitations.

Future Trends: Where Recruitment Chatbots Are Heading

AI chatbots in recruitment are already transforming everything, but we’re only scratching the surface. As this tech continues to evolve, a new wave of innovation is bringing smarter, more intuitive capabilities to the hiring process. For organisations adopting these tools now, staying aware of what’s coming next ensures long-term strategic value, not just short-term efficiency.

Smarter Personalisation Through Predictive Analytics

Next-generation recruitment chatbots are beginning to leverage predictive analytics to deliver increasingly personalised candidate experiences. By analysing patterns from thousands of previous interactions, these systems can:

• Tailor questions based on how candidates respond
• Deliver role-specific insights based on each individual’s background or preferences
• Identify drop-off risks early and prompt re-engagement strategies
• Recommend jobs that align with a candidate’s skills, even across departments or locations

This shift toward hyper-personalised hiring journeys makes the experience feel more relevant and engaging, especially in competitive labour markets where candidate experience is a differentiator.

Voice-First Recruitment Experiences 

While most recruitment chatbots today rely on text, voice-enabled interfaces are rapidly gaining traction, particularly for non-desk worker roles. 

Voice-first technology offers several benefits:

• Greater accessibility for candidates with limited typing skills or device access
• A more natural, conversational experience for users who prefer speaking over typing
• Faster exchanges of information, especially during mobile interactions
• Opportunities for tone and sentiment analysis to better understand candidate engagement

According to the Warehouse Logistics Association’s December 2024 Technology Adoption Survey, 37% of logistics firms expect to implement voice-capable recruitment tools within 18 months. This is a clear sign that this shift is already in motion.

Integration with Skills Assessment Technologies

One of the most promising trends for non-desk worker recruitment is the seamless fusion of chatbots and practical skills assessments technologies. 

These systems bridge the gap between conversation and capability by:

• Using chatbot interactions to identify relevant skill areas
• Transitioning candidates directly into assessments, whether virtual or on-site
• Feeding results back into candidate profiles for more informed evaluation
• Delivering contextual feedback to candidates post-assessment

This integration addresses one of the fundamental challenges of non-desk worker recruitment: efficiently assessing practical capabilities while maintaining the conversational engagement benefits of chatbot technology.

Enhanced Analytics and Workforce Planning Integration

Future chatbot systems will likely provide increasingly sophisticated analytics capabilities, moving beyond operational metrics to deliver strategic workforce insights.

Recruitment bots are only getting smarter, and soon will be capable of:

• Predictive personalization: Bots that adjust based on candidate behavior
• Voice-first interfaces: For more natural interactions on the go
• Integrated skills testing: Seamless transitions from chat to task-based assessments
• Workforce insights: Using bot data to forecast hiring needs and talent gaps

These trends point to a future where bots do more than just assist. They help reshape strategic workforce planning.

Conclusion: The Human-AI Recruitment Partnership

As we've explored throughout this article, AI chatbots are transforming recruitment processes across industries. Particularly impacting non-desk worker industries where high volume, urgency, and practical considerations create unique challenges.

The organisations winning today aren't those replacing recruiters with bots. They're the ones using chatbots to elevate their teams, cutting down on busywork so humans can focus on what really matters: empathy, insight, and meaningful conversations.

For organisations considering chatbot implementation, the key takeaways include:

1. Understand your specific recruitment challenges: The most effective implementations address clearly defined pain points rather than adopting technology for its own sake.
2. Consider candidate experience first: Successful chatbots enhance the candidate journey through convenience, responsiveness, and clear communication.
3. Plan for the human-AI partnership: Identify which parts of your recruitment process benefit most from automation and which require human judgment and empathy.
4. Address ethical considerations proactively: Build fairness, transparency, and privacy into your implementation from the beginning.
5. Prepare for continuous evolution: The capabilities of AI chatbots are advancing rapidly. Implementation should be viewed as an ongoing journey rather than a one-time project.

The future of recruitment, particularly in non-desk worker sectors, will likely be defined not by technology alone but by organisations that thoughtfully blend technological efficiency with human insight. Those that master this balance will gain significant advantages in talent acquisition, candidate experience, and ultimately, workforce quality and stability.

As you consider how AI chatbots might transform your recruitment processes, remember that the technology itself is just a tool. The real magic happens when that tool is wielded by recruiters and hiring managers who understand both its capabilities and its limitations.  Fundamentally this technology is used for the very human goal of connecting the right people with the right opportunities.

Because at the end of the day, hiring isn’t about systems. It’s about people.