I leaned into AI early. Not to automate recruiting away, but to cut busywork and sharpen judgment. From the start, I set guardrails: keep a real voice, verify outputs, and use AI to prepare me for better human conversations.
What that looks like day to day
1) Intake to clarity, fast. I feed messy notes, Slack threads, and old JDs into a prompt that produces a clean role brief and a draft outreach. I still rewrite before sending. Speed up front, discernment at the end.
2) Pattern-spotting at scale. AI surfaces signals across resumes, portfolios, and interview notes — trajectory, relevant side projects, and where to probe in the next call. I treat it like a sharp analyst, not a final judge.
3) Candidate experience stays human. Every touchpoint that matters — context before interviews, expectation-setting, thoughtful follow-ups — comes from me. AI preps me with summaries and checklists so I can show up fully present.
4) Less admin, more advising. Scheduling nudges, status digests, and “what changed since last week?” summaries free hours each week. I spend that time with hiring managers on trade-offs, scope, and closing strategy.
My rule of thumb
Use AI wherever it improves clarity, speed, or pattern recognition — and keep people at the center for decisions, tone, and trust. That balance ships better hires, sooner.
AI prompt example inspired by this story
Prompt: “Turn these intake notes into a one-page role brief and 3 outreach variations. Keep the company’s voice friendly-professional, 90–110 words each. Add a short list of screening questions I can ask on the first call.”
Use: This cuts prep time while keeping every candidate touchpoint genuinely personal.
About AiTricity. I help teams and solo operators use AI to work smarter — without losing the human piece. If you’re exploring where AI fits in your hiring or workflows, start here or get in touch.