AI Recruiting Lab @AIRecruitingLab
Tech Agency recruiter → in-house IC → TA leader. Testing AI, sharing technical recruiting systems/insights, and building better hiring experiences. California, USA Joined August 2026-
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The only networking that matters
It's 2027. The AI bubble has popped. The US dollar has bust. It's 500 dollars to buy a burger and it makes you immediately have diarrhea. The sun has been renamed America.
It’s funny to me when people try to flex that they “bypassed the recruiter screen” because they knew someone. Cool now you have no context into what they’re looking for. Best of luck.
I’ve had hiring managers pass on candidates because they took a career break 5 years ago. I’ve had a hiring managers pass on candidates because they were too curt, too wordy, and everything in between. When you’re dealing with people nothing is certain.
Most recruiting advice out there is nonsense. So much of recruiting is contextual. Hiring managers view candidates differently depending on their urgency, domain, industry, company culture, etc. There is very little one size fits all advice.
Then came duplicate tools, overlapping workflows, and internal competition for attention. When AI usage becomes a leaderboard metric, people optimize for usage. Not impact. That was my experience even before Kiro was broadly rolled out which compounded the problem
The question was never: “Does it work?” “Do users need it?” “Is it better than what already exists?” It was often: “Is the AI use case compelling?” “Is the narrative polished?” “Do leaders buy in?”
I left AWS this year having seen the downside of an AI mandate. In my org, it increasingly felt like promotions required proving you were automating a massive process with AI. The predictable result was a flood of AI slop.
There are no guarantees with any hire. So I like to think about upside and risk. How much can go right? How much can go wrong?
I get referrals all the time where it’s obvious someone is doing a favor just to say they submitted a résumé to recruiting. No context. No connection to the team. No explanation of fit. That helps no one. Not the candidate, not the recruiter, and not the hiring team.
A generic referral from someone with no connection to the role rarely moves the needle. Don’t just ask for a referral. Ask for one from someone close to the work.
This seems obvious, but who refers you matters more than the referral itself. The strongest referrals come from a leader or someone on the actual hiring team. A current employee who understands the work and can credibly speak to why you’re a fit.
When a recruiter/Hiring Manager asks if you have any other interviews/offers pending you cannot say no. You need to light a fire under them and create a sense of urgency. Especially in this market.
AI has made the signal-to-noise ratio worse than ever. Content is infinite. Cold outreach is automated. Credentials are easier to imitate. Your network is becoming an even stronger signal. Not just for finding opportunities, but for earning trust in a crowded market.
Here, I share what actually helps candidates stand out and how teams can hire better: •AI/ML career signals •Technical recruiting playbooks •Sourcing, interviews, and closing •AI tools + the human judgment they cannot replace Follow if you want a clearer view of AI hiring
I was recruiting AI/ML talent at a FAANG company before ChatGPT made AI mainstream. I’ve led AI/ML recruiting since 2015-across agency, in-house IC, and TA leadership roles. I’ve seen the market change from a small world of specialists to a global race for talent.
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