Topic hub · Last updated May 9, 2026
AI for Hiring
Hiring is the function where most CEOs feel the AI gap first. You can write a JD with AI, you can read a resume with AI, you can run a calibrated screen with AI. The interesting move is doing all three with a single harness that remembers what you decided about each candidate last week.
Below: everything we have published on AI for hiring.
Start here
Coverage of sourcing, screening, scorecards, and reference-check workflows lands here as we ship. Roadmap; tagged content will appear automatically.
Workflows & explainers
- A 30/60/90 onboarding plan drafted for every new hire A role-specific first-90-days plan, drafted in minutes from the job description and your org context, so every new hire ramps fast on a real plan instead of fig…
- Turn interview transcripts into a structured scorecard A consistent, evidence-backed scorecard for every candidate, generated from the interview transcript against the same rubric every time, so panel decisions stop…
- Write a job description that filters for the right operator An outcome-driven job description that makes the right people lean in and the wrong people bounce, so your applicant pool is smaller and better before you scree…
- Screen a stack of resumes without reading all of them A structured summary of every applicant against your job-related criteria, so you spend your attention on the 20 candidates worth a real look instead of sloggin…
- What is adverse impact? The legal idea that a hiring practice can be illegal even when you had zero intent to discriminate, if it screens out a protected group at a meaningfully higher…
- What is an ATS? Applicant tracking system. The software where every job application lands, gets sorted, and moves through your hiring pipeline. If you have ever posted a role a…
- What is an HRIS? Human resources information system. The system of record for your employees: payroll, benefits, time off, onboarding, the org chart. Everything about a person f…
All articles & long reads
- How to get your team to actually use AI You gave the speech. You bought the seats. Three weeks later nobody's using it. The gap isn't access. It's adoption, and adoption follows the person at the top.
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