Recruiting has always been shaped by the time and resources available. Resumes are short because recruiters only have a finite amount of time to read them. Interview shortlists are small because hiring managers can only meet so many candidates. The whole funnel narrows because no team can fully evaluate everyone who applies. None of these are strategic choices, they're simply workarounds for human capacity.

Now AI agents can screen hundreds of candidates in a matter of hours, run outside business hours, and deliver structured evidence for recruiters to review. The data coming back is already challenging assumptions about how these processes should work, while the growing influence of AI on who progresses through the hiring process makes questions around ethics, fairness, and regulatory compliance impossible to ignore.

So how should TA leaders rearchitect their processes while keeping them responsible?

My guest this week is Sachit Kamat, Chief Product Officer at Eightfold. In our conversation, Sachit shares early data from AI interviewing at scale and explains why it's time to reimagine recruiting processes as the traditional constraints around time and resources start to fall away.

In the interview, we discuss:

Lifting capacity limitations in recruiting
The impact of AI interviewing on the candidate experience
What humans do better than technology
Radically improving the candidate experience.
Building agent scale processes
The first steps to transforming recruiting
Regulation and responsibility
Could the time to hire be reduced to less than 1 hour?
What does the future look like?

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