Application volumes have surged in recent years, and many talent acquisition teams are struggling to keep up. Candidates apply and disappear into a black hole, never hearing back, never getting a real chance to show what they can do. When volumes reach into the millions, the traditional recruiting model simply breaks. There aren't enough recruiters to give everyone a fair hearing.

Some organisations are now rethinking this entirely, using AI not to replace human decision-making, but to open the door wider than any human team ever could. So what does it actually look like when a company goes AI-first across every stage of hiring?

My guest this week is LJ Brock, Chief People Officer at Coinbase. In our conversation, he explains how they've deployed AI across five core areas of recruiting, why they now assess every candidate on AI fluency, their focus on talent density to constantly raise the quality bar, and what hiring will look like in the future.

In the interview, we discuss:

The shift from volume to quality and value
What does talent density mean at Coinbase?
AI first recruiting to democratize access to the company
Evaluating candidates on AI fluency
Human connection in the hiring process
Augmenting recruiters, not replacing them.
Will all recruiting look like executive search in the future?

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A full transcript will appear here shortly.