The Current Pulse

Let’s be honest, hiring was never easy. But ten years ago, at least we had excuses. Clunky tools, manual processes, the usual headaches.

Today?

We’re still using the same broken systems, just with a shiny AI sticker slapped on top.

Sure, AI helps with parsing resumes or predicting candidate fits.

But hiring isn’t just about data, it’s a human function. You can’t automate gut instinct.

And when your ATS (which already screens out great talent over keyword mismatches) gets an AI upgrade, you’re not fixing the problem, you’re adding layers to manage.

The Bull by Pablo Picasso

Behind the Scenes

The ATS isn’t the villain here. Teams need a system to track candidates. The real issue? There’s no collaboration built into the process.

Think about it… Hiring managers know the role’s nuances. Team leads understand cultural fit. Recruiters know how to sell the opportunity.

Yet, most ATS platforms treat hiring as a one-sided transaction. Job reqs get drafted in isolation, leading to generic postings and mismatched candidates. By the time resumes hit the pipeline, the team’s collective insight is already lost.

A Simple Fix? Start Earlier.

What if teams could collaborate before the job goes live? If the people who actually do the work shaped the req, you’d get…

Realistic must-haves (not just buzzwords). Fewer mismatches: Clearer expectations upfront. Less back and forth on “not quite right” applicants. Or I didn’t mean that.

The Road Ahead

Right now, job posts are carbon copies. They all sounds the same, something like “Fast-paced environment… self-starter… 5+ years experience.” No wonder you get 200 applications and only 2 fits.

Your team already knows who’ll thrive in the role. Sarah recognizes the right personality, Mike knows the technical hurdles. But that knowledge gets stuck in Slack threads or hallway chats.

The solution? Build hiring around collaboration, not just compliance. Give teams the space to define roles together before the ATS ever gets involved.

That’s what we are working on. OfficeHumans captures your team’s scattered knowledge and turns it into structured hiring intelligence. Sarah’s personality insights and Mike’s technical expertise finally reach your candidates.

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