AI can do some of the initial searching, but can it build trust in your company?
AI advances are coming out at a pace that’s almost hard to keep up with, and I understand why so many companies are tempted to bring recruiting in-house right now.
For simpler, lower-level positions, that instinct can genuinely make sense. But as the requirements get more complex, or the experience level climbs, I think the value of experienced recruiters actually grows, not shrinks.
With the economy the way it is right now, plenty of qualified people are applying directly to open roles. That might make it seem like sourcing is a solved problem, but a stack of applicants doesn’t solve the harder question: who actually fits this specific environment?
A tool can hand you 200 matches with the right keywords and the right certifications listed in an afternoon. It cannot tell you that a candidate who thrived in a lean five-person VAR will struggle to navigate the politics of a PE-backed rollup merging three finance systems into one, or that a NetSuite consultant used to a fast-paced implementation cycle will clash with the slower, more consensus-driven pace of an enterprise team.
That judgment comes from pattern recognition built over hundreds of placements across this industry, not from parsing a resume. It’s knowing that an MB-300 certification tells you someone passed a test, not that they can walk into a messy multi-entity finance module and actually fix it. And when the applicant pool is larger than usual, that filter matters more, not less, because the cost of getting it wrong on a senior hire is a lot higher than the cost of a slower search.
For simpler, lower-level positions, that instinct can genuinely make sense. But as the requirements get more complex, or the experience level climbs, I think the value of experienced recruiters actually grows, not shrinks.
With the economy the way it is right now, plenty of qualified people are applying directly to open roles. That might make it seem like sourcing is a solved problem, but a stack of applicants doesn’t solve the harder question: who actually fits this specific environment?
A tool can hand you 200 matches with the right keywords and the right certifications listed in an afternoon. It cannot tell you that a candidate who thrived in a lean five-person VAR will struggle to navigate the politics of a PE-backed rollup merging three finance systems into one, or that a NetSuite consultant used to a fast-paced implementation cycle will clash with the slower, more consensus-driven pace of an enterprise team.
That judgment comes from pattern recognition built over hundreds of placements across this industry, not from parsing a resume. It’s knowing that an MB-300 certification tells you someone passed a test, not that they can walk into a messy multi-entity finance module and actually fix it. And when the applicant pool is larger than usual, that filter matters more, not less, because the cost of getting it wrong on a senior hire is a lot higher than the cost of a slower search.
I broke down the full case on the DynamicsFocus blog: https://lnkd.in/g88RGX4a
Would love to hear where you land on this!
hashtag#MicrosoftDynamics hashtag#D365 hashtag#ERP hashtag#AIAgents hashtag#NetSuite hashtag#NetSuiteRecruiting hashtag#MicrosoftDynamicsRecruiting