A Startup just raised $2.3 million to automate hiring workflows, and honestly, most hiring should try and automate as much of the processes as possible.

High-volume requisitions, repeatable roles, and first-pass resume screening are exactly the kind of work software handles faster and more consistently than any human can. That is a good thing, and I have no argument with it.

The trouble starts when people assume the same logic scales up to every search.
There are maybe a few hundred people in North America who can architect a Dynamics365 F&O deployment for a manufacturer that is already mid-rollout.
There is a real good chance that I’ve spoken to the majority of them.

What makes them right for the job is the years of experience earned by working in projects that went sideways and what they learned pulling it back on track. It is whether they can sit across from a skeptical CFO or management team and hold the room and gain buy-in.

It is the difference between someone who has merely touched F&O on a few trouble tickets vs. someone who has owned a full life cycle deployment from kickoff to go-live.

That is not a data problem you can solve with better keyword matching; it is a judgment issue, and judgment is still the part that requires an actual human being.

So go “all in” with volumes of processing power that is now readily available, but let’s not forget that ultimately the real decision making power comes in the ability to leverage all of this capacity to make the best informed decisions that only experienced “humans” can make.

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