I’ve always believed that recruiting is equal parts science and heart. The data helps us identify patterns, improve processes and scale our hiring efforts, but it’s the human connection that turns an applicant into a future crew member.
So, when AI tools started popping up across every platform I use, from our ATS to LinkedIn Recruiter to our HR system, my first instinct wasn’t fear. It was curiosity.
At Insentra, one thing is clear, staying ahead means staying adaptable. Whether we’re supporting our partners through Microsoft Modern Work transformations, cybersecurity rollouts, or next-gen cloud migrations, we know the tech landscape never stands still.
The same goes for recruiting in this field.
As Global Technical Recruiter, I’m not just looking for resumes that tick boxes, I’m looking for people who thrive in a fast-paced, partner-first environment. However, the tools I use to find those people have evolved dramatically, with AI being the driving force of this evolution. There’s a lot of chatter in our industry about AI “replacing” jobs. But from where I sit, it’s the wrong conversation.
AI isn’t replacing recruiters. But recruiters who understand how to use AI will replace those who don’t.
Let’s talk about what that really means when hiring in the high-stakes world of IT consulting and how I’m using AI to enhance what I do without taking the humanity out of it.
Tech Recruiting Requires Precision. AI Helps Us Find It.
When hiring for deeply technical roles like cloud engineers, EUC consultants, cybersecurity architects, every open position brings nuance. Certifications matter. Project experience matters. Cultural fit especially matters in consulting, where crew members are working closely with our partners.
AI-powered sourcing through platforms like LinkedIn Recruiter helps me go beyond keywords. These tools uncover adjacent skills, surface hidden talent and make recommendations based on successful past hires. Instead of starting from scratch, I’m working with intelligent suggestions and then applying the recruiter instinct that no machine can replicate.
More Time for Humans, Thanks to Automation
Our Applicant Tracing System (BreezyHR) and Human Resources Information System (HiBob) both use AI to automate repetitive, low-impact tasks. These includes follow-up emails, meeting coordination, even summarising candidate communications. These tools don’t replace human interaction, they free us up to do more of it. Instead of chasing down calendar invites, I’m spending more time talking to candidates about their goals, values and what they’re really looking for in their next role. What this means for me as a recruiter is simple:
- Less time on admin
- More time talking to real people
It matters because in consulting, personality and adaptability are just as important as technical espertise. These are client-facing roles. The “gut feel” I develop through a conversation is often what determines whether someone is the right fit. AI can’t do that.
Data Without Context Is Just Noise
AI tools give me visibility into recruiting trends like:
- Time to fill roles across regions
- Highlighting Application drop-off points
- Which job ads are resonating in the UK vs the US vs Australia
However, data alone does not tell the full story. I still rely on conversations with hiring managers, insight from our crew, and local market knowledge to make decisions. For example, hiring a Senior EUC Consultant in Sydney isn’t the same as sourcing one in Chicago. AI does not grasp these subtleties, but I do.
AI can highlight areas where we might need to shift our strategy, but only a recruiter who understands our company culture, market dynamics and team needs can make the right call.
It’s the difference between knowing what’s happening and understanding why it matters.
AI Won’t Replace the Human Element
Let’s be real, AI doesn’t feel the excitement in a candidate’s voice when they talk about joining a values-driven company. It doesn’t notice when someone asks the one question that proves they’ve done their homework on Insentra. It doesn’t hear the nervous excitement in someone’s voice when they talk about accepting a new opportunity. That’s the human side of recruiting that no machine can replicate. It’s the spark, the connection, the intuition which is the most powerful tool in recruiting.
Why I’m Not Worried About AI
At Insentra, we have an audacious goal. To be the #1 Channel Services Partner in the world. This requires us to scale while preserving our culture. We nee to means hire crew members who live our values of honesty, integrity, trust, accountability, celebration, efficiency and service excellence, while and keeping the “One Team, One Dream” philosophy at the forefront.
We’re embracing AI not as a threat, but as part of our toolkit to accomplish this goal. No matter how sophisticated the tools become, we know that our culture, our values and our people-first mindset will always lead the way. AI helps me move quickly, stay consistent, and focused on what matters most – our crew.
The real threat is not AI. It is the unwillingness to evolve.
Where We Go From Here
So, to my fellow recruiters and hiring managers—especially those of us in fast-paced technical environments:
AI won’t replace you.
But someone who knows how to use AI will outperform you.
Let’s embrace the tools. Let’s lead with humanity. Let’s make hiring smarter, faster, and more human than ever.
If you’re curious how we’re using AI across hiring and HR People & Vibe at Insentra—or want to swap strategies—I’d love to chat.
We’re not waiting for the future of recruiting. We’re building it.
