We recently hosted a workshop exploring how AI is fundamentally reshaping how we hire new employees particularly at a senior level. AI is no longer in a developmental phase in the recruitment world. It has become central to day-to-day operations, and this is the same across all sectors and for both interim and permanent recruitment.
For example, applications can be screened by employers in minutes (rather than hours). CVs are filtered through applicant tracking systems, online profiles are scanned for alignment and AI now drafts job descriptions, person specifications, outreach messages and, in many cases, even conducts online first-round interviews. For organisations, this can mean greater speed and efficiency.
But AI has some limitations. AI can match keywords, scan for structure but it struggles with assessing real leadership judgment, cultural fit, transferable skills as well as emotional intelligence – essential for executive hires; at senior level, these are the key differentiators. There are structural challenges too. AI systems learn from historical hiring data, which means they can reinforce existing biases and when candidates are rejected, there is rarely transparency about the ‘why’.
Recruiters are also becoming adept at spotting the ‘AI CV’. Key give-aways? Anodyne, generic language, a distinctly North American tone, overly structured bullet points (often three or four per achievement), heavy use of m-dashes; and accomplishments that lack substance. A candidate’s unique offer can quickly become diluted, with their distinctiveness lost among others. So, for many candidates, AI means the rules of recruitment are a whole new world. Here we offer our four key tips to navigating senior recruitment in an AI world:
1. Treat AI as a tool
AI is excellent for researching organisations and helping structure your application for a role, but the content and narrative should be your own.
2. Your CV is ‘you’
At senior level, a CV must clearly demonstrate leadership and impact. This means highlighting the size and complexity of organisations (for example, million-pound turnover or multi-site operations), quantifying outcomes wherever possible, focusing on results rather than responsibilities, and most importantly applying the “so what?” test to every bullet point you include.
3. Consistency Is now non-negotiable
AI cross references information. If your LinkedIn profile does not align with your CV (dates, titles or responsibilities), inconsistencies may be flagged. Photos and personal interests can also introduce unconscious bias, so leave these at the door.
4. AI Interviews require you to sharpen up your act
AI led interviews are increasingly used by employers, particularly for first-stage screening. Candidates need to understand what is happening behind the AI interface such as keyword scanning against the person specification, analysis of sentence structure and clarity of responses. Structure of interview responses is key. The STAR (Situation, Task, Action Result) method of responding to questions is particularly effective because it mirrors how AI algorithms assess coherence and outcomes.
AI is now embedded in senior recruitment practices. It isn’t going away. Used well, it brings efficiency, structure and reduces administration for employers. For candidates, used well, AI can also be an excellent tool to help secure that next career move.
If interested in hearing more on this subject, please contact our Partner Rebecca Rampat who will ensure you are up to speed with the latest developments.
