The Talent Fix: Future of Hiring and Recruitment Innovation

Candidates are using AI to write CVs and even answer interview questions. Teams are scaling fast. New regulation is on the way. Hiring has changed — so what should HR leaders be doing about it?On this episode of The Talent Fix, we’re joined by Maria Prishlyak, Head of HR at MiFinity, a global fintech with offices in Belfast, Malta and Dublin.Maria started her HR career in Amazon’s 24/7 fulfilment centres before moving to Maxim Integrated. She joined MiFinity as its first HR hire and has helped the business grow 47% since.In this episode:• Growing direct hires and referrals by over 20%• Building an employer brand from scratch• How candidates are using AI in applications and interviews, and how managers are learning to spot it• Why honesty in interviews matters more than knowing everything• Hiring for attitude and aptitude over a perfect CV, including people from hospitality now building careers in client services• Practical advice on getting ready for the EU Pay Transparency Directive• Getting your hiring foundations right before you scale• Why growing teams should use a role request form before hiring
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Companies adopting AI well are growing top-line revenue 9% faster than their peers, and growing headcount 6% faster at the same time. They're hiring, not firing. They're just doing far more work per person. That's Dr. Gleb Tsipursky's starting position on this episode of The Talent Fix, and he's got the numbers behind it.

Entry-level employment in AI-exposed occupations is already lagging, and the gap is widening year on year, driven by firms hiring fewer juniors rather than cutting existing staff.

Job displacement is real too, but the companies actually losing people are the ones that aren't adopting AI well. They're losing market share, and the headcount goes with it. Then there's the entry-level problem, which is real regardless. Juniors used to learn by doing the low-level work. AI does that work now.

So the honest response isn't to protect the grunt work, it's to train juniors on outcomes instead: teach them what good looks like, not how to grind out the first draft. Dr. Gleb calls this meta-competence: the ability to recognise quality work in your field without having to produce it yourself.

It's the same shift we made with calculators and spreadsheets. Nobody can do long division by hand anymore. Nobody needs to. They need to know when the answer coming back is wrong.In this episode:

Why AI-forward companies are growing revenue and headcount faster than their peers, while laggards lose both
Why the entry-level hiring gap in AI-exposed industries is real and widening
Meta-competence: the skill of judging quality output rather than producing it by hand
A concrete interview technique: show a candidate several versions of the same output and ask which is best, why, and how they'd fix the weak ones
What CEOs should look for when hiring for an AI-native workforce

Get a free sample of Dr. Gleb's book, The Psychology of AI Adoption at Work: From Resistance to Results

If your company is scaling and hiring is becoming more complex, explore how a flexible recruitment model can support your growth.

AI was supposed to make hiring easier. Ask Katie Cormier and she'll tell you it's made it noisier: thousands of applications, AI-polished CVs, and candidates optimising for algorithms rather than jobs.

As EdgeTier's first People hire, Katie scaled the AI start-up through its Series A push, making around 60 hires in her first 18 months, largely as a team of one, while competing for scarce tech talent against some of the best companies in the market.

In this episode, she opens the playbook:

Why EdgeTier deliberately tests for ambiguity tolerance, and why the "right skill set" from big tech often means the wrong cultural fit for a start-up shipping features fast without guard rails

Why she doesn't rely on psychometric testing, and uses structured, behavior-based interview questions instead

How her team uses AI where it actually adds value: fraud-signal detection in applications, keyword indicators in the ATS, interview scheduling, note-taking, and surfacing past candidates who reached final stage months ago

The rule she won't compromise on: every final-stage candidate gets a phone call and real feedback

Why speed, not perks, is what wins the best candidates in a market where every offer has a competing offer on the table

If you're an HR or talent leader trying to figure out where AI belongs in your hiring process, and where it doesn't, this one's for you.

Subscribe to The Talent Fix for more conversations with talent and HR leaders, and visit rentarecruiter.com to see how we can help you scale your hiring.

"AI hit like a tsunami" What HR leaders do next- Marisa Lynskey, CHRO at Ceto

Marisa explains why HR has moved from the end of the table taking notes to running transformation, especially in a business scaling through M&A. Her framing: the CEO's right hand is finance and operations, and the left hand is human capital.

She also shares what happened when Ceto went to market for a Principal in management consulting in Atlanta, a city full of qualified candidates, and got just 10 applicants. The job description wasn't the problem. The role itself has changed: Ceto's clients, banks and credit unions, want to be taught a new way of working, so Ceto needs people who are strong in their discipline and genuinely excited about applying AI, and that combination is hard to find right now.

In this episode:
- Why HR has become the CEO's left hand
- What she found when she asked her HRIS/ATS provider what AI it could actually offer
- Why legacy platforms are behind AI-native systems
- Her dream HR system: one source of truth from ATS through the whole employee life
- Her closing message: use AI at the front end to move faster, because speed wins the hire

Thanks to Marisa for joining us.

Subscribe to The Talent Fix for more conversations with talent and HR leaders.
If your company is scaling and hiring is becoming more complex, explore how a flexible recruitment model can support your growth.

How is AI changing recruitment, and what role will recruiters play in the future?

In this episode of The Talent Fix, Barry Prost is joined by Steven Talbot, Co-Founder & CEO of Nebula, to discuss how AI is transforming recruitment, where it delivers the biggest productivity gains, and why human relationships remain at the heart of successful hiring.

The conversation explores how AI can automate repetitive tasks, improve sourcing accuracy, help organisations cut through hiring noise, and tackle the growing challenge of candidate fraud. Steven also shares why the most successful recruiters will be those who combine AI with trust, judgement and deep market knowledge.

In this episode:
How AI is reshaping recruitment workflows
Why great recruiters won't be replaced by AI
The growing challenge of candidate fraud
Using AI to improve sourcing and market mapping
Why trust and relationships still drive successful hiring
Finding signal through the noise in today's talent market

Whether you're a recruiter, HR leader or business owner, this episode offers practical insights into where recruitment is heading and how AI can be used to make better hiring decisions, without losing the human element.

Guest: Steven Talbot, Co-Founder & CEO, Nebula
Subscribe for more conversations on recruitment, talent acquisition, AI and the future of work.