The Tech Savvy Recruiter

In this episode, Belinda and Andrew sit down with Josh Kirkham, VP of Operations at CoRecruit, to unpack what AI could actually look like inside a recruitment agency when you move beyond simply asking Claude/ChatGPT questions and start connecting it to the systems, data and workflows you already use.

Josh has spent time scaling go-to-market teams at HubSpot before moving into the recruitment tech space with CoRecruit, which is now used by more than 1,000 agencies globally. His approach to AI is firmly about leverage, not replacement: using it to buy back recruiters' time and take the heavy lifting off their plate.

You'll hear about:

• Why connecting AI to your CRM, Google Drive, website and other internal systems changes what you can actually do with it
• How Josh uses Claude for reporting, data analysis, content creation, forecasting and internal call coaching
• The simple three-step approach he uses to get better AI outputs: tell it what you want, show it what good looks like, then ask what else it needs
• How he turned a great candidate interview into an AI-powered coaching scorecard that can analyse calls across his team
• How AI can review 100 calls in around 20 minutes and identify which ones a leader should actually spend time listening to
• Why saving successful prompts as "skills" can make AI workflows more consistent and repeatable
• Why having a human in the loop still matters when AI is doing more of the work
• Josh's prediction for the next 24 months: if AI agents deliver on their promise, recruiters could spend far less time on admin and much more time talking to people, setting standards and building relationships

There's a lot of practical stuff in this one, particularly if you're still mostly using AI as a fancy search engine and wondering what the next step actually looks like.

Questions

What would you like to chat about? 07:37-07:39

If I'm connecting my data to Claude, how secure is it? What should I be worried about? Should I do anything to make sure my data is secure? 15:01-15:08

When you're thinking about setting up projects, how many is too many? How do you manage all this information in the best way? 45:50-45:57

Can you use one skill across different projects or is a skill tied to a project? 49:52-49:57

Is custom GPT dead or do they still have a place? 53:50-53:53

Playing it forward 24 months is a very long time in this world of AI and technology development and rapid change but if MCPs and AI agents deliver on their promises that they're making today and what we're starting to see happen, what does the day-to-day agency recruiter look like, and which parts of the roles should be stubbornly human? 55:10-55:30

Check out GTM Digital by Justin Blij

A specialist international Go-to-Market recruitment firm running their entire agency on AI and helping other leaders do the same.

https://gtmdigital.com.au/

linkedin.com/in/jusblij

Subscribe to AI Labs

https://recruitmentgarage.circle.so/checkout/growth-club-members-dollar1-trial

Connect with Josh

https://www.linkedin.com/in/joshkirkham/

Connect with Belinda and Andrew

LinkedIn Belinda Kerr

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate

https://www.recmate.com.au/

What if AI doesn’t replace recruiters, but instead helps a solo recruiter build a multi-million-dollar desk?

We explore this and much more with Benjamin Mena, founder of Select Source Solutions and host of the Elite Recruiter Podcast, in this week's episode of The Tech Savvy Recruiter.

Ben has spent almost two decades in recruitment while building the Elite Recruiter Podcast, community and summits. He’s just come off the back of his third AI Summit, which attracted 2,350 registrants. 

👇 And one of the biggest takeaways? Ben believes we’re moving into a world where solo recruiters could be running $3M, $4M or even $5M desks because of what AI can now make possible.

But there’s a catch.

AI can build the workflows, personalise the experience and take away the repetitive work. It can’t replace your sales skills, your relationships or your ability to close a deal.

Here's what else we got into:

↳ Why cold email and generic candidate outreach are no longer enough

↳ How multi-channel outreach, content and taking conversations offline can move the needle faster

↳ Why becoming “the recruiter” for your market could be your biggest competitive advantage

↳ How AI can help you rediscover old candidates, clients and relationships that could lead to new business

↳ Why Ben believes AI agents are currently overhyped, and the question you should ask instead: “Have you actually made a sale?”

↳ How recruiters can use AI to create hyper-personalised candidate experiences and interview prep

↳ Why the best recruiters may not need hundreds of tools, but a few systems that are deeply integrated

↳ Ben’s prediction for the future: five-person recruitment teams generating $7M-$10M in revenue

The big question is: What becomes possible when you combine great recruitment skills with the right technology?

Questions

Let's hear about your summit. How many of the AI summits have you done now? 2:45-2:48

What are some of the most interesting insights you've taken away from the summit? 5:21-5:35

What do you think that mental model that the listeners perhaps need to make to get to where they should be now with what's happening in the world of AI for recruiting? 8:26-8:35

It's such a great example of owning your lane and creating real value. I still hear from people who want to automate all their BD through email, LinkedIn, Dripify, or AI. But then I see people billing really well who are using these tools strategically. So, Ben, where do you think this stuff works, and where does it fall short? 13:22-13:56

You still run an agency, so when you think about everything you do each day, how do you balance being an inspiration, running communities and events, and that little side gig of recruiting? 22:01-22:16

What do you think is a bit hyped up and what should be more hyped up when it comes to AI/tech in what we're doing today? 26:49-26:57

What about the underhyped? What do you think should be more in focus? 28:32-28:38

If we were here in two years' time having another conversation, what do you think would be hot topic for us to chat about at that point?  40:24-40:32

Check out RecView by John Bourke

The AI meeting assistant for recruitment teams. Create structured summaries from your calls and have them synced in seconds to your ATS.  https://recview.co 

Are You Using Less Than 20% of Your Tech? Find Out How Andrew Can Fix That - Link Below  

https://www.recmate.com.au/about-us 

Connect with Ben

linkedin.com/in/benjaminmena 

https://www.eliterecruiterpodcast.com/

Connect with Belinda and Andrew

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

In this episode, Belinda and Andrew sit down with Tom Dyson, co-founder and CEO of RecBook, an AI-powered ATS built specifically for boutique recruitment agencies, to flip the usual AI conversation on its head and make the case for why the modern tech stack should be more human, not less.

Having spent nearly two decades in the engine room of recruitment technology, including a senior product leadership stint at JobAdder, before starting RecBook to build software that gets out of the recruiter's way, Tom brings a builder's perspective on why the best AI in recruitment is the AI you barely notice.

You'll hear about:

• Why RecBook is built specifically for boutique agencies and solo recruiters, teams the big platforms have underserved

• Why the best recruitment software should work quietly in the background instead of demanding your attention

• The difference between generalist AI models and tools built to actually understand recruitment

• Where AI should never replace human relationships in the recruitment journey

• Why "spam with better grammar" is quietly eroding trust in candidate and client outreach

• Which parts of recruitment AI is genuinely great at, and which markets it's transforming fastest

• Why owning it when content is AI-generated builds more trust than pretending it isn't

  
  

Lots of grounded, practical thinking in this one if you want a counter-narrative to the "AI will replace recruiters" hype.

Questions

Everybody in recruitment tech is racing towards that AI deadline or end line or beginning line for some companies. And you're the founder of a tech platform and you're telling me that tech should get out of the way and let the human get in front of it. Isn't that sort of counterintuitive or maybe a bit of it bad for your business? 4:24-4:42

What does being more human actually look like in practice? So perhaps looking at the day in the life of a recruiter using a tech stack built in this way? 8:38-8:48

When AI first was launched, recruitment was up the top in terms of hit list of industries that could be wiped out because of AI and some people were advocating AI is going to replace us all. But you're of a counter opinion of that and you're quite optimistic that it will actually go the other way. Why is that? 19:22-19:41

What do you feel like the parts of recruitment are that AI should just not touch? 26:05-26:09

You’ve launched your product openly talking around that you’re here for the boutique small player. You’re competing against some of those giants in the ATS world. What is your philosophy around why you are a competitive toolset for somebody to consider against those ATS giants? 38:26-38:43

Check out Achieve by Leanne Courtney

Achieve partners with businesses to simplify technology and deliver practical solutions people actually use.

https://achievewith.tech 

Subscribe to AI Labs

https://recruitmentgarage.circle.so/checkout/growth-club-members-dollar1-trial

Connect with Tom of Recbook

https://recbook.com.au 

linkedin.com/in/dysontom  

Connect with Belinda and Andrew

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

In this episode, Belinda and Andrew sit down with Leanne Courtney, founder of Achieve and former Business Applications Manager at Procom, one of North America's largest staffing firms, to flip the usual AI conversation on its head and talk about why you shouldn't "AI" your entire recruitment business.

Having run the entire Bullhorn ecosystem at enterprise scale and been one of Bullhorn's early access clients for their AI suite Amplify, Leanne brings a genuinely pro-AI but clear-eyed perspective on where agencies go wrong.

You'll hear about:

• The most common failure mode when agencies implement AI, and why it's rarely the tech's fault

• Why "turnkey" AI solutions are a myth, and what to ask vendors before you sign anything

• How to spot the gap between a slick demo and week three of go live

• Where AI should never replace human relationships in the recruitment journey

• The hidden costs of AI that nobody talks about, and why cutting corners now means paying more later

• How to actually measure whether your AI agent is working, instead of just hoping it is

• Why "start small, prove it, then build" beats chasing every shiny new tool

  
  

Lots of practical, no-fluff advice in this one if you're trying to cut through the AI hype.

Questions

You've implemented AI inside a major staffing firm at scale. What's the failure mode you saw most often, and what was the root cause of that failure? 2:58-3:07

There's a version of AI adoption that looks great in a vendor demo and falls apart in week three of go-live. Where specifically does that gap show up in recruitment, and what should agencies be watching for before they sign anything? 6:48-7:02

When it comes to adopting new tech, how do you navigate that balance between fitting it into someone's existing workflow versus encouraging them to change their workflow to get the most out of it? 11:38-12:14

If you had to draw a line or maybe put a red flag against what AI shouldn’t own or shouldn’t touch, are there steps in that journey or parts in that recruitment process that AI shouldn’t be involved with and why do you think that’s the way it should be in terms of human versus AI? 13:45-14:00

With AI tools now able to detect hiring signals, personalise outreach and automate the whole process, and people saying it's actually working, where do you think the balance sits between AI driven outreach and genuine human conversation? 15:07-15:41

Agencies are under real commercial pressure right now. Margins are tight, headcount is being scrutinised. AI feels like the answer. How do you have an honest conversation with a business owner who just wants to cut costs and thinks automation is the fix? 17:57-18:15

If a CEO came to you and said their AI implementation hasn't been delivering results after six months, what would be your go-to recommendation for them at that point? 36:46-36:58

Are You Using Less Than 20% of Your Tech? Find Out How Andrew Can Fix That - Link Below  

https://www.recmate.com.au/about-us 

Follow Leanne’s work 

linkedin.com/in/leanne-courtney

achievewith.tech

Connect with Belinda and Andrew

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

AI tools for recruiters have exploded over the past year - but which ones actually move the needle? In this episode of The Tech Savvy Recruiter, hosts Belinda Kerr and Andrew Rodger sit down with Pranav Badami, co-founder of Stardex, to cut through the hype and get practical.

Pranav breaks down how agentic tools like Claude Cowork are reshaping recruiter workflows, why a "programmable ATS" beats a static database, and how AI research agents can supercharge your firm's internal data instead of just chasing external candidate lists. We also get into the tough questions: what should you ask an AI vendor before signing up? How do you protect candidate and client data as more of it flows into AI systems? And will the human side of recruiting survive the shift?

Whether you're evaluating new tech or just trying to figure out where to focus your learning, this episode gives you a clear-eyed look at where AI genuinely helps - and where the recruiter's judgment still wins.

🎧 In this episode: 

• The rapid evolution of AI tools for recruiters over the past 12 months

• Why your ATS should be a "structured, AI-friendly" data source, not a graveyard

• How AI research agents enhance sourcing strategy using your firm's own data

• What to evaluate before choosing an AI vendor

• Data privacy and security best practices in AI recruitment tech

• Why human connection and discernment remain recruiting's competitive edge

• What the AI-native recruitment agency will look like 12-18 months from now

  
  

Questions

Sort of high level. What are you noticing into the AI side of things. 1:51-1:53

The whole ATS category under threat because of vibe coding and those really niche purpose built tools? Or do you see a place for a structured database on going? 3:21-3:31

What are you finding as some of the features that recruiters are asking for, particularly owners are asking for? 8:02-8:08

Do recruiters and founders need to know what they should be asking these providers before they're signing up or should they just be testing them? 11:36-11:45

Are you guys thinking what's next? Are you happy to share what's going on with you right now? 17:05-17:09

How does Stardex sit with privacy? 20:27-20:29

What does that AI native recruiter actually look like and what tool sets will they have at their disposal to help them do what they do better? 24:37-24:44

Is the recruiter today ready for what that does look like in two years time or is it a natural evolution of the market where people will be in this role today, but maybe they're not going to be in the role in two years time for whatever reason. 27:34-27:47

What do you think business owners, recruitment owners, founders should be learning right now like more broadly around AI in tech. If they wanted to learn 1 or 2 key things in the next six months? What would you advise? 32:19-32:54

Where would you draw the line for executive search? What's your kind of level? 36:31-36:35

Subscribe to AI Labs

https://recruitmentgarage.circle.so/checkout/growth-club-members-dollar1-trial

Follow Pranav’s work 

stardex.com

linkedin.com/in/pranavbadami 

Connect with Belinda and Andrew

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

What's changed in AI recruitment since 2024? Pretty much everything, and Shaun Henry is back to break it all down.

In this episode, Belinda and Andrew sit down with Shaun Henry, co-founder of Floats.ai, for a proper update since his first appearance back in episode 15. Shaun started out as a tech recruiter frustrated by boring PDFs, clunky email threads and generic outreach, and turned that frustration into an AI platform built specifically to help recruiters win more business.

Two years on, Shaun's seen the hype cycles come and go, watched agencies burn cash building the wrong systems, and figured out what actually moves the needle when it comes to AI and new business.

You'll hear about:

• Why "vibe coding" is changing who can build tech, but not without new risks

• The real difference between build vs buy, and how to know which one you need

• Why candidate matching finally works now, after years of being overhyped

• The rise of AI agents like Sola, and what "human on the loop" really means

• Why authenticity still wins, and the one thing AI still can't fake

• How presentation and follow up can quietly be costing you clients

• Shaun's top 3 things every agency should focus on to stay competitive right now

  
  

Lots of practical takeaways in this one, especially if you've been feeling overwhelmed by every new AI tool promising to save you hours a week.

Questions

• The evolution’s been amazing over the last couple of years. Are you seeing the speed at which you are evolving increase and is it as quick as most people think? 3:10-3:20
• How do you decide where to focus your time? Do you focus more on the requests coming? 5:49-5:57
• There’s been a lot of hype, a lot of promises, a lot of products gonna do ABC. I’d love to get your thought around what that hype versus reality and how the market can get overwhelmed with all these things that are going to do this amazing transformational time saving 15-20 hours a week back in my pocket to do what. 9:01-9:20
• If you had to say the top three things that agencies should be thinking about right now to help with their prospecting, workflow management, and their overall ability to stay competitive in today’s fast-paced market. What do you reckon those top 3-5 things might be? 39:10-39:28
  

Follow Shaun’s work 

linkedin.com/in/shaun-henry 

floats.ai

Connect with Belinda and Andrew

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

What does the future of recruitment actually look like when AI is doing the screening, the admin, the interviews - and even applying for jobs on your behalf?

In this episode, Belinda and Andrew sit down with Chris Russell - founder of RecTech Media and the original "Mad Scientist of Online Recruiting" - to cut through the noise and get real about what AI is doing to the recruitment industry right now.

With 700+ episodes on the RecTech podcast and 25+ years watching the industry evolve, Chris brings an interesting perspective on where things are heading.

You'll hear about:

• Why AI is shrinking recruitment teams 

• The "AI job wars" - candidates auto-applying to hundreds of roles, employers drowning in 2,000+ applications per opening

• Why rejection emails are still broken after 30 years - and how AI can finally fix it

• The rise of AI interview tools and what they mean for candidate experience

• What happens when job seeker AI agents start talking directly to employer AI agents

• Why the future recruiter might look less like a headhunter and more like a career concierge

• How to keep up when the tech is changing faster than you can track it

Lots of nuggets in this episode for you.

Questions

A lot of the recruitment founders or recruitment companies at the moment are worried, for good reason, that a lot of their business will move in-house, being AI and tech led. I'd love to know what you're seeing there and what your thoughts are around that. 2:25-2:36

Is this different to the internet when it got switched on? Is this the same thing or should we maybe be a little bit worried because of the efficiencies of technology enabling internal teams to do a little bit more, a little bit more sophisticated? Whereas the gap is often filled by that external recruiter.  3:29-4:01

When it comes to doing that human interaction, that back and forth, as much as the candidate, as for the hiring manager, have we cracked it or has the technology cracked that to perfection? Where are we heading with that interview process? Will it be here in five years time? 5:08-5:22

You talk about the AI war happening between candidates and employers right now. Would you mind sharing a little bit more about your thoughts there? 9:31-9:39

What do you see for those dominant job board providers happening in the next five years? What are the changes that you forecast there? 12:35-13:41

LinkedIn recruiter are putting their rates up again. I do not understand how, with everything else that recruiters have at their fingertips now to find people, what am I missing? How is the LinkedIn recruiter justifying its price point? 16:40-16:55

Given that candidates now are using AI to write their CVs and prep, etc. How does that change then what a good recruiter actually does for their clients? So how do they navigate this change and come out on top?  19:25-19:49 

I love your thoughts on this statement that recruitment's always been about relationships, but does the AI race make that more important or does it eventually just erode that advantage as well? 21:10-21:20

How can recruiters and staffing professionals keep that eye on the ball? What's the best strategy there for them? 28:06- 28:11

If you have one piece of advice to a recruitment founder or a TA person who’s watching this and a feeling behind. What’s the one thing that they could do this week to start thinking. 30:11-30:33

Follow Chris's work 

rectechmedia.com 

linkedin.com/in/cmrussell 

Connect with Belinda and Andrew

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

What does a recruiter who started at 16 -- with 44 years in the industry -- think about AI, agentic tech, and the future of talent acquisition? A lot, as it turns out.

This week, Belinda and Andrew sit down with Bill Boorman, senior analyst and writer focusing on job boards, tech, and general recruitment for the AIM Group, and board member of VONQ. Bill is one of the industry's most recognised recruitment voices on tech and AI, founder of the #tru unconference series, which has run events across 65 countries and has advised many rec tech firms including Talent Tech Labs and Recruitment Smart. These days, Bill spends his time helping the industry figure out what AI and technology actually mean in practice, not just in theory, with a goal of helping businesses and leaders make sense of what's next in the fast-moving world of work.

In this episode, they cover:

• Why AI is removing friction from hiring -- and what that means for your value as a recruiter
• The "old school principles, new school delivery" framework that still drives great outcomes
• Why handmade recruitment is becoming a luxury -- and why that's actually good news
• The uncomfortable truth: in 15 years, the world is running out of workers
• How small agency owners have a real edge in the age of AI experimentation
• What your "moat" is -- and how to find and protect it before the market shifts under you

Whether you're running a boutique agency or scaling a staffing firm, this episode will challenge how you think about your business, your pricing, and your future.

Hit play. This one's worth every minute.

Questions:

• You've seen every wave of rec tech come and go. Where do you reckon today's AI genuinely changes the game for agency founders and where is it still mostly hype? 2:00-2:12
• You've been advising recruitment companies for many years. With what you have seen, what's maybe one or two of the key things that agency owners make in error when they're evaluating? 11:36-11:56

• Given that we have all these amazing new tools at our fingertips, what edge do you think that will give the smaller founders or the smaller agencies? 20:05-20:14
• Thinking around the role of AI with what we're doing today in terms of business development. How are you seeing that play out with companies and the role that AI is playing to, maybe break into new markets that I wanna head into or build an existing market that I'm currently playing within? 34:17-34:30
• You've been really deep in that whole tech world and investment world, and I'd love to know some of the really interesting things that you're seeing. Different like, interesting companies, different players, different use cases. Just what, the stuff that's kinda making you go. 37:40-37:55
• The leverage that you could or have been able to maintain and leverage with AI 1) let's call it, helped you, you do a lot of things faster, quicker, you could do a little bit more with your time, and where we're up to now is that whole new world, yet again with Agentic AI which does stuff on its, by itself without being told. We'd be thinking differently now that that opportunity's there. What should we be thinking as recruitment leaders? 40:20-40:57

Connect with Bill

linkedin.com/in/billboorman

Connect with Belinda and Andrew

LinkedIn Belinda Kerr

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate

https://www.recmate.com.au/

Hosts Andrew Rodger and Belinda Kerr have a candid mid-year roundtable, and there's a lot to unpack.

From agentic AI quietly transforming recruitment workflows, to the data integrity trap most agencies are sleepwalking into, this is your pulse check on where AI is actually at in the recruitment industry right now. 

🚀 Tune in for:

• Why firms using AI are seeing up to 4.5x more revenue growth and what separates them from the rest

• How agentic AI is handling outreach, scheduling, and reference checks autonomously

• The data quality problem that's silently killing AI results in your ATS

• Why the phone call is making a comeback and what that means for your BD strategy

  
  

👉 Perfect for: recruitment founders, agency owners, and staffing leaders who want a straight-talking take on where AI is headed. 

1. AI adoption rates and the shift from basic gen AI to agentic workflows (02:35)

2. AI-first platforms vs legacy SaaS and what to look for before you renew your contract (05:13)

3. How AI is transforming day-to-day recruitment workflows (07:56-18:45)

4. Data integrity: why rubbish in still means rubbish out, even with AI (18:45)

5. Vibe coding, hiring signal finders, and building your own tools on a budget (21:00)

6. The personal touch comeback: email, phone calls, and building trust in a noisy market (34:00)

7. What's coming in the next 3-6 months and how to prepare (29:00-42:25)

   
   

Connect with Belinda and Andrew:

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/

Most recruitment founders are still doing business development like it’s 2020 and it’s quietly killing their response rates.

In this episode of The Tech Savvy Recruiter, we sit down with Niklas Huetzen, Founder of Automindz Solutions, to unpack how AI is fundamentally reshaping recruitment business development.

Niklas breaks down how signal-driven strategies powered by AI is helping recruiters identify high-intent opportunities before competitors even see them.

From job listings and leadership changes to fundraising signals and automation workflows, you’ll learn how top-performing agencies are moving away from “spray and pray” outreach and building smarter and more targeted systems.

We also dive into the practical side of AI adoption, including tools, automation stacks, data quality, and how recruitment founders can stay competitive without getting lost in the noise of new tech.

If you want to future-proof your recruitment BD strategy, this episode will shift how you think about pipeline generation entirely.

Questions: 

Many recruitment founders are still doing BD like it’s 2020. What specifically has changed that they haven’t caught up with yet? 2:15-2:22

If I had to pick three for the audience of the biggest bang for your buck for return on investment. So for me to build something to monitor those signals, what three would you pick to start with? 6:04-6:13

What's the one belief that you think that they have that's sort of limiting them in their BD growth. Now what's getting in the way of more uptake of these tools that should be beneficial? 22:15-22:24 

You’ve probably seen people looking at too many things and they’re overcomplicating their setup. What are the key things you could give guidance for founders when they’re thinking about setting a system like this up? What shouldn't they do basically to be overcomplicating it. 27:11-27:23

What about when it comes to structuring data? Is there anything worth talking about there? 30:18-30:23

Where do you think we’re heading from here? 40:49-40:51

Connect with Nik

https://www.automindz-solutions.com/ 

Download The 2026 AI in Recruitment Playbook - https://automindz-solutions.com/ai-recruitment-playbook 

Connect with Belinda and Andrew:

LinkedIn Belinda Kerr 

linkedin.com/in/belindakerr

Recruitment Garage

https://recruitmentgarage.com/

LinkedIn Andrew Rodger

linkedin.com/in/andrewrodger

recMate 

https://www.recmate.com.au/