I spent an hour last week talking to a talent acquisition team at one of the world’s biggest tech companies. They’d seen a few of the pieces we’ve written about AI and the future of hiring and wanted a sounding board conversation to figure out where their own hiring strategy should go next. Why? Because they don’t know.

And that’s not a unique position by any stretch.

I’ve had similar conversations with countless other organizations and talent teams over the last few months. No one knows what’s truly coming.

But here’s the interesting part: Everyone is still building for a future they can’t quite define yet.

While the uncertainty of the unknown can be paralyzing, it can also be clarifying. Because while we don’t know exactly what hiring will look like in five years, we do know enough to start making better decisions today.

Let’s talk about what’s already here, what’s just ahead, and what we should probably stop pretending is going to “go back to normal.”

Hourly hiring is already lightyears ahead of other TA processes

If you want a glimpse of the future, don’t look at high-tech companies or white-collar exec roles. Look at retail. Look at logistics. Look at hourly hiring. We’re already seeing processes revolutionized by AI where someone can go from “I’m interested” to “You’ve got the job” in seven minutes.

Not a pipe dream. Not a concept. That’s live in multiple markets right now.

The results?

Better candidate satisfaction. Happier managers. Lower attrition. More diverse hiring outcomes. And, yes, it’s cheaper.

It’s a rare moment when speed, quality, and cost all align. And no one’s missing the old way in this market. This is important because it breaks the narrative that “AI will eventually change hiring.”

It already has.

The only real question now is: When will the rest of us catch up?

At last, we really can automate everything up to the interview

We’ve long said that most of the hiring process can be automated — up to the interview itself. That used to sound bold. It doesn’t anymore.

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