Welcome to The Hero 🗞️. This is approximately a 2.5-minute read.
🔍 The recruiting tasks AI handles better than you do
📩 The automations that'll get you banned, sued, or both
🤝 Where the human still wins - and always will
TL;DR
Automate the busywork: scheduling, notes, outreach, interview transcripts
Don't automate LinkedIn
AI hiring laws are moving faster than most teams realize
Automate the process - never the decision making.
🧸 You’re Not In Recruiting To Do Data Entry
But scheduling, note-taking, and emailing eat up more time than they should - time you're not spending on actual candidates.
The tools to fix this exist.
Most recruiters either use none of them or automate the wrong things and get burned…
There is a line.
Here's where it is.
The full breakdown is just below - don’t miss it! 😉
Links of the Day:
🔗 Best Links
Here are some of the best links I’ve found since last time I emailed you:
🗺️ Interview Strategy
The Top 10 Interview Best Practices for Hiring Managers in 2025 (link)
How to Master Modern Interview Structure: An Expert Guide (link)
🚫 Fake Applicants & Candidate Fraud
Fake Job Seekers Are Flooding the Market, Thanks to AI (link)
The Hiring Hoax: What 3,000 Managers Revealed About Hiring Fraud in 2025 (link)
🤖 AI Recruiting Tool
10+ Best AI Recruiting Software for 2026: Expert Reviews + Pricing (link)
23 Best AI Sourcing Tools in 2026 (link)
📰 News
AI, Deepfakes, and the Rise of the Fake Applicant — What Employers Need to Know (link)
Automate This
✅ Interview Intelligence (1)
Record, transcribe, and score candidates against the JD while you stay fully present in the conversation.
Stop scribbling - start catching what actually matters.
Post-screen, you have a clean transcript ready to evaluate.
✅ Sourcing (2)
LLMs find candidates faster and more accurately than any Boolean string you'll write.
Let AI build the list.
You build the relationship.
✅ Scheduling + Reminders (3)
Automated email reminders 48 and 24 hours out.
Texts to both parties 15 minutes before.
Set it once and watch your no-show rate drop.
✅ Outreach Sequences (4)
Use tools like Instantly or Lemlist for multi-touch outreach.
Personalize the first line, A/B test the body, and let winning frameworks run on autopilot.
✅ Stage-Triggered Docs (5)
Resume requests, intake forms, interview prep packets - fired automatically when a candidate moves stages in your ATS.
Most ATSs have this built in.
But, if yours doesn't, connect it with Make, Zapier, or n8n.
Don't Automate This
❌ LinkedIn (1)
No shortcut is worth this one.
Automating LinkedIn is a clear terms violation - and they have every right to act on it.
Their ML detects bots through timing patterns, message velocity, and unnatural cadence.
If you ignore this, it’s a risk you run - no matter how many Youtubers say it’s okay 😇
Not worth it.
❌ Phone Calls (2)
This will change - but as of March 2026, voice agents aren't there yet.
In a year or two, basic pre-screening will likely be fair game.
Right now, though?
Not there.
Pitching an elite passive candidate with a bot will get you hung up on.
❌ Rejections (3)
NYC already requires bias audits for automated hiring tools.
California's AI regs are live.
Illinois and Colorado hit this year.
The EEOC settled its first AI discrimination case - $365K - after an algorithm auto-rejected candidates by age and gender.
Don’t get caught slipping because you trust a hallucination.
❌ Final Decisions (4)
AI can score.
AI can flag.
But a human needs to decide who moves forward.
Every regulation coming online requires it.
To Sum It Up…
Automate everything between conversations.
Spend your time closing candidates, not chasing them.
And To Wrap It Up…
The best recruiters in 2026 aren't anti-AI or pro-AI.
They just know where the line is.
HOW WE CAN HELP?
There are a few ways:
Or you can just reply to this email.
I reply to absolutely everyone who writes me back 🙂
