🚀 Who is Trent Cotton? Buckle up, because here are the Top 10 things you should know about me!

1. Not your Normal HR Executive: 20 years in HR. I'm on a transformational journey from an HR professional into a Talent, Learning and Development maestro, and High Performance Coach, attempting to reshape the future of HR.

2. Author and Thought Leader: I've penned not ☝️, but two✌️ essential reads in the HR world—Sprint Recruiting and High Performance Recruiting. I hope those who read the books describe them as blueprints to revolutionizing HR strategies.

3. Champion of HR Analytics: I’m a loud and proud nerd!🤓 I trust numbers more than people. In my current role, I am in the data every day. Harnessing the power of HR analytics, I like to transform data into strategic goldmines, driving unprecedented organizational growth. (I talk a lot about analytics on my blog and on the speaking circuit.)

4. AI in HR Evangelist: From algorithms to automation, I believe in leveraging AI to enhance human capabilities, not replace them. My discussions cut through the hype, delivering practical insights into AI’s transformative role in HR.

5. Builder of High-Performance Cultures: Creating environments where talent thrives and businesses boom is my kind of game.

6. HR Tech Early Adopter: Tech isn’t just for the IT people. I enjoy spearheading cutting-edge HR technology implementations that streamline processes and enhance employee interactions.

7. Master Strategist: Whether it’s talent acquisition or workforce planning, my strategies are designed to change the game. I strive to craft innovative approaches that attract, develop, and retain top talent.

8. Community Leader: I’m deeply rooted in giving back, serving on boards and committees that champion education, workforce development, and diversity. It’s about lifting while climbing.

9. Engagement Guru: Engagement is at the core of everything I do. My leadership style ensures every team member is heard, valued, and motivated. I also enjoy training other leaders to do the same. 

10. Innovative Networker: Follow my journey on my blog at www.sprintrecruiting.com. I share my world where creativity meets execution, and every interaction is an opportunity to learn, grow, and connect.

🌟 If you are a fellow maverick and rebel, let’s make magic happen. Connect with me, and let’s drive the future of HR together. 
🌟 If you are looking for a speaker on any of the topics above, DM me. 
🌟 Follow my other channels by checking them out here: https://linktr.ee/humancapitalist

Trent Cotton

I'm starting the countdown to one of my favorite conferences of the year: #Transform2026! 

I will be onsite with the ICIMS team and we will be showing off our whole new look! If you're going to Transform, be sure to DM me and swing by our booth to say hi and check out some of the things we've been working on! 

And don't miss the session with our very own Lisa Fiondella on Wednesday about AI in TA! She's on a panel with a rockstar crew.

Head of Talent Acquisition Insights & Analyst Relations @iCIMS | The Human Capitalist | FastCo Executive Board Member | Turning Recruiting and Workforce Data into Success Strategies | LinkedIn Top Voice

Today is a big day at iCIMS! We've been keeping a big secret for the past year but that changes today! 


I had Jody Kaminsky in the Fireside Chat hot seat to unpack what the secret is and why we made the decision to do it. 

This is just a teaser video but you have two options to get the scoop: 
1. Watch the full episode on our Fireside Chat Playlist on Youtube: https://lnkd.in/ewPD2Pfp
2. Join the Purple Acorn HR Morning Show and tune into the Talk Nerdy with ICIMS segment at 10am. https://lnkd.in/eAMpn2cp

I have to give a shoutout to the amazing work the iCIMS marketing team did with our rebranding. 


I love the fresh new look but what I really love is our release of iCIMS Coalesce AI, the new name for our enterprise AI capabilities. It brings powerful automation and intelligence together with human oversight, so organizations get the benefits of AI while staying in control of governance and transparency. 

From intelligent search and match to digital assistants, autonomous agents, and ICIMS Frontline AI, Coalesce AI ties it all together on our market‑leading talent platform.

Check out our announcement video here: https://lnkd.in/e4ScxMiP

Open video: Meet the New ICIMS on youtube.com

Wait, I know two of these awesome panelist for the #Transform event! I can't believe they were able to get ICIMS very own Lisa Fiondella AND Dan Riley on the stage together! 

This session will be Wednesday at 11am so be sure to go in and register. This is going to be a power packed session.

Behind the scenes view: You think I'm a pro at this but..... 


One of the parts of my journey I am so thankful for is being surrounded by people who just laugh with me. One such person is Rhona Barnett-Pierce! 

I had her on to record an iCIMS Fireside Chat episode this week. So here you have two people who do this for a living and well, I was just having a tough time with it. 

This is a lesson though for some of you out there who are debating on whether to take your story to the mic or the stage. Here's what I have learned in this process: 
1. Embrace the bloopers. Just roll with it. Everyone has days when they can't get their words right so don't be so hard on yourself. 
2. Fall down, get back up and try again. I know too many people who have let one trip up stop them from putting one foot in front of the other and moving on. Don't be that person! 
3. Take it serious but keep it real. I take my content and the content I do for iCIMS very seriously but I also keep it in check.

I hope this moment of vulnerability shows you that anyone can take the mic and make things work. And if you're like me, sometimes it takes several tries! 

And if you're not following the iCIMS Fireside Chat series on YouTube, you're seriously missing out.

One of the perks of my job at ICIMS, actually the PRIMARY perk, is the team I get to work with globally. 

I am traveling this week in London and Dublin to participate in some AI workshops we are doing to help eliminate the hype about AI and begin driving real executable value in recruiting. 

First stop is London and then on to Dublin on Thursday. I’ll be sharing some recent research we have to help our attendees separate the fact from fiction in the market. This is secret research we will be dropping on March 23rd to the general market in one of our two anchor reports for 2026. 

So if you’re looking for real strategic partners in your AI transformation journey, why don’t you consider the vendor with the hard data on AI adoption in talent acquisition? 

If you’re interested in an AI workshop make sure you message me to coordinate.

What a week!  I love my job. 


My first stop was to meet one of our clients onsite in Louisville to have one of the first (of many to come) AI Workshops. In this session, I cover some new data we have on AI including the hype, adoption rates, and real actionable strategies organizations can use to implement AI the right and responsible way. We ended our session with a journey mapping exercise to decide what should remain human and what could/should be AI. 

Next stop was our Talent Trends Live in Philly. I had the pleasure of copresenting with the one and only Kara Yarnot to a group of talent executives on some candidate experience data from the ICIMS Talent Insights program. It was an engaged group. 

Next stop? Well, I’m heading to London and Dublin next week to help facilitate two AI workshops with our talented EMEA team.

Are AI-Generated job descriptions fixing a recruiting problem or simply reproducing a mess at scale? 

Short answer from my guest Katrina Kibben: 
They can but right now, most AI generated job descriptions are just scaling 100 years of sloppy, biased job data into every part of your talent stack, from sourcing to succession. Until CHROs and TA leaders fix the underlying work data and bureaucracy around roles, AI will amplify the problems you already have instead of transforming how you hire, develop, and retain.​

Key stats you need to know:​
➡️ AI literacy mentions in job postings have risen more than 70% year‑over‑year in software roles, signaling a rush toward “AI talent” without shared definitions of skills or outcomes.
➡️ Entry‑level unemployment has stayed largely flat over the past five years despite headlines about AI “killing junior jobs,” highlighting a disconnect between narrative and labor reality.
➡️ One mis‑specified role at the top of your funnel can cascade through interviews, onboarding, performance, and career pathing—turning a mediocre job post into a multi‑year cost and risk multiplier.

In the next 12–24 months, AI will not rescue a broken recruiting model, rather it will scale whatever is already true about your data, definitions, and decision‑making. 

If your job architecture is vague, biased, or locked in bureaucracy, “AI job descriptions” will hard‑code that into your future.

Watch the episode below or continue reading: https://lnkd.in/esS-APJr

TL;DR: Short answer: They can but right now, most AI generated job descriptions are just scaling 100 years of sloppy, biased job data into every part 

Open article: Are AI Job Descriptions Fixing Recruiting or Scaling a Century of Bad Data? by Trent Cotton • 7 min read

Are AI Job Descriptions Fixing Recruiting or Scaling a Century of Bad Data?

Most companies say they care about candidate experience then make people upload a resume and retype every single line of it.

The C-suite is now watching this stuff.

And frankly, it's about time.

For years, candidate experience was HR's problem to own and no one else's problem to care about.

Recruiters felt it. Candidates felt it. Leadership... didn't ask. That's changing fast.

ICIMS just released research on exactly what executives want from the hiring process and it goes well beyond time-to-fill. Here's the full version: https://lnkd.in/eTSXh5mU

Here's the short version:
1. They want candidates treated like customers.
2. Job seekers expect a hiring experience that mirrors the way they shop or order food — quick, personalized, and mobile-first. iCIMS
3. The C-suite gets this. They live in consumer experiences. They know what frictionless feels like.
4 .They look at a 25-step application process and see a company that doesn't respect people's time.
5. They look at a 3-week silence after an interview and see a brand problem.
66% of candidates say application length was a key factor in whether they even chose to apply. And more than 70% said they'd bail if the process took longer than 15 minutes.

So the question isn't whether your process is good.

The question is whether your executives know how bad it actually is.

Most TA leaders I talk to already know the answer. They just haven't had the data to make the business case. This report gives you that.

Is reverse recruiting a legitimate service — or just a racket with a new name?


I sat down with Brian Fink on the Human Capitalist podcast and we didn't hold back. Brian called it out plainly: the pitch is seductive, especially in a brutal job market, but the candidate is the mark. We also dug into something I've been thinking about for a while: the rise of the Talent Portfolio Manager and why the recruiter role has to evolve beyond just filling seats.

Internal mobility, AI, the ethics of charging both sides of a deal, and the daily habits that keep you from falling behind ... we covered it all.

Check out the episode link in the newsletter.

TL;DR: A lot of what’s being sold as “reverse recruiting” preys on anxious job seekers, while the real opportunity for our profession is evolving into

Open article: Reverse Recruiting, AI, and the Rise of the Talent Portfolio Manager with Brian Fink by Trent Cotton • 6 min read

Reverse Recruiting, AI, and the Rise of the Talent Portfolio Manager with Brian Fink

Thank you Business Insider for allowing iCIMS and I to contribute to this important topic. 

#jobs #jobseekers

As someone who works in the talent space, Trent Cotton has lately noticed that many people think AI helps make their résumés look better. 

"My response to that is: You know your AI agent is cheating on you, right? It's doing the same thing for everyone, so your effort to try to stand out is actually making you blend in," Cotton says.

It's OK to use an AI agent to improve your résumé, but instead of asking it to do a rewrite, which can introduce errors, Cotton recommends prompting it to behave like an expert career coach. Have it analyze your résumé and ask you probing questions to help you further build out your experience profile.

Read more of his tips for using AI to improve your job search on Business Insider: https://lnkd.in/e4GPFVCw 

(Credit: Courtesy of Trent Cotton)

#AI #careeradvice #jobsearchstrategy #jobsearchtips #careercoaching

I am so thankful that in 7 days I'll be able to share a secret I've been sitting on for a bit about iCIMS. 


But for now, just know to mark your calendars to check out our page and join the Purple Acorn HR Morning show for our announcement!

You've heard of "human in the loop" but should we really be talking about "human at the heart"? 


I recently had JESS VON BANK as a guest on the iCIMS Fireside Chat series and that quote really got me thinking. 

AI is great but unmitigated and unchecked, it can quickly take the human touch out of a very human-centered process like HR. 

If you're finding yourself ponder the following, this is a great 20 minute time investment: 
🔷 Why speeding up broken processes isn’t a transformation
🔷 How “transformation theater” shows up across HR and talent today
🔷 Where humans are the real constraint, not the tech
🔷Practical ways to redesign HR work before you automate it

I always learn something when I sit down with Jess. Her years as a practitioner brings a certain level of relatability and practicality that you don't get from many SMEs in the space. 

If you would like to see the full episode, check it out here: https://lnkd.in/eRGtMGQf

I don’t want job seekers to stop using AI, I just want them to use it more effectively. 


I recently had the opportunity to sit down with Business Insider and share some of my thoughts on how candidates who are actively looking for roles can use AI better.

And spoiler alert: it does not involve getting your résumé updated by AI.

A big thank you to Sarah E. Needleman K. and Business Insider for giving me the opportunity to tackle this great topic.
#jobseekeradvice #jobs

Business Insider correspondent, ex-Wall Street Journal. Rutgers alum; ❤️ punk rock, Pilates & 🔥 tea; proud 🥁 mom. Send tips & good vibes via Signal: saraheneedleman.13 or sneedleman@insider.com

Longtime HR pro Trent Cotton  
tells Business Insider that AI is making everyone's résumé look the same, when it can provide job seekers with so much more value.

Open article: Recruiting tech pro says he sees many job seekers using AI in the same way. Here's how to stand out. by businessinsider.com

Recruiting tech pro says he sees many job seekers using AI in the same way. Here's how to stand out.

Let me make a bold statement: HR is the perfect department to be an organizations AI testing lab. Just hear me out.

Why? Because it owns the biggest variable in your AI strategy which is whether your workforce will adopt AI, ignore it, or actively undermine it.

If you want AI to stick, start where the biggest variable lives: the PEOPLE. 

After all, if you can make AI transformation work in HR, you have a prototype for how to ensure the adoption of AI works everywhere in your organization.

TL;DR: Should HR volunteer to be your AI testing ground? Short answer: Yes—if you want AI to stick, start where the biggest variable lives: the people

Open article: Is HR the Right AI Testing Ground for Your Company? by Trent Cotton • 9 min read

Is HR the Right AI Testing Ground for Your Company?

Big question I keep asking myself: why is AI adoption in HR failing? 

It's not about the technology. Most AI strategies obsess over use cases and vendors but ignore the one thing that makes or breaks results: getting employees to actually change how they work.

Key stats you need to know:
Stat 1: Only 30% of jobs today do even half their tasks with generative AI, meaning most workforces are still operating in analog mode despite billions spent on AI tools.

Stat 2: Nearly 9 in 10 HR jobs don't yet cross the threshold for high GenAI use, so the people function tasked with AI transformation is barely using it themselves.

Stat 3: Organizations that involve frontline employees early in AI exploration and co-design see higher adoption rates and sustained usage compared to top-down rollouts.

Takeaway:
If you want AI to deliver on talent development, productivity, and knowledge management—the three big impact zones leaders talk about—you first need to design for adoption at the team level, not just announce it from the boardroom. That means putting employees in the driver's seat of deciding what's uniquely human and what AI should handle.

If you want to know how, good-I unpack it in this week's edition of the Human Capitalist Newsletter.

TL;DR Short answer: Yes—and it's not about the technology. Most AI strategies obsess over use cases and vendors but ignore the one thing that makes or

Open article: Is AI adoption in HR failing because leadership skipped the hardest step? by Trent Cotton • 8 min read

Is AI adoption in HR failing because leadership skipped the hardest step?

I just published the final piece of a critical three-part series on AI leadership—and it centers on the mistake I see leaders making right now.

Most organizations are locking in workforce models, org charts, and permanent role structures based on assumptions that are still fundamentally moving.

Here's the data: Only 1% of executives describe their AI rollouts as mature. Yet nearly 100% of them are designing permanent structures around temporary assumptions.

This is Decision Error #3: building static workforce models in a dynamic environment.

Here's what happens: You redesign roles before mapping where value moves (Error #1). You train skills without defining decision authority (Error #2). And then you make both mistakes permanent by locking them into org charts and three-year plans (Error #3).

Now you're stuck. Changes become irreversible. Adaptability becomes expensive.

The real leadership question isn't: How fast can we move? It's: Which people decisions are we making permanent before we fully understand how AI will change the work?

If you're rebuilding your workforce around AI, this is required reading.

VIDEO SERIES LINKS:
Video 1: https://lnkd.in/eXCTYPjJ
Video 2: https://lnkd.in/eM_xRKCa
Video 3: https://lnkd.in/ehv_b548

TL;DR Most organizations are hard‑coding workforce structures around AI at the exact moment the work itself is still unstable. Only a tiny fraction of

Open article: AI Isn’t Settled! So Why Are You Freezing Your Workforce Model? by Trent Cotton • 6 min read

AI Isn’t Settled! So Why Are You Freezing Your Workforce Model?

Every week, the noise around AI gets louder. Efficiency. Productivity. Cost savings. AI Transformation.


And every week, I'm watching organizations make the same category of mistake, just in different departments, with different job titles, and different press releases.

This week, four stories landed that tell that story better than I can so I thought I'd share with you what I've been reading and why it matters to anyone in the C-Suite and HR.

TL;DR: Four headlines dominated the AI-and-work conversation this week — IBM tripling entry-level hiring, new research on AI burnout, people analytics

Open article: AI Transformation Is a People Problem — Four Stories That Prove It by Trent Cotton • 6 min read

AI Transformation Is a People Problem — Four Stories That Prove It

I've been asked my thoughts on "reverse recruiting". Well, I have an opinion. 

In case you missed it, there's been a discussion about the topic on the platform. You can find it here: https://lnkd.in/ePX8afar 

I thought I'd pop a video and share some of my initial reactions... once I learned what it actually meant! 

There's my opinion, what's yours? 

#recruitment #recruiting

AI is not inventing new risks as much as it is exposing old habits: undocumented decisions, sloppy conversations, and fragmented governance. 

The difference now is that those habits can be recorded, transcribed, and searched in ways they never could before. In that world, pretending AI notetakers don’t exist or banning them outright won’t hold for long.

Don't get me wrong, I cannot survive without my AI-assistants so this is by no means a call to get rid of the tools. More like, "have you thought about how to use them the right way?" 

Here's what I think on the topic along with how I have advised my friends in the field to handle the matter.

TL;DR: Yes, AI notetakers are an HR risk—but the real exposure comes from deploying them without a Meeting Intelligence Governance Model to define whe

Open article: AI Notetakers: Time saver or HR Risk? by Trent Cotton • 8 min read

Hi, I’m Brian Fink — recruiter, talent strategist, and professional dot-connector.

For nearly two decades, I’ve helped startups, scale-ups, and global enterprises find the people who build the future. Whether it’s engineers architecting AI systems, marketers driving growth, or leaders defining culture, I specialize in recruiting top-tier talent that doesn’t just fill a seat — they raise the bar.

I’ve led searches for companies ranging from early-stage ventures to Fortune 100s, partnering directly with founders, execs, and hiring managers to close hard-to-fill roles. I believe great recruiting isn’t just about pipelines and platforms — it’s about business acumen, storytelling, and knowing when to challenge the status quo.

Outside of work, I speak on hiring trends, write irreverent essays about the recruiting world, and moonlight as my daughter’s biggest fan and loudest cheerleader.

Specializations:
► Data Science - LLM (Large Language Models), Generative AI, Python, Transformer, NLP, Deep Learning, Artificial Intelligence, Machine Learning, Conversational AI, Chatbot Development, Sentiment Analysis, Neural Networks, Computer Vision, Signal Processing, Hugging Face, and MLOps.
► Open Source - Python, Django, Flask, Perl, Scala, Go, Erlang, Haskell, Clojure, Node.js, Elixir, Clojure
► Cloud Technologies - Kubernetes (K8s/GKE/EKS/AKS), Terraform, AWS, GCP, Azure, RedHat, On-Premise Hardware

Brian Fink

Ask candidates if they want to be interviewed by AI.

Most will say no.

Then watch what happens when you actually give them the option.

I came across RoundOne AI recently. They run AI voice screenings for high-volume hiring teams.

Their candidate satisfaction rate sits at 92%. I was skeptical until I saw why.

Candidates say things like "I actually said more than I would have with a real person."

For entry and mid-level candidates sending out dozens of applications and hearing nothing back, an AI screening is often the first time they've had a real chance to put their case forward. Uninterrupted. Unjudged.

There's a gap between what people say they want and what they actually experience. That gap is worth paying attention to.

Stated preference isn't always revealed preference.

What are you seeing from your candidates?

I'm going to say something that will make half of my industry unfollow me.

The myth of low-hanging fruit is killing recruiting.

Not the market. Not AI. Not LinkedIn's algorithm.

Us.

We built an industry on high-volume, low-commitment, next-transaction behavior, and then acted shocked when candidates stopped trusting us.

When they stopped returning calls.
When they started going directly to hiring managers.
When they told their peers to avoid us.

That reputation? It spreads. Quietly. In the Slack channels and group chats where the best engineers and executives talk to each other.

Where your name either opens doors or closes them before you ever knock.

What are the economics of manufactured connection and what it actually costs you when the bill comes due?

Spoiler: the price is your entire market position.

Read it before your next outreach.

#recruiting #hiring #ghosting #leadership #talentacquistion

This edition of The Talent Architects is brought to you by RoundOne AI - AI Powered voice screening for high volume hiring. Screen candidates at scale

Open article: The Relationship Tax by Brian Fink • 5 min read

“Human in the loop” is the new “our people are our greatest asset.”

Everyone says it. Nobody means it.

Here’s what it looks like in practice: the AI surfaces a shortlist. The recruiter scans it, maybe moves one name around, and hits send. The decision was made before the human touched it. What you’re calling oversight is just a warm body co-signing an algorithm.

That’s not a check. That’s liability laundering.

The incentive structure explains everything. Nobody gets fired for trusting the ranking. If the hire fails, then the system failed. If it works, then the process worked. The recruiter floats above accountability either way, because the recommendation came from somewhere else.

We’ve seen this movie. Nobody got fired for buying IBM. Now nobody gets fired for hiring whoever the AI put first.
The real question isn’t whether humans are in the loop. It’s three harder ones:
- Are they willing to exercise a veto?
- Can they justify it without the algorithm?
- Will they own the outcome if they do?

In most organizations right now? No. No. And no.

That’s not an AI problem. That’s a professional courage problem wearing an AI mask.

The gap isn’t capability. The gap is accountability. And until we close it, “human in the loop” is just a disclaimer on a decision that’s already been made.

I bring people together to solve complex problems.

We spent a decade hiring for data literacy.

Then tool proficiency.

Now AI certification.

Every time a new technology arrives, we mistake fluency with the instrument for the intelligence that makes it useful.

The most valuable skill in 2026 has no badge, no bootcamp, and doesn't show up in keyword search.

Hire accordingly.

#leadership #hiring #artificialintelligence #tools #AI #recruiting

Today's article is sponsored by our friends at SCALIS! Here's a number that should haunt every hiring manager in America: 73%. That's the share of tal

Open article: The Credential That Doesn't Exist Yet by Brian Fink • 6 min read

500 million posts hit LinkedIn every week.

Almost none of them cost the writer anything.

That's your advantage.

Most content is transactional. A firm handshake in text form. Promotional. Performative. Forgotten by Tuesday.

What's genuinely rare, or what actually cuts through, is writing that admits something. That says: 
 - I thought I had this figured out. 
 - Then I didn't. 
 - Here's what I found on the other side of that.

That kind of writing terrifies people.

So they don't do it.

Which means the supply is almost zero...

AI just processed 4.4 billion job applications last year.

It sourced them. Screened them. Ranked them.

And it didn't take a single lunch break.

Here's what keeps me up at night: most recruiters are still competing with AI on AI's terms like keyword matching, Boolean searching, ATS managing. You will lose that fight every time.

The only competitive advantage left? Curiosity.

Not the polite, professional kind. The inconvenient kind. The kind that makes you stay on a reference call two minutes past the script. The kind that follows the thread the algorithm dropped. The kind that actually wants to know what the candidate means when they pause before answering a question about their last manager.

AI pattern-matches. It looks backward. It finds what worked before and serves it up with confidence and speed.

It cannot be surprised. It cannot notice. It cannot care.

You can.

The recruiters who thrive in this environment won't be the ones who work harder than a server farm. They'll be the ones who ask better questions than a model trained on yesterday's data.

#futureofwork #leadership #recruiting #hiring #AI

Today's article is sponsored by our friends at SCALIS! Here's a number that should make every recruiter's stomach drop: 4.4 Billion. That's roughly ho

Open article: Curiosity Is Recruiting's Killer App by Brian Fink • 4 min read

Keep posting.

Someone needs it.

Even if that someone is you.

Most leaders are playing the wrong game.

They're optimizing for outcomes they can't fully control and ignoring the one variable they own completely: effort.

John Wooden won 10 NCAA championships. He also built a philosophy that had nothing to do with championships.

"If you've done your best, you've won."

That's not a consolation prize. That's the whole game.

Here's something they don't teach you at Wharton, or Harvard, or in any of the thousand self-help books clogging airport bookstores: the most powerful thing you can do on your worst day is make your bed.

That's it. That's the whole sermon.

Except it isn't. Because what looks like a mundane domestic ritual is actually something far more radical. It's an act of defiance. A middle finger raised at chaos. A declaration that you, not the markets, not your boss, not the diagnosis… you still have a hand on the wheel.

Let me explain.

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The Battle

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