RoundOne AI

Roundone is on a mission to unlock your recruiters time by transforming candidate assessments with AI

We harness the power of AI to conduct comprehensive initial assessments of job applicants, evaluating their skills, qualifications, and potential fit—helping you identify top talent swiftly and accurately. So your recruiters can focus their skills and experience on giving a great candidate experience.

My role is to drive improvements in the user journey, both in terms of candidate experience and in the efficacy of candidate screens for customers.

Consulting Specialist - Talent Technology

Atlas Technologies

Imagine a recruitment platform that was built from the ground up using the latest in generative AI technology. A platform that combines your favourite ten tools into one simple user interface with perfect integration out of the box. Imagine all your mundane tasks automated.

Advisor - Talent Technology

Welltech

With 5 awesome fitness & wellness products used by over 200M people, Welltech is committed to improving the health of millions of people around the world.

Head of Talent Operations

Atlas Assistants

Atlas Assistants helps entrepreneurs and their teams do more of the work they love by finding assistants to support them in their life and business.

We aim to completely optimize all aspects of an entrepreneur’s life (email, calendar, travel) and streamline the seemingly mundane business processes (invoicing, payment collection, etc). 

We take ordinary tasks and processes and strategize how they can be done better, more effectively.

We are on a mission to take 1 million hours of work off your plate, so you have the time to do more of what you love:

→ Do more of the work they need to do but don’t have time for
→ Work less, and take the space to enjoy life more
→ Spending quality time with family

Head of Talent Acquisition

Scede

No matter what phase of growth you're at, we deliver the right mix of people, processes and practices to hit your talent goals. How we do it, is flexible - and designed to give you what you need, when you need it.

Since launch in 2013, we've partnered with over 50 founders and their teams across Europe. We've helped to scale 10 billion $ unicorns and 12 tech companies pre-acquisition or IPO; giving us deep insight into what it takes to supercharge your talent efforts - or start them from scratch. 

Our focus, above all, is on delivering impact; operating a "one-team" approach with our partners and making hiring a success for them.

Want to build an incredible team together? Let's talk. Drop me a direct message here on LinkedIn, or reach out to us at any time via hello@scede.io.

Director - Client Operations

Klarna

Hello, we’re Klarna. We’re simplifying buying. Ever since we started in 2005, we’ve been committed to making online shopping easy and hassle-free. It’s an ongoing mission and there’s more than 2.500 of us working on it everyday. We’re active on 18 markets, serve 60 million consumers and work with 130,000 merchants.

Our goal is to become the world’s favourite way to buy.

If you’re triggered by having an impact on how millions of people shop and pay online, you’re exactly the type of person we are looking for.

Talent Acquisition Director via Scede 

Cloudreach

Acts as a business partner to the Global Finance & Operations Engine. Leading the recruitment function for the Finance, Business Operations, Business Intelligence, Commercial Success and Customer Success teams in North America and EMEA.

Lead Talent Partner - Finance & Operations

Not if. When. 

The business models of all industries are being challenged today by the likes of Uber, Airbnb, and BlaBlaCar, all startups determined to disrupt their markets. The common factor is that all these challengers rely on cloud computing platforms to provide a radically different value proposition. Eventually, we believe every industry will be targeted by such challengers using IT as their weapon of choice. All CEOs have a simple choice: either take charge or be run over by someone else. Not if. When will your company wake up to this reality?

Decision made? Adopting cloud platforms is a transformation, not an iteration. This means you need different skills, a new approach and cloud-ready tools. 

We can help. As a pioneer in cloud computing systems integration and operation, we have the skills and tools required to succeed with AWS, Google and Salesforce. Using a fresh approach to the implementation and operation of cloud platforms, we work with medium and large enterprises, including Time Inc, Channel 4, AG Barr, WH Smith, Pearson and Kantar, helping them grow and innovate with the very best public cloud technologies.

Cloudreach is a global cloud consultancy and operational services provider with an HQ in London and offices in Vancouver, New York, Edinburgh, Amsterdam, Paris and Munich. We are experts in public cloud platforms and are able to help your organisation assess, configure, migrate to, optimise and operate cloud platforms. 

We have been acknowledged as a Gartner Cool Vendor, the Sunday Times Best Small Company to Work For 2013, and we are accredited as a top-tier partner by AWS as well as a rapidly emerging force and partner within the Salesforce community...

... AND we are hiring!!

We Hire, We Train, We Retain Talent! If you love the Cloud and want to be part of a team that "make things happen" get in touch now.

Lead Talent Partner - Software & Cloud Operations

Hays

Specialist recruiter for Infrastructure and Support across Edinburgh and east Scotland

Specialist Recruitment Consultant for Infrastructure and Support

Abrecco

Recruitment Consultant

I Embed into awesome wee hyper-scaling companies as a Talent Leader to help them double, triple, quadruple in size. 
I'm a RecOps & Data nerd who is obsessed with LEAN and marginal gains....and Barbecue. Also obsessed with Barbecue.

Recruiters! Next Tuesday I’ll be brushing off my last remaining smart-casual outfit and heading to the Houses of Parliament. Here's what i'll be up to 👇 

I'll be part of a group shaping the soon-to-be-published National Hiring Strategy – and making the UK the best place in the world for RecTech startups.

We’ll be talking about how hiring can be faster, fairer and safer.

Keynote and contributors include Rt Hon Chloe Smith, Viscount Camrose, Lord Holmes, Simon Fell , Melica Moshiri, and Keith Rosser.

I’m excited to contribute, but think of me as your MP for tired, bedraggled TA partners.

So here’s my question to you tired, bedraggled TA Partners, what would you want me to say to or ask that group about hiring and RecTech?

Tell me in the comments!
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Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

#recruitment #recruiters #recruiting #talentacquisition

Luke Eaton

Head of Talent Acquisition | Data-Driven Recruitment | I help tech start-ups grow

Recruiters! If the hiring manager wants a candidate to go through a rigorous interview, you have give the hiring manager a rigorous kick off call. 👇 


Leaders love rigorous interviews, like Topgrading or technical gauntlets. I'm not knocking it by the way, It makes sense. 

A tough process, done well can be a safeguard against bad hires. BUT, I bet when it comes to sitting down and getting into the real details about the role and building a proper, robust scorecard, they’re a wee bit less enthusiastic. 


These are all things that have happened to me multiple times :

- A hiring manager cancels the kick off call but expects the role to go live anyway.
- A hiring manager comes in late then says "I've got a hard stop", giving us 15 minutes to scope the role. 
- A hiring manager clearly distracted on slack and not listening.
- A hiring manager who, is simply unable to describe what they want in non vague terms. 

I bet for most experienced recruiters, I just filled their bingo card...


What this means is  the deep degree of granularity with which we review candidates doesn't matter, because we aren't measuring against a rubric that is just as granular. 

The blanks are being filled by biases :

"I know what good looks like when I see it"

or

"I can tell they are a proper developer". 


If this were not a bias, they could have easily explained these requirements in the kick off. 

Luke Nugget : Your scorecard requires as much rigour as your interview process.

A detailed, measurable scorecard aligned across stakeholders ensures you actually know what “good” looks like.

It prevents “gut feelings” from dominating your decision making.

And it dramatically increases the likelihood of hiring the right person for the right reasons.


So, next time you’re asked to run a rigorous hiring process, push for equally rigorous role scoping. If a candidate needs to prove they’re the best fit, the hiring manager should also commit to defining success with clarity and detail.

What do you think? How do you balance effort between role scoping and candidate evaluation? Tell me in the comments!

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Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in the comments for my free weekly newsletter.

#recruitment #recruiting #recruiters #talentacquisition

I'm off to Parliament to give advice to members on the role of RecTech in UK business. Flashy influencer selfie....

Recruiters! Remember that boss who was all "Smash it! Go hard or GO HOME!"? Yeah... there's a better way 👇 



I totally get it though. That buzz of productivity when you’re smashing sourcing for a big role feels so good!!!

Until next week. When you’re facing 18 screens in 3 days.

And suddenly you’re sat there, throat dry, no sourcing done, reaching for a Lemon tea and a Strepsil.


Have you ever been caught in this loop?

“I’ve got no screens,  I’ll smash sourcing this week.”
↓
Now you’ve got too many screens, and zero sourcing time.
↓
Next week? 2 screens.
↓
Better smash sourcing again…

It’s like you're in a car, skidding left to right.



Here’s the mindset shift i'd like you to consider:

1️⃣  Don’t aim to smash sourcing. Aim to do enough sourcing, every week.

2️⃣ Don’t chase volume for volume’s sake. Aim for a steady flow of screens, not a tsunami.

3️⃣ Don’t treat every role like it’s a one-off. Work in aggregates. Most of you have 5–15 live recs. Build your system for that reality.

Over time, consistency beats "smashing it".

And a calm, rhythmic recruiter will outperform the frantic one burning out on boom/bust cycles.

Ever been the recruiter with 18 screens and no sourcing time?
Tell me how it felt in the comments!

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Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

#recruitment #recruiting #recruiters #talentacquisition

Recruiters! The flood of AI sourcing agents is real. Here's my two pieces of advice for the working recruiter 👇 


In the last year we’ve seen tools like Jack and Jill pushing autonomous sourcing / matching, and Metaview adding its own AI sourcing agent to a suite that already includes interview, feedback, and job‑post agents. 

Metaview’s pitch is pretty cool: once your intake is done, the agent hunts profiles proactively, learns from feedback, and surfaces fits without you having to start from zero. 
Jack positions itself more as an AI “headhunter” doing outbound outreach on LinkedIn & email. 

These are signalling where sourcing is headed.

So what should a friendly neighbourhood recruiter do?

Here’s my advice:

1️⃣ Experiment like your life depended on it.

We’re in a rare window when the AI models are subsidised, and tools are competing for adoption. That means low cost or free access tools to experiment with. Sandbox modes, and aggressive feature launches.

Sourcing a few extra candidates is a short term benefit. But long term, use these experiments to uncover which workflows are most amenable to AI intervention.

Which parts of your sourcing cycle are already formulaic?
What micro‑jobs (e.g. “find 10 backend devs with X + Y”) can you hand off?
Where are the bottlenecks (profile review, outreach, candidate matching)?

If you can prototype a workflow that integrates with your ATS/CRM, that gives you a head start before AI sourcing is “baked in.”


2️⃣ Explore bringing sourcing agents in-house

Because sourcing is such a knowledge‑intensive domain, talent teams are really well suited to build their own AI sourcing agents rather than relying fully on black box tools from day one.

You don’t need to build a full AI startup, start small:

Use tools like n8n, Zapier, or similar agents/automation platforms

For example: a mini agent that scrapes GitHub or Stack Overflow based on a job description, ranks candidates, and returns a shortlist
You’ll get two big advantages: 

Customisation (you build for your data, your roles, your biases) 
Control over cost (you own the logic)

Over time, as model usage becomes more expensive (less subsidised), owning that logic becomes a competitive edge.

AI sourcing agents are spreading fast. Some will succeed, many will fail. But as recruiters, you don’t need to be a passive consumer.

Be someone who tests, adapts and builds.
Use those tests to inform what your team really needs.
Step into the space of building rather than just buying (it's also more fun)

I’d love to hear from folks already using agentic AI (Jason Miller, Joe Atkinson you know I need to hear your opinion). Are you sourcing with it? Building your own? Or sticking to classic methods? Drop your thoughts in the comments!

Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

#recruitment #talentacquisition #recruiting #recruiters

Recruiters! Do you want to increase your message conversion from 15% to 24% for no extra effort (and no AI stuff)? Here's how 👇 

Consistency

You’ve probably done the odd mega sourcing session,  what tends to happen next is :

The following week you have a huge number of screens
That kills your sourcing time
Which means fewer screens the week after
And then you go "eek! i have no screens i need to smash the sourcing!"
Then the whole business continues. 

It might feel like you are doing good work (and you are!) BUT, you are also not in control of your time. Not great for your mindset or career long term.

There's an additional benefit to consistency. It also improves your conversion rate over time.

Let’s say you run a 3-step outreach campaign, one message per week, to 50 good candidates per week. (caveat : These are arbitrary numbers to show the concept)

Your first message converts at 15%.
The second nudges another 6%.
The third grabs a final 3%.

If you stick with it for three weeks, that same number of messages now delivers a 24% conversion per week. 

Week 1: 15%
Week 2: 15% (new batch) + 6% (week 1 follow-ups)
Week 3: 15% (new batch) + 6% (week 2) + 3% (week 1)

The output increases without adding extra effort. in this case you bag 12 screens per 50 outreach instead of 7-8 screens per week.

But if you skip a week, you break the chain.

So forget the whirlwind of AI tooling speculation and just build a small, consistent sourcing habit and keep going for at least three weeks. its good for your time management, good for your output, good for your mindset. 

Are you struggling to run a consistent outbound rhythm right now? Would love to hear what’s working and whats not. Bang it in the comments!


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Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

#recruitment #recruiting #recruiters #talentacquisition

Recruiters! You’ve made it through the tooling rollout. But here’s what comes next....Welcome.. to the desert of bad change management 👇 

It’s where tools go to die, where ROI disappears, and where TA leaders get left holding the bag.

Here’s how it plays out:

 - The business wants to “do more with less.”
 - They buy a shiny new tool with a promised ROI.
 - Implementation happens. The customer success team ticks the box.
 - And then? It’s all on you.

Now you’re expected to get adoption, drive behaviour change, align the team, train the hiring managers, build new workflows, and track impact.

BUT...most recruiters and TA leaders have never been trained in project or change management. No frameworks. No comms planning. No governance.

So when the change doesn’t stick, the ROI doesn’t show up. And nobody wants to admit fault.

So the tool gets blamed.

Then a new budget opens up, and the whole thing starts again. New vendor. Same outcome.

If this sounds familiar, you’re not alone.

In my opinion, this is the the biggest opportunity for RecOps professionals. Not just tooling. Not just data. But helping TA leaders actually land the change their business needs.

I’m working on something to tackle this, with real-world examples, practical frameworks, and simple tools to help recruiters take ownership of change without reinventing the wheel.

If this is something you’ve struggled with, or solved, I’d love to hear from you. Is this something you have experienced? Let me know in the comments!!

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Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

#recruitment #talentacquisition #recruiting #recruiters

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