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! Agentic AI for TA teams, everyone’s asking the same question…
“What are the use cases?” Here's one to start a discussion 👇 


I posted yesterday that we need to stop limiting our scope to the ATS and start seeing the whole employee lifecycle if we want to be a more strategic function.

So here’s me putting my money where my mouth is. I haven't started this yet but keen for this communities input.

Simple workflow, but the input variable doesn’t come from the ATS, it comes from your HRIS.


1️⃣  In the HRIS, imagine a custom field called risk, whether a job family (not person) is low, medium or high risk of leaving the business. Every company has flight risks. That’s our trigger.

2️⃣  When job family is flagged as High Risk, an agent reads that input variable and looks up the job description for that job family.
That JD already has a weighted list of sourcing platforms attached, so
LinkedIn for business roles.
LinkedIn + GitHub + Stack Overflow for tech.

3️⃣ Then it identifies a set number of candidates, builds a project in your ATS,
and only then do recruiters get a notification that it’s ready.


Now imagine 10% of your high-risk employees leave this year.
TA already has a curated group of pre-identified, human-reviewed candidates sitting there.
Weeks ahead of where you’d normally be.
You can start calibrating instantly. 

Think about how that frames TA.  Literally the second your Hiring Manager comes to you and says "Dom DeLouise is leaving, he's bought a mushroom farm in Paraguay and he's living off-grid. We need to backfill asap " you can pull up a curated list of candidates to calibrate. 


Theres loads of talk of Agentic AI replacing good recruiters. Total nonsense in my opinion. What makes agentic AI exciting, it works within the tech we already have, and it puts recruiters firmly back in the driver’s seat.

As always, when it comes to AI for TA, I’m desperate to hear what Jason Miller and Joe Atkinson thinks about this one 👀

But what about you? What cheeky wee workflows are you dreaming up to massively empower yourself as a recruiter?

Bang it in the comments! 👇

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

#recruitment #recruiters #talentacquisition #recruiting

Luke Eaton

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

Recruiters! Over 70% of your time is spent at the top of the funnel. So you need a tool that will make you WAY more efficient. Here's a good one 👇 


Your funnel isn’t shaped like a champagne flute... it’s a martini glass.

In real terms, one hire might mean three candidates at the skills stage, fine. 

But those three candidates may have come about from 20+ screens and if you are just relying on InMails (and their plummeting conversion rate), that might be 500+ outreach. We're talking DAYS of a recruiters time.

This means....

1️⃣ During growth periods, teams sometimes expand recruiter headcount to cope, which isn’t sustainable long term.
2️⃣ Recruiters get trapped in reactive mode. They chase the current workload instead of proactive sourcing (e.g. succession planning, high risk roles, etc.).

So what can we actually do about it?

If you think about it, there are only really two levers we can pull:

1️⃣ Improve sourcing quality → fewer profiles needed per hire.

- So recruiters with deep domain expertise (e.g. tech recruiters who really understand the stack and have a very high passthrough rate at the skills stage)

2️⃣ Reduce sourcing cost → make top-of-funnel effort cheaper and faster.

- EG better workflows and automation for recruiters. Make their sourcing more efficient.

But we’re now hitting a new frontier...

Some tools are finally getting close to what I’d call a “holy grail” for recruiters: automating the heavy top-of-funnel lift, without replacing human judgment.

Recently, I’ve been working with a small startup who kindly gave me trial access to their AI recruiting co-pilot and the results have been really interesting.

It’s designed to integrate everything at the top of the funnel into a single system, instead of juggling a sourcing platform, CRM, and ATS.

Here's the stuff it does :

- It can source across 100m profiles automatically
- Finds verified Emails, WhatsApp numbers and phone numbers (not just -LinkedIn)
- One click enrichment of candidate data
- Summarises profiles for faster evaluation
- Runs multi step outreach across channels (including the LinkedIn invite which is handy)
- All data in one dashboard for clean reporting

I reckon used correctly, a recruiter can get 10 extra screens booked in per week for no extra effort.
What is exciting me is tools like this are about turning the sourcing bottleneck into a strategic advantage.

Imagine an always on exec search running quietly in the background. Or an ongoing search for high risk, hard to fill roles with a pre-enriched candidate pool ready before the vacancy even opens.

Still early days, I'd definitely still focus on domain knowledge and efficient working habits, but I reckon we aren't too far away from the age of the recruiter co-pilot.

BTW If you want to try it for free, let me know by banging TOOL in the comments!

#recruitment #recruiters #talentacquisition #recruiting

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

Recruiters! I just got back from OneReq RecOpsCon in Chicago, where I spoke for the second year in a row. Here's a key thing I learned 👇


RecOpsCon is honestly becoming my favourite TA event of the year. It’s small, it’s open, and everyone there is generous with their ideas. The conversations go deep, and you walk away buzzing with new things to try. 

Massive shout out to Wahab Owolabi and Mike Joyner for putting together such a brilliant event.

Here’s what really struck me this year

Last year at RecOpsCon, AI was all anyone wanted to talk about.
But the tone was totally different.

In 2024, the questions were things like:
“Will AI replace recruiters?”
“Is it secure?”
“Should we even use it?”

It was all very high level, and I think it just it came from a place of fear and lack of knowledge. Which is totally fair enough. We were still figuring it out.

But one year later

This year’s conversations were all:
“Here’s a specific AI workflow we’ve built.”
“Here’s what’s working for us.”
“Here’s the ROI.”
“Here’s what we’re planning for the next GPT release.”

The TA Ops community has gone from fearful curiosity to hands-on experimentation. It’s incredible to see.

Also, the vendors were buzzing.
Siadhal Magos at Metaview gave a killer talk.
Ashby is shipping amazing new features.
TeamOhana & Talent Llama were dominating conversations around point solutions for screening and headcount planning.

If this is where TA Ops is now, I can’t wait to see where we’ll be next year.
You can absolutely put me down for RecOpsCon 2026.

And here’s a question for my European community. Would you be up for a RecOpsCon Europe? If yes write YES in the comments, and where in Europe you think it should be! Let me know in the comments 👇

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

#recruitment #recruiters #talentacquisition #recruiting

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