Machine Hiring Blog

Did you know that recruiters spend about 80% of their time screening resumes, only to miss out on top talent because of human error or sheer exhaustion?

Picture this: you’re a recruiter, staring at a job req that demands a unicorn—a data scientist with a PhD, 10 years of niche experience, and a passion for artisanal coffee.

Back in the day, hiring was simple. You’d post a job, shake a few hands, and if someone didn’t set the office on fire—literally or figuratively—you called it a win.

I found it in the strangest place—an old thrift store magazine from the ‘80s, yellowed and tucked between a dog-eared romance novel and a guide to VCR repair. The cover screamed “Snail Mail Success!” with a cartoon snail in a tiny suit, briefcase in tow, knocking on doors made of lettuce.

Man, remember when recruiting was simple? Back when you could just post a job ad in the local paper, sip your coffee, and wait for the resumes to roll in like autumn leaves?

I’m sitting there last week, sipping my overpriced coffee, when my buddy throws out this acronym: R cubed. I blink. “Retention Recruiting Revolution?”

You’ve been there: You find a candidate who seems perfect—great resume, solid skills, even a spark of personality in the initial chat. You send a follow-up email, schedule an interview, and then… silence. No response, no warning, just a digital vanishing act.

There’s a certain feeling of overwhelm that creeps in when you sit down to evaluate ROI for multiple recruiting channels. It can feel like trying to assemble a 2,000-piece jigsaw puzzle in dim lighting: you see fragments of a bigger picture, but the entire image remains stubbornly elusive. Throw in channels like LinkedIn, Indeed, that one specialized job board you tried last quarter, and maybe a trickle of candidates from social media—it’s a lot to keep straight.

Picture this: You’re at a party, and someone immediately proposes marriage before even asking your name. Sounds ridiculous, right? Yet somehow, that’s exactly how many recruiters approach potential candidates - diving straight into job opportunities before building any sort of relationship.