3. Why Traditional Recruiting Is Breaking

Manual methods can’t scale. And now, they’re hurting outcomes.

Recruiters are wasting time on processes that never worked — and now can’t keep up.

Let’s be honest: resume reviews were always a bit of a gamble. In 2025, they’re simply not viable. Hiring teams can’t sort 1,000+ resumes per job — and those resumes can’t show what really matters, like English fluency or demeanor.

Screening calls aren’t better. Internal Jobz data shows 65% of these calls end in a ‘no’ within the first few minutes. That’s time recruiters can’t afford to lose — especially at scale.

The result is hiring cycles that stretch into months, burning out recruiters and leaving roles unfilled. And while this drags on, candidates get frustrated. Long wait times, unclear feedback, and poor experiences drive drop-off — and your brand takes the hit.

Traditional recruiting workflows just aren’t built for this environment. The volume is too high. The expectations are too modern. And the talent you want is moving faster than your funnel.

To solve this, we need to rethink the process. From the job description to the first conversation, every step has to be faster, smarter, and more candidate-friendly.