The Problem with AI in Executive Recruiting: When the Human Touch Disappears

Last week, my 11-year-old granddaughter received two separate text messages from a so-called recruiting agency claiming her resume was “a perfect match” for a role.

Let me be clear—she doesn’t have a resume. She’s in 5th grade.

As someone who’s spent years in executive search, I wasn’t just annoyed—I was concerned. This wasn’t just spam. It was an example of where our industry is headed if we don’t stay vigilant.

Let’s talk about it.

AI is everywhere in recruiting now, from automated email campaigns to candidate sourcing tools and even initial screenings. I use it too—in fact, I often partner with AI to draft outreach scripts, clean up copy, or brainstorm.

But here’s the problem:
When we hand over our relationships to automation, we lose the one thing that makes our profession trustworthy—the human touch.

More and more InMails and emails are being flagged or flat-out ignored. Why? Because candidates are being flooded with AI-driven outreach—half of it irrelevant, and much of it indistinguishable from spam.

So when we, the real deal, reach out—even when we personalize a message, pour our heart and integrity—candidates still don’t know how to tell if we’re real or just another AI in business-casual.

And let’s be honest: sometimes we don’t take the time to personalize at all. That’s when it really falls apart. The messages feel generic, over-polished, or completely mismatched.

Even well-meaning recruiters who rely too heavily on AI can find themselves sending “perfect matches” to 5th graders—or worse, missing out on real conversations with real decision-makers because their messaging doesn’t feel human.

So how do we fix this?

It’s not about rejecting AI. It’s about using it responsibly and with intention, and collaboration.

Here’s what I’ve learned (and continue to practice):

• If AI writes your draft,

  read it out loud

  before you send it. If it doesn’t sound like

  you

  , rewrite it.

• Use AI to speed up the

  what

  , but never skip the

  why

  . Speak directly to the candidate’s experience—not just their job title.

• Remember: if you’re in executive search, you’re not just filling roles.

  You’re representing people. Futures. Trust.

Recruiting has always been a relationship business.
AI can be a tool, but it should never be the voice of your firm. That voice should be yours—knowledgeable, thoughtful, and real.

Especially when you’re reaching out to someone whose resume, unlike my granddaughter’s, actually exists.

So how do you let a candidate know you’re real?

In a world where inboxes are flooded with auto-generated messages and “Hi [First Name]” cold pitches, it’s a fair question.

How does a candidate know you’re not just one of a hundred recruiters in the basement of some office building, firing off InMails without ever really reading their profile?

Here’s my advice:
Pick up the phone.

I’ve lain awake at night thinking about this—frustrated by unopened InMails, unanswered emails, missed connections.

So this is what I do.
(Something I’ve always done—just now with more intention, more consistency.)

I pick up the phone.

And no—I don’t mean calling them at their desk in the middle of their workday.
Honestly? I don’t even call them at their desk.
That’s old-school recruiting, and not the kind our firm wants to bring back.

Because for us—the Reals in the business—our clients are counting on us to be efficient, accurate, and professional. That means knowing how to reach out in a way that gets heard, and doing it with care.

Maybe it sounds like this:

“Hi, this is Shelly. I sent you an email earlier and just wanted to follow up personally. I’m real—and I’m reaching out because I truly think this could be a strong fit. Let me know if you’d like to talk.”

Now, is that exactly what I’d say? Maybe not all of it.
But if I’m not sure how to word it, this is where AI can actually help—not to replace my voice, but to help me shape it. To take what’s genuine and human and help it land more clearly.

That’s the key.
Let AI be your co-author—not your voice.

I say this not just as a recruiter—but also as a professional writer.

I’ve been in both the writing and recruiting industries for many years, and I understand the power of voice. So when I use AI, I use it with caution and respect—because when used wisely, it can make my recruiting communication sharper, more concise, and far more effective.

Here’s how I use it:When I’m preparing messaging for a search, I start with my own draft—something built from careful, collaborative conversations with the client, and shaped by the substance of the role. I pull out what matters—the purpose, the nuance, the heart of the work.

Then I ask AI: Can you help me make this better?

That’s the difference.
AI doesn’t replace my voice. It helps me sharpen it.

Executive recruiting is, at its core, a relationship business.
Every interaction—whether the candidate is interested or not—is an opportunity to build a lasting connection
However, it has to be a connection rooted in integrity and trust.

People remember how you made them feel, not just the job you were pitching. And when you lead with presence, not polish, that’s what sticks.

So take the time.
Let them know it’s you.

And for goodness’ sake—don’t call them during breakfast on a Sunday morning.
I think even AI would know better.

And yes, I’m real.
Check out my LinkedIn profile.
I work with a real human being—Tara Kochis, the same incredible woman executive leader I’ve partnered with for over 14 years.
We’ve built our firm, and our reputation, on real human connections.