The telephone game in recruiting has been breaking hiring decisions for years. Back in 2015, we wrote about how candidate answers get reduced, summarized, and misinterpreted as they move through the hiring process. In 2026, the problem still exists, but the best teams are shifting from notes to signal, and delivering interview intelligence that hiring managers can trust.
A federal class action against Otter.ai is putting AI note-taking tools under the legal microscope. For talent acquisition teams, the implications go beyond one vendor. Here’s what the case means for candidate consent, recruiter accountability, and why recruiting requires purpose-built tools, not general meeting software.
How does a 5,000-person family-owned company scale recruiting without losing what makes it human? Reser’s Fine Foods TA Leader Carrie Ariniello shares her people-first recruiting approach and how her team saved 346 hours of recruiter time using Honeit.
Recruiting technology has focused on sourcing tools and ATS systems, but the real work of recruiters happens in the talent delivery engine: scheduling, screening, and submitting candidates.
What separates a headhunter from a recruiter? Merissa Campbell of Define HR shares how specialization, blind candidate presentations, and skills-based interviews help her fill every role.
