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Every week, a new AI hiring tool promises to find you better candidates, faster, with less bias. The demos are impressive. The dashboards are clean. The pitch is compelling. And then a hire made largely on the back of an AI recommendation walks out the door after four months, and everyone quietly agrees not to talk about it. I've been in talent acquisition for two decades across BFSI, tech, fintech, and social sector mandates. I use AI tools. I find them genuinely useful. But

I've spent twenty years in recruitment. And one of the most common conversations I have with candidates, with friends, sometimes with myself is about switching tracks mid-career. Everyone has that moment. You're doing well on paper, but something feels stale. You see another field growing, or you just wake up one day and think is this really it for the next twenty years? So, people start researching. Do a course. Update their LinkedIn. Start applying. Then nothing happens. Or

Many organizations invest heavily in HR technology like Human Resource Management Systems (HRMS) or Applicant Tracking Systems (ATS), expecting these tools to solve their HR challenges. Yet, despite these investments, HR problems often persist. The truth is that technology alone cannot fix broken HR processes or culture. Real transformation requires a people-led approach that goes beyond software implementation. This post explores why relying solely on HR tech falls short and