AI Is Now Interviewing Candidates. Recruitment May Never Be the Same. For years, companies have used technology to decide which CVs a recruiter should see, but now AI is increasingly conducting the first interview as well.

The employee who never takes a day off is not your most dedicated person. They are your most fragile dependency and your biggest operational risk. Every business has one. The person who is always first in and last out.

We measure everything at work. Revenue, productivity, absence, utilisation, customer satisfaction, time to hire, time to fill, time spent on the toilet, probably. But there is one thing most companies are strangely reluctant to measure properly: Managers.

Not one player at the World Cup got there by responding to a job advert. Every single one of them was found, watched, approached and pursued long before they were ready to move. Football clubs do not wait for talent to come to them. They send scouts.

Senior Management just checked in. Gotta say my manager is a good egg 🤣🙈

The most dangerous persons in your boardroom are the quiet ones who disagree with what is being said or presented and say nothing. Every company has sat in that meeting. The plan is presented. The room feels a bit heavy. A few people can see the hole in it.

Nobody quits because of one bad day. They quit because of one hundred small ones. The resignation letter is rarely the beginning of the story. It is usually the final chapter.

AI is not replacing jobs, but it is exposing bad management. That is the part many businesses do not want to hear. AI does not fix broken processes. It makes them faster.

The CEO's LinkedIn bio says "people first." The company org chart tells a different story. If people really came first, HR, People, or Wellbeing leaders would have a seat at the executive table.

Redundancy Reveals What Businesses Already Know Redundancy is the only business decision that gets announced with a town hall and a counsellor, which tells you everything about how businesses feel about it.

Brexit did not just change trade relationships and border arrangements. It quietly removed a generation of talent from the UK labour market, and most businesses are still pretending they have not noticed.

Every business makes a bad hire eventually. What happens next is the most honest thing you will ever learn about that business. A failed hire is one of those moments that strips away everything performative about a company's culture and shows you what is actually underneath.

There is now a word for what job seekers are doing out of sheer desperation. It is called doomjobbing. Sixteen applications in one sitting, thirty seconds per job description, hope outsourced entirely to volume.

The values are on the wall. They are on the website. They are in the onboarding deck. They play absolutely no role in who gets hired. Most businesses spend considerable time and money deciding what they stand for. Integrity. Collaboration. Innovation. Courage.

The best salesperson in the room just got promoted to sales manager. The team is about to have a very difficult year. It is one of the most reliable mistakes in business, and it keeps happening because the logic feels so sound in the moment. They know the product.

⚽⚽⚽ It's finally here. The biggest tournament on earth kicks off this week, and the energy is absolutely unmatched. ⚽⚽⚽ With 48 teams, 104 matches, and three host nations, the next few weeks are going to be a masterclass in strategy, peak performance, and pure passion.

Asking someone to work for free to prove they deserve to be paid is unpaid labour with a hopeful ending. The unpaid trial shift has become completely normalised in certain industries. Hospitality, creative, tech and retail to name a few.

Counteroffers are a trap, and everyone knows it. Your employer could not find the budget to pay you properly for three years. They found it in forty-eight hours, the moment you resigned. That should tell you everything. The counteroffer is one of the oldest moves in the book, and it still works.

When intelligence becomes cheap, what actually becomes valuable? We have spent this week covering layoffs at Meta, Amazon, Cisco, LinkedIn, Goldman Sachs, Standard Chartered and the Detroit automakers.

You spent four months finding the right person. You spent forty minutes preparing for their first day. And then you were surprised when they handed in their notice six months later.

Candidates are using AI to write their applications. Businesses are using AI to screen them out. And somewhere in the middle, two algorithms are having a conversation that neither human will ever read. This is the state of recruitment in 2025. No, not a warning about the future.

Saturday night under the lights at the Toughsheet Stadium. As part of our sponsorship with Bolton Wanderers, we will be sponsoring the match ball for the Bolton Wanderers vs Bradford City playoff semi-final this Saturday evening.

The Dutch are quietly challenging one of work’s biggest assumptions. More hours = more output. Dutch workers average around 32 hours a week, yet the Netherlands remains one of Europe’s most productive economies. That should make every employer pause.

Over the past two years, many companies have quietly started changing how they talk about diversity, equity, and inclusion. Not necessarily what they do. But how they describe it.

Do you think the next wave of AI disruption will be driven more by technology… or by the people who know how to commercialise it?

Most companies treat hiring like a claw machine. You throw in another job post. You pull another CV. You hope the right person drops out. Sometimes it works. Most of the time it doesn’t. The strongest hiring teams operate very differently.

Most companies still think the competition for talent starts when they post a job. In reality, the competition started months earlier. In many specialised markets today, the best candidates are rarely active job seekers.

BREAKING NEWS After years of careful market analysis, late-night strategy calls, and several strong coffees, we have decided to pivot the entire business model. From today, Elvis Eckardt Recruitment will no longer recruit people.

For a long time, hiring followed a simple logic. Find someone who has already done the exact job. Preferably in the same industry. Preferably with the same tools. In other words: hire experience.

One trend that doesn’t get talked about enough in recruitment is the growing importance of educating hiring managers about the hiring process itself. In many organisations, hiring managers are experts in their field. Engineers understand engineering.