AI ATS tools - useful, or just another noisy layer?

Jules_TechTalent

I’ve been testing a few AI-powered ATS tools lately, and while some features are promising (like parsing GitHub profiles), others feel like overengineered keyword filters. Curious, has anyone found a setup that actually improves quality-of-hire without losing nuance?

FlorianRocktaeschel

Jules_TechTalent you might want to take a look here: https://community.upflinx.com/d/10-doesnt-ai-screening-introduce-more-bias

PeopleOpsAnna

We trialed Manatal for six months in a high-growth hiring phase. The sourcing capabilities were actually quite good, but it consistently misranked career changers and junior profiles. People who had great potential but didn’t match on surface-level keywords were pushed to the bottom. We ended up exporting profiles and scoring them manually using Notion with a custom rubric. It slowed things down, but the quality of our shortlist improved dramatically.

TalentScout22

I’ve worked with Fetcher and Hiretual. Their enrichment features are solid, especially pulling data from beyond LinkedIn but they still lean too heavily on keyword logic. I always run my own Boolean strings to get the signal I’m looking for. For example, ‘scaled infrastructure’ vs. ‘managed deployment’ might describe the same person, but one gets surfaced while the other doesn’t. ATS logic isn’t there yet.

ElenaHRstrategist

We’re currently using SmartRecruiters combined with Hume AI to capture insights from interviews. The AI gives decent summaries and saves us time aligning across hiring managers. That said, it only works when we have structured audit points. Without them, it ends up reinforcing whoever’s loudest in the room. So we built a calibration guide that everyone follows. The tech helps scale consistency, but doesn’t replace judgment.