“In a market where CVs are rewritten by machines and screened by other machines, the only reliable differentiator is the one thing algorithms cannot fake for long: how people think, collaborate, and grow with others.”

That was the unspoken tension running through the panel at UXDX: AJ King (Senior UX Researcher at Houseful), Marine Palamutyan (Senior Manager UX Research at DocuSign), and Mihaela Draghici (Engineering Manager at Volkswagen Digital Solutions). Together, they unpacked the messy, often contradictory reality of hiring in the age of AI.

The conversation spanned everything from AI-driven CV filters to the role of recruiters, the fairness of interview exercises, and how to onboard juniors when automation makes early jobs scarcer. The takeaway: beating the bots requires both candidates and companies to double down on the human qualities that actually make teams thrive.

When Hiring Turns Transactional

The panel began by naming the problem. With more applicants than open roles, the hiring process has grown increasingly cold and transactional. Ghosting is common, rejection emails feel templated, and AI screens candidates before humans ever see them.

Marine noted how this pressure pushes candidates into mimicry: tailoring CVs to match job descriptions instead of showcasing strengths. Some even use AI to rewrite CVs that are then filtered by other AI. The irony is stark. The real person risks vanishing behind the paperwork.

The Case for Authenticity

Mihaela’s answer was simple but powerful: authenticity. Amid automation, the people who stand out are those willing to show up as themselves. She stressed the need for team players. People who listen as much as they speak, who can articulate their thinking, and who are open to feedback.

In complex, cross-functional environments, collaboration is not a cliché but a survival skill. Problem solvers and lifelong learners are more valuable than perfect résumés. In Mihaela’s words, the candidates who thrive are those willing to grow, adapt, and learn. Qualities no algorithm can fully measure.

Assessing What Really Matters

How do you test for collaboration, curiosity, and problem-solving in a one-hour interview? Mihaela explained that her teams rely on practical exercises: short, contextual challenges where candidates must clarify problems, ask the right questions, and explain their thought process.

Marine reinforced the value of behavioural questions. Instead of hypothetical scenarios, she looks for specific stories: times when candidates resolved tension, collaborated across disciplines, or gave and received feedback. A perfect script raises suspicion. A thoughtful process inspires confidence.

Beating the Bots with Human Touch

Candidates often ask how to survive the first AI shift. The panel’s advice was clear: add a personal touch. Reaching out to recruiters or hiring managers in the first wave after a role goes live can make a huge difference.

While AI tools will continue to filter, direct human contact whether a short note or a coffee chat creates visibility and builds relationships that last longer than a single job application. For hiring managers, the lesson is just as important: don’t outsource empathy to an algorithm.

One-click apply tools like LinkedIn’s Easy Apply were another flashpoint. They increase candidate volume but not necessarily quality. Recruiters are flooded, and good applicants can get lost in the noise.

For candidates, the strategy is to combine convenience with intentionality: use the tool, but follow up with tailored outreach. For hiring teams, the challenge is building criteria and systems that can filter for substance, not just surface.

Closing the Recruiter–Manager Gap

A recurring theme was the gap between recruiters and hiring managers. Misunderstandings often come from jargon phrases like “mixed methods” that confuse recruiters but are second nature to researchers.

Marine recommended simplifying language in briefs and job descriptions. Instead of buzzwords, describe what the role actually requires. Mihaela added a counterpoint: recruiters still need to understand enough of the terminology to recognise qualified candidates during screening. The balance is clarity without dumbing down.

Both agreed the best solution is pairing. Sitting side by side in early reviews helps recruiters quickly calibrate, internalise evaluation criteria, and build shared understanding.

The Fairness of Interview Exercises

The audience challenge came sharp: aren’t interview exercises just unpaid labour. Mihaela explained that confidentiality rules make real product work impossible, so exercises are simulations, not free work. The key is proportionality: challenges that take hours, not weeks, and reveal approach rather than deliverables.

Marine has shifted away from take-homes altogether. Instead, she favours portfolio discussions or short, unrelated exercises that prevent any perception of exploitation. The goal is not to harvest ideas but to assess thought process, creativity, and collaboration.

Onboarding in the Age of AI

As AI takes over entry-level tasks, breaking into the industry gets harder. Once someone is hired, the onboarding process becomes critical. Marine sets out detailed 30-60-90 day plans, giving new researchers structure and clarity. She also assigns a senior buddy someone who isn’t their manager so juniors have a safe space for questions.

Mihaela echoed this, stressing the value of access. Juniors should be encouraged to build networks beyond their immediate team. Exposure to cross-functional peers accelerates learning and embeds them into the culture.

Efficiency Needs Empathy

The panel closed on a note of balance. Technology can speed up hiring, but efficiency without empathy is dangerous. Overreliance on AI risks filtering out great candidates and alienating talent before they even step through the door.

For candidates, the lesson is to play the long game: build relationships, highlight genuine strengths, and don’t let a job description erase your story. For hiring managers, the challenge is to design fair processes, audit AI filters for bias, and prove that culture isn’t just a slogan but a lived experience…even in recruitment.

Redefining Hiring Success

“Break the algorithm by valuing what it can’t see. Beat the bots by building relationships. Build better teams by starting how you mean to go on.”

That closing reflection summed up the panel’s message. Success in hiring isn’t about who applies fastest or who tailors their CV with the best prompt. It’s about the human qualities that sustain collaboration, creativity, and growth long after the contract is signed.