Hiring in the AI Age: Why Authenticity and Industry Insight Still Win

Hiring in the AI Age: Why Authenticity and Industry Insight Still Win

At Tribus People, we’ve always backed clarity, intent, and relevance when searching for candidates. Today, they’re not just desirable – they’re essential.

In a world where applying for a role can be done in minutes and cover letters are increasingly AI-written, job applications are multiplying fast. But volume doesn’t mean value. And for hiring teams, that’s creating a different kind of challenge.

Because when everyone starts sounding the same, how do you know who’s actually right?

The New Hiring Landscape

AI has changed the way people apply.
Tools now optimise CVs, generate cover letters, and surface the right keywords. Even LinkedIn messages have become automated or AI written.

That’s not a bad thing – used well, these tools can be helpful. But used blindly, they’re flooding inboxes with generic, surface-level applications from people who haven’t taken the time to ask the most important question:

“Am I really a good fit for this role?”

We’ve seen it first-hand. We recently hired for a remote, specialist SaaS role with clearly defined requirements. And yet, over half the applications we received were from candidates who didn’t have any relevant industry experience – and in some cases, didn’t know what SaaS meant!

The result?
More time spent filtering, more caution around future applications, and potentially missed opportunities for candidates.

What Still Stands Out

Despite the automation, the best applications still do the same thing they always have:

They make it easy for someone to say yes.

Here’s what that looks like:

• A clear match between experience and requirements
• A cover letter that shows understanding, not just interest
• Language that reflects the company, not just the candidate
• And a tone that feels human – not copied, cut-and-pasted or all the same as each other.

When we see those things, we read on.

Thoughtfulness Over Templates

Here’s how strong candidates make the difference – even in an AI-heavy market:

Start With the Essentials

Before anything else, read the job description.
Not just the title – the detail.

Focus on the essential requirements. These are the non-negotiables – industry experience, core skills, or specific contexts the role demands. If you can’t meet most of them, don’t apply. If you can – make it obvious! Remember that hiring managers or recruiters may be looking at hundreds of CV’s so don’t let make any assumptions that you may not have the skills or background.

Use your cover letter to reflect that back.
For example:

Why I’m a Strong Fit
– 3+ years in a B2B SaaS growth role
– Comfortable working remotely across time zones
– Competent with Canva, HubSpot and WordPress

You’re not repeating your CV. You’re curating it.

Show You’ve Done the Work

Hiring managers are skimming before they’re reading.
Draw them in early. Refer to the product. Acknowledge the team’s mission. Show why this company matters – not just why you want a job.

That initial impression makes the difference between someone who clicks into your CV… and someone who moves on.

If You’re Reaching, Be Honest About It

Sometimes a stretch is OK. But you need to bridge the gap.
If you haven’t worked in SaaS but you’ve scaled digital platforms in an adjacent space, explain the link. Context matters – but only when you give it.

“While I haven’t worked in a SaaS company directly, I’ve led customer lifecycle teams in a digital subscription business with similar acquisition and retention metrics.”

That gives the reader clarity and builds trust.

AI Is a Tool – Not the Application

It’s fine to use AI to help write or generate a basic layout, just don’t let it do all the writing. We’ve read enough to know when something’s been pasted from a prompt. It’s vague, over-explained, and full of soft claims. No actual connection to the role, not to mention everyone’s cover letter’s say the same thing which completely defeats the object of sending the covering letter in the first place.

Keep the tool – just keep your thinking in front.

Why Working With a Specialist Recruiter Helps

Hiring is hard enough. In a high-volume market, it becomes even harder to separate good applicants from good matches. That’s where specialist recruiters make a real difference.

A good recruiter doesn’t just forward CVs. They understand the business model, the market, and the moments that matter in each role. They filter with intention, not just based on who could do the job, but who’s ready to add value fast.

They’ll challenge clients to define what’s really essential, and they’ll make sure the people you introduced aren’t just interested – they’re relevant, prepared, and aligned.

For candidates, the benefit’s just as clear.
You’re not pushed forward for roles you’ll never get. You’re guided towards roles where your background actually connects and you’re supported in how to communicate that clearly.

In a market where applications can feel overwhelming, working with the right recruiter keeps the process focused, selective, and ultimately, more successful.

So, what’s the takeaway?
AI isn’t the problem. But sameness is.

Whether you’re applying or hiring, authenticity and insight are what cut through.

At Tribus People, we work with businesses that care about craft – and professionals who do the same. If you’re ready to make hiring – or your next move – more intentional, we’re ready to help.