Latest news with #AIrecruitment
Yahoo
28-07-2025
- Business
- Yahoo
Fuku AI Responds to Tech Layoffs in Singapore with Scalable AI Recruitment Platform
SINGAPORE, July 28, 2025 /PRNewswire/ -- As global tech companies implement large-scale workforce reductions in Singapore. Local HR-tech startup Fuku AI is addressing the employment gap with its AI recruitment platform designed to streamline hiring and support workforce realignment. With the vast number of tech jobs lost in Singapore this year, the nation's technology sector is undergoing a critical transformation. According to a Channel News Asia report, this wave of tech layoffs in Singapore reflects a broader global trend: companies are pivoting toward AI and automation to boost efficiency, phasing out redundant roles. While the short-term impact has disrupted careers, long-term demand for digitally skilled professionals remains strong. These changes signal a recalibration across the tech industry, where hiring priorities are shifting toward AI-focused roles, data science, cybersecurity, and cloud computing. Despite the disruption, Singapore remains a strategic hub for tech talent. Public and private sector employers are continuing to recruit in high-growth areas, as highlighted by recent job market insights from The Straits Times. However, with increasing pressure to hire efficiently, many employers are rethinking their approach to recruitment. This is where Fuku AI's automated recruitment platform plays a pivotal role. Using AI-driven hiring solutions, Fuku AI helps companies fill critical roles faster through: AI talent mapping AI-generated job-role matching Automated candidate outreach Streamlined candidate screening and evaluation Companies using the platform report a reduction in recruitment cycles from weeks to days, with up to 80% shorter time-to-hire. "Our AI-recruitment platform automates sourcing, screening, outreach—even interview evaluation—matching retrenched professionals and passive talent in under a minute," said Kevin Gao, Founder and CEO of Fuku AI. "We're helping companies find the right people, right now—without the delays of traditional hiring methods." Fuku AI is gaining traction as a cost-effective alternative to legacy hiring platforms, appealing to both SMEs and larger enterprises seeking AI in HR technologies to manage high-volume or specialized hiring needs. Despite current disruptions in the job market, Fuku AI positions itself as a vital force in accelerating employment recovery. The platform's mission is to support both displaced professionals and growing companies—delivering future-ready hiring tools for a future-ready workforce. About Fūkū AI Fūkū AI is a human-guided AI recruitment platform dedicated to transforming the hiring landscape. By integrating advanced artificial intelligence with human expertise, we streamline the recruitment process, enabling companies to discover, evaluate, and engage exceptional candidates more efficiently. For more information, visit: | For media enquiries, please contact: Kevin Gao, CEOFūkū AIkevin@ View original content to download multimedia: SOURCE Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Washington Post
30-06-2025
- Business
- Washington Post
To get your next job, you may need to face an AI recruiter first
Lumier Rodriguez flipped on the 'open to work' setting on the professional social network LinkedIn to show that she was actively looking for contract work in April. She thought she'd instantly get responses from recruiters. This time, she was met with silence. So she started actively applying to jobs. But rather than hear back from human recruiters, she received emails, calls and texts from artificial intelligence agents called virtual recruiters seeking interviews. By late June, she had been screened over the phone and via video by AI four times, leaving her to wonder: 'Where are all the people?'
CTV News
30-06-2025
- Business
- CTV News
Meta spending big on AI talent but will it pay off?
Mark Zuckerberg and Meta are spending billions of dollars for top talent to make up ground in the generative artificial intelligence race, sparking doubt about the wisdom of the spree. OpenAI boss Sam Altman recently lamented that Meta has offered $100 million bonuses to engineers who jump to Zuckerberg's ship, where hefty salaries await. A few OpenAI employees have reportedly taken Meta up on the offer, joining Scale AI founder and former chief executive Alexandr Wang at the Menlo Park-based tech titan. Meta paid more than $14 billion for a 49 percent stake in Scale AI in mid-June, bringing Wang on board as part of the deal. Scale AI labels data to better train AI models for businesses, governments and labs. 'Meta has finalized our strategic partnership and investment in Scale AI,' a Meta spokesperson told AFP. 'As part of this, we will deepen the work we do together producing data for AI models and Alexandr Wang will join Meta to work on our superintelligence efforts.' US media outlets have reported that Meta's recruitment effort has also targeted OpenAI co-founder Ilya Sutskever; Google rival Perplexity AI, and hot AI video startup Runway. Meta chief Zuckerberg is reported to have sounded the charge himself due to worries Meta is lagging rivals in the generative AI race. The latest version of Meta AI model Llama finished behind its heavyweight rivals in code writing rankings at an LM Arena platform that lets users evaluate the technology. Meta is integrating recruits into a new team dedicated to developing 'superintelligence,' or AI that outperforms people when it comes to thinking and understanding. 'Mercenary' Tech blogger Zvi Moshowitz felt Zuckerberg had to do something about the situation, expecting Meta to succeed in attracting hot talent but questioning how well it will pay off. 'There are some extreme downsides to going pure mercenary... and being a company with products no one wants to work on,' Moshowitz told AFP. 'I don't expect it to work, but I suppose Llama will suck less.' While Meta's share price is nearing a new high with the overall value of the company approaching $2 trillion, some investors have started to worry. Institutional investors are concerned about how well Meta is managing its cash flow and reserves, according to Baird strategist Ted Mortonson. 'Right now, there are no checks and balances' with Zuckerberg free to do as he wishes running Meta, Mortonson noted. The potential for Meta to cash in by using AI to rev its lucrative online advertising machine has strong appeal but 'people have a real big concern about spending,' said Mortonson. Meta executives have laid out a vision of using AI to streamline the ad process from easy creation to smarter targeting, bypassing creative agencies and providing a turnkey solution to brands. AI talent hires are a long-term investment unlikely to impact Meta's profitability in the immediate future, according to CFRA analyst Angelo Zino. 'But still, you need those people on board now and to invest aggressively to be ready for that phase' of generative AI, Zino said. According to The New York Times, Zuckerberg is considering shifting away from Meta's Llama, perhaps even using competing AI models instead. Penn State University professor Mehmet Canayaz sees potential for Meta to succeed with AI agents tailored to specific tasks at its platform, not requiring the best large language model. 'Even firms without the most advanced LLMs, like Meta, can succeed as long as their models perform well within their specific market segment,' Canayaz said.
Forbes
24-06-2025
- Business
- Forbes
Making Recruiters AI-Powered, Not AI-Replaced
Paraform product Paraform Silicon Valley has a new obsession: eliminating humans from recruiting. Venture capitalists have poured billions into AI-powered resume scanners, chatbots that conduct interviews, and algorithms that promise to find perfect candidates without human intervention. The pitch is seductive: Why pay expensive recruiters when artificial intelligence can do it faster and cheaper? The integration of artificial intelligence into recruitment processes represents a fundamental shift in how organizations identify and evaluate talent, yet it raises profound questions about the nature of human potential itself. While AI-powered systems can process thousands of resumes in minutes and identify patterns invisible to human recruiters, they simultaneously risk codifying historical biases and reducing complex human capabilities to algorithmic scores. Major corporations have documented substantial gains from algorithmic hiring - e.g. Unilever reduced its recruitment timeline by 75% while processing nearly two million applications annually, saving over £1 million and 50,000 candidate hours through AI-driven assessments. Yet this efficiency revolution carries an uncomfortable irony: these same systems may systematically exclude unconventional candidates who don't conform to algorithmic patterns, potentially filtering out the very innovators and disruptors that drive organizational breakthroughs. The paradox becomes stark when considering that the most valuable employees are often those who defy easy categorization: the college dropout who built a billion-dollar company, the career changer who brought fresh perspective, or the candidate whose resume gaps hide periods of crucial personal growth. As AI recruitment tools become ubiquitous, organizations face a critical choice between operational efficiency and the messy, unpredictable reality of human potential - a decision that may ultimately determine whether they optimize for today's needs or tomorrow's breakthroughs. Make no mistake, the AI recruiting startup ecosystem is reaching a watershed moment. Companies like Mercor have had a meteoric rise from dormroom idea to $2 billion valuation in just 18 months—a trajectory that encapsulates both the immense promise and inherent contradictions of algorithmic hiring solutions. Meanwhile, players like Borderless AI are using agentic workflows and AI as an early AI-powered company in the HR and Employer of Record space. On the flipside, Eightfold AI is focusing on what happens after hiring: boosting productivity and managing talent using AI. But the ultimate test won't be whether they can attract venture capital or process millions of resumes—it's whether they can solve the human problem of matching the right person to the right role without perpetuating the very inefficiencies and biases they claim to eliminate, all while navigating an increasingly skeptical regulatory environment that questions whether algorithmic hiring truly serves workers or simply serves the algorithm. Time-to-Hire overview: Traditional vs. AI powered Vs Skill ... More based. Source: Recruiter Powered Marketplace Instead Of an Automation Rush When it comes to that age-old challenge, an intriguing counter-trend is emerging in the shadows of this automation rush. While most companies chase the promise of fully automated hiring, a growing number of companies are discovering that their most critical talent decisions actually require more human expertise, not less. And they're willing to pay for it. Enter Paraform , a startup betting big on that shift. The company just raised a $20 million Series A to scale its recruiter-powered hiring marketplace. Led by Felicis Ventures, the round also included participation from A* and strategic angel investors like the co-founders of Canva, Instacart, YouTube, and xAI. Rather than using AI to replace human recruiters, Paraform says that its AI makes recruiters faster, sharper, and far more profitable. The result is a new labor model -- one where elite recruiters act more like sports agents than back-office support, and companies get better results on the hires that matter most. Paraform's customers offer a glimpse into how companies are adapting to meet high-stakes hiring needs. Apriora , a Y Combinator-backed company developing AI agents, used Paraform to hire four engineers in one month, reporting a fivefold reduction in time to hire and a 90 percent cut in recruiting overhead. Carma , a fleet management platform, turned to Paraform to find its founding engineer after struggling with traditional agencies. In both cases, the technology helped widen the funnel and accelerate the process, but the final decision came down to human judgment. Paraform CEO John Kim Paraform "AI can't evaluate soft skills, predict team dynamics, or assess whether a candidate will meaningfully contribute to long-term success," said Paraform's CEO John Kim. "For early and growth-stage companies hiring for critical roles, the difference between a good hire and a bad one can shape the entire future of the business." The Rise of Enhanced Human Expertise The AI recruitment market is now growing toward a projected $1.12 billion by 2030 , with 87% of companies now employing AI-driven hiring tools. Jason Rumney, who runs Intelletec Group, a Paraform partner that specializes in executive placements, said they aren't competing against AI — they're collaborating with it. "The best platforms use AI to handle the busywork so we can focus on what actually drives results — building relationships and closing critical hires,' he said. At recruiting agency Continuity Partners, founder John Keenan placed four candidates in a month, generating $82,000 in billings. By automating manual tasks like candidate submissions using Paraform's AI features and giving his team instant access to a steady stream of open roles, the platform has helped him cut 20 hours a week of operational overhead. 'As the market increases, the way I always think about it is like this: If I place one candidate a week, I make $20,000 off that placement,' said Keenan. '20 times five is 100, so I would make a million dollars a year if I placed one candidate a week." It's a trend that reflects broader shifts in the workplace: a recent Gallup study found that 93% of Fortune 500 CHROs are adopting AI to boost efficiency, with nearly half of AI users reporting productivity gains. For recruiters using tools like Paraform, that efficiency translates into real business outcomes – from reduced overhead to higher placement volume (and earnings). The Future of Professional Services The transformation underway in recruiting may offer an early glimpse into how AI could reshape professional services at large. Instead of replacing human workers outright, its increasingly being deployed alongside them—streamlining repetitive tasks while leaving space for judgment, creativity, and relationship-building. This model could extend to consulting, creative services, legal work, and other knowledge-intensive fields. A recent report from McKinsey lends weight to this idea, noting that workers who adopt AI tools are not only more productive, but also more focused on the kinds of high-leverage work – like strategic decision-making and problem-solving – that define expertise in complex domains. "Speed and talent are everything in today's world," notes Peter Deng, a partner at Felicis Ventures who led Paraform's Series A round. 'With every search, the Paraform network compounds in intelligence - improving candidate matching, interview efficiency, and recruiter-role fit.' The companies that can identify and close the best candidates fastest gain compounding advantages in rapidly evolving markets - and this is equally true today when some companies are apparently hiring AI researchers - not to build products, but to prevent their competition from hiring them. And while prominent VC funds and investors pump capital into AI powered HR solutions and openly debate whether or not deeply human functions like HR should be outsourced, the future may not be a matter of human Versus machine - but rather, one where the most powerful solutions are human-powered and machine-enhanced.
New York Times
21-06-2025
- Business
- New York Times
A.I. Sludge Has Entered the Job Search
Katie Tanner, a human resource consultant in Utah, knew the job would be popular: It was fully remote, was at a tech company and required only three years of experience. But she was still shocked by the response on LinkedIn. After 12 hours, 400 applications had been submitted. By 24, there were 600. A few days later, there were more than 1,200, at which point she removed the post. Three months later, she's still whittling down candidates. 'It's crazy,' she said. 'You just get inundated.' The number of applications submitted on LinkedIn has surged more than 45 percent in the past year. The platform is clocking an average of 11,000 applications per minute, and generative artificial intelligence tools are contributing to the deluge. With a simple prompt, ChatGPT, the chatbot developed by OpenAI, will insert every keyword from a job description into a résumé. Some candidates are going a step further, paying for A.I. agents that can autonomously find jobs and apply on their behalf. Recruiters say it's getting harder to tell who is genuinely qualified or interested, and many of the résumés look suspiciously similar. 'It's an 'applicant tsunami' that's just going to get bigger,' said Hung Lee, a former recruiter who writes a widely read newsletter about the industry. Enter the A.I. arms race. One popular method for navigating the surge? Automatic chat or video interviews, sometimes conducted by A.I. Chipotle's chief executive, Scott Boatwright, said at a conference this month that its A.I. chatbot screening and scheduling tool (named Ava Cado) had reduced hiring time by 75 percent. Want all of The Times? Subscribe.
