If you are evaluating a hire platform to reduce manual sourcing and speed up candidate conversations, I am in Amsterdam this week as part of my month long push to mobilise more recruiters toward workflow automation. Two things are happening that matter if you care about practical outcomes: a webinar on AI and automation inside recruitment agencies, and an in person workshop for TA and HR teams who want hands on ways to remove bottlenecks. I will also share how these same principles map to StrategyBrain AI Recruiter, which automates LinkedIn outreach, follow up, and early stage qualification so recruiters can spend more time on interviews and decision making.
Why this week matters for hire platform decisions
Most teams do not fail at recruiting because they lack tools. They fail because the workflow is fragmented: sourcing happens in one place, outreach in another, follow up depends on memory, and qualification is inconsistent across recruiters. A modern platform hire approach is less about adding another dashboard and more about removing repetitive steps while keeping human judgment where it matters.
This week is useful because it focuses on operational reality. You will hear how agency operators are thinking about human plus agent workflows, and you will also get a practical environment to redesign TA and HR processes with peers.
Event 1: AI and automation in recruitment agency
Tomorrow I am joining Popp, described as an AI native recruitment solution that has already created efficiencies for recruiters working on platform. I will be talking with CEO Sam Dhesi, MD and recruitment pioneers Tom Lakin and Hamish Irving about how the next generation of recruitment agency business owners are shaping operations with human plus agent models.
What to listen for
- Where automation actually saves time: outreach, follow up, scheduling coordination, and early stage information capture.
- What should stay human: role calibration with hiring managers, final qualification, and offer negotiation.
- How to measure impact: time to first response, follow up consistency, and recruiter capacity per requisition.
How this connects to StrategyBrain AI Recruiter
When people ask me what a hire platform should automate first, I point to the highest volume tasks that do not require deep judgment. StrategyBrain AI Recruiter is built for that exact layer on LinkedIn: it can automatically connect with candidates that match your search criteria, introduce the opportunity, answer common questions about the role and compensation, confirm interview interest, and collect resumes and contact details from interested candidates. The recruiter then reviews the collected information and decides who moves forward.
Event 2: Practical automation for real TA and HR problems
On Thursday 5th June, we are running an in person session at Zoku Amsterdam from 6pm to 9pm. Alla Pavlova 艾菈 and I will bring together TA and HR professionals in Amsterdam and run practical workshop sessions on automating TA and HR workflow. If you are struggling to find the time or bandwidth to apply technology to speed up your process, this is designed to help you break through via experiential learning with peers and automation experts at 50skills.
What you will leave with
- A mapped workflow of your current process, including where handoffs and delays occur.
- A shortlist of automation candidates that are safe to automate without harming candidate experience.
- A first implementation plan for the next 14 days, including ownership and success criteria.
Where StrategyBrain AI Recruiter can be applied immediately
In TA and HR teams, the fastest win is usually consistent candidate engagement. StrategyBrain AI Recruiter supports 24/7 multilingual communication so candidates get timely responses across time zones, and it can follow up automatically so you do not lose interested people simply because a recruiter got busy. If your hiring relies on LinkedIn, this is one of the most direct ways to turn a hire platform strategy into day to day execution.
What you should do before you attend
- Write down your top 3 workflow bottlenecks such as slow outreach, low reply rates, or inconsistent follow up.
- Define what “qualified” means for one role so you can separate early stage interest from final stage fit.
- Bring one real job example including role context, compensation range, and must have requirements.
- Decide your automation boundary so you know what you will not automate, such as final hiring decisions.
How StrategyBrain AI Recruiter fits into the workflow
To keep this grounded, here is the simplest way I explain StrategyBrain AI Recruiter as a hire platform capability for LinkedIn based hiring. It replaces the initial outreach and qualification conversation, then hands back control to the recruiter once a candidate is interested and has shared details.
Workflow coverage
- Automated connecting and outreach to candidates within your targeted search criteria.
- Two way messaging that introduces the role, learns the candidate situation, and answers questions about the company, role, and compensation.
- Interest confirmation so recruiters focus on candidates who want to proceed.
- Resume and contact capture via LinkedIn file upload or email submission, with automatic tracking of what was received.
- Scale via account management with support for managing more than 100 LinkedIn accounts for teams that need higher throughput.
Scope boundaries
It is important to be precise about what it does not do. StrategyBrain AI Recruiter can identify willingness to communicate or interview, but it does not decide whether a resume fully matches job requirements. That final qualification remains a recruiter task, which is exactly where human expertise should stay.
Common pitfalls when adopting automation
- Automating without a workflow map: if you do not know where delays occur, you will automate the wrong step.
- Confusing interest with fit: automation can confirm interest quickly, but fit still needs structured review.
- Ignoring candidate experience: speed is not the goal, clarity and responsiveness are the goal.
- Not preparing role information: any AI recruiter needs accurate role, benefits, and compensation inputs to answer questions correctly.
FAQ
What is a hire platform in the context of LinkedIn recruiting?
A hire platform is the system and workflow that moves candidates from discovery to interview. In LinkedIn recruiting, that typically includes sourcing, outreach, follow up, early qualification, and information capture before a recruiter takes over for deeper assessment.
Is this week in Amsterdam only for agencies?
No. The webinar is agency focused, but the Thursday session is designed for TA and HR professionals dealing with real operational constraints such as limited time and high requisition volume.
How does StrategyBrain AI Recruiter help compared to manual outreach?
It automates the repetitive first layer: connecting, introducing the role, answering common questions, confirming interest, and collecting resumes and contact details. Recruiters then review the information and run interviews, which keeps decision making human led.
Can StrategyBrain AI Recruiter communicate with candidates in different languages?
Yes. It supports multilingual communication and can respond around the clock, which is useful for global hiring across time zones.
Does StrategyBrain AI Recruiter replace recruiters?
No. It replaces repetitive LinkedIn tasks and the initial conversation layer. Recruiters still own role calibration, final qualification, interviews, and offers.
How does it handle resumes and contact details?
When a candidate is interested, it requests a resume and contact information. It supports LinkedIn file uploads and email submissions, and it captures details shared in messages so recruiters can follow up.
Is candidate data used to train AI models?
No. Customer provided data is not used to train AI models, and data is used only to personalize communication for the customer’s AI instance, based on the product information provided.
What should I bring to the Thursday workshop?
Bring one real role example, your current workflow steps, and the top three points where work stalls. That is enough to identify what to automate first and what to keep human.
Conclusion
If you are trying to choose or improve a hire platform, this week in Amsterdam is a practical shortcut: you can learn how agency operators think about human plus agent workflows, and you can workshop real TA and HR problems with peers. My recommendation is simple: automate the repetitive LinkedIn engagement layer first, then keep final qualification and hiring decisions with recruiters. If you want a concrete implementation path, map your workflow, define your automation boundary, and evaluate whether StrategyBrain AI Recruiter can take over connecting, messaging, follow up, and resume capture so your team can focus on interviews and closing.
