There’s no denying that artificial intelligence has changed the recruitment landscape.

Algorithms now scan CVs, write job descriptions and even start conversations with candidates before a human ever gets involved. It’s quick, it’s efficient and it’s everywhere. But the truth is, speed doesn’t equal connection - and connection is where great hiring lives.

The rise of generative AI has created the illusion of progress. Yes, it can save time and clean up admin. But it’s also quietly stripping away something that’s always been central to recruitment - empathy. The ability to read between the lines, sense hesitation and catch the nuance of human motivation. Machines don’t do nuance. They do data.

As Leo, one of our consultants, says: ‘AI might shortlist the right skills, but it doesn’t shortlist the right people. You still need instinct for that.’ And he’s right. Recruitment isn’t about keywords. It’s about people’s stories - their choices, their reasons, their potential.

We see too many companies chasing automation as if it’s the answer to everything. But an algorithm can’t replace curiosity. It can’t sense cultural fit or ambition. It doesn’t know the feeling when you meet a candidate who is quietly brilliant or a client who suddenly realises what kind of leader they really need. Those moments are why we do what we do. They’re not problems to solve; they’re connections to make.

The irony is that while AI aims to eliminate bias, it often reinforces it.

Data learns from history and history is full of human bias. Studies from organisations like MIT and the CIPD show that automated screening tools can penalise candidates from underrepresented backgrounds simply because they don’t mirror the data that trained the system. The result? Efficiency without equality.

At Bigwig, we’re not anti-tech. We’re boutique.

That means selective use of tools, not blind dependence on them. We’ll happily use tech to schedule interviews or manage workflow, but when it comes to judgment - who fits, who grows, who shines - that’s on us. It’s not nostalgia; it’s precision. We understand that recruitment isn’t just about filling roles; it’s about shaping careers and company culture.

There’s also something deeply human about how trust forms. No AI system can replicate the reassurance a candidate feels when a recruiter listens properly or when a client hears ‘I understand exactly what you need.’

That moment of alignment doesn’t come from a prompt. It comes from presence.

Thais, who manages finance and hospitality placements, often says, ‘A CV shows skill; a conversation shows courage.’ That line has stuck with us because it’s true in every sector. Especially in markets like Malta, where people know each other and reputation travels faster than data ever could, the human factor isn’t optional. It’s your brand.

AI can generate outreach messages in seconds, but most of them sound identical. Candidates can tell. They’re tired of cold, robotic pitches and empty enthusiasm. They want honesty. They want recruiters who know them - not just their job title. That’s why we still pick up the phone. We’d rather have one authentic conversation than send 100 automated messages.

Looking forward, technology will keep evolving and we’ll keep adapting with it. But our foundation won’t change. We believe the best recruiters are translators between people and opportunity, not operators of software. The art of headhunting lies in listening, interpreting and connecting the dots no algorithm can see.

We don’t need AI to be more human. We need humans to be more intentional. The future of recruitment isn’t about replacing intuition with automation. It’s about using technology to support, not silence, the craft of connection.

That’s why we’ll always choose people over prompts.