Managers saw the company's engineers getting more done with the technology, so they needed to ensure new hires could do the same. "We just flipped the script and went, 'OK, we're going to invite you to use AI,'" Brendan Humphreys, Canva's chief technology officer, told Business Insider. The result, he said, has been stronger hires better equipped to wield powerful AI tools to help write code and solve problems.
The complaint, filed on Jan. 20 against the Santa Clara startup Eightfold AI, which contests the claims, represents a new flashpoint in the use of AI for hiring. Filed by two California workers, the lawsuit alleges that Eightfold's technology "lurks in the background" of many companies' application processes, providing hiring managers with AI-generated reports that score candidates using personal information that they might not have included in their applications.
Steve Schmidt, the chief security officer at Amazon, says his team has identified and blocked more than 1,800 attempts by North Korea to secure IT roles at the tech giant. He warns that this scheme is becoming more prevalent across the technology industry as the nation-state actor targets the lucrative salaries of generative artificial intelligence and machine learning jobs, and the troves of valuable data such workers have access to.
AI may be blamed for this year's layoffs, but a new global survey says the technology could fuel a rebound in some entry-level hiring next year. Public-company CEOs say AI is creating more jobs in 2026, according to an annual outlook survey conducted by advisory firm Teneo released this month. Sixty-seven percent of theCEOs surveyed said they expect AI to increase entry-level hiring in 2026, and 58% said they plan to add senior-leadership roles as well.
Don't count on a college degree to land your dream job in Silicon Valley. Increasingly, founders and tech companies are judging talent by how quickly someone can learn, adapt, and build - not on how long they spent in a lecture hall - reshaping traditional pathways into the workforce. Fei-Fei Li, the Stanford computer science professor widely known as the "Godmother of AI," is one example of this.
It's my first job interview in more than eight years. Even though it's a video interview, I'm still keen to impress. When I log on, my interviewer, whose name I didn't catch, looks relaxed and friendly. He asks carefully articulated questions, listens intently, and even asks follow ups regarding particular examples I mention. But then, strange things start happening. He takes a while to process what I'm saying, and his facial expression remains unchanged.
The top performers are seasoned engineers who have adopted AI early and know how to leverage it effectively. "The most productive engineers I know, they're not fresh college grads," said Ng, who now leads several AI-focused ventures, including AI Fund. "They are people of 10, 20 years of experience or whatever, and really on top of AI," he added. These engineers "move faster than anything the world has seen even one or two years ago," Ng said.
Business leaders have been incorporating Artificial Intelligence into their hiring strategies, promising streamlined and fair processes. But is this really the case? Is it possible that the current use of AI in candidate sourcing, screening, and interviewing is not eliminating but actually perpetuating biases? And if that's what's really happening, how can we turn this situation around and reduce bias in AI-powered hiring?
Integrating Artificial Intelligence into the various stages of your recruitment process, and specifically interviewing, promises quick and targeted growth for your organization. This is due to the speed and efficiency you can gain through automating time-consuming tasks, as well as eliminating mistakes and oversights that stem from increased workloads. However, you can only enjoy these benefits if you are very careful about how you implement AI interviews.
As the CEO and cofounder of an AI-native skills company, I've spent the last decade working with talent leaders to build better and fairer hiring processes. And, here's the uncomfortable truth: The biggest source of hiring bias isn't AI-it's us. While high-profile lawsuits like Mobley gets all the headlines, over 99.9% of employment discrimination claims in the previous five years don't center on AI bias, but on human bias.
