INC. Business Matchmakers · Personal introductions
Assess AI recruitment tools through the decisions they influence.
INC. Business Matchmakers discusses what you need and explores which personal introduction through our network could fit. You and the specialist then agree directly on the work to be carried out.
Writing a vacancy, arranging interviews and ranking candidates are different uses of AI. Start by naming the exact recruitment task and how its output affects a person’s opportunity. That distinction helps identify the professional, legal and technical expertise needed before considering a tool or supplier.
Make selection criteria and evidence explicit
Describe the role requirements and how relevant evidence is assessed. Ask whether proposed inputs genuinely relate to the work and how missing information is treated. Historical hiring choices should not automatically become the desired pattern. Include candidates whose experience is expressed differently from the language used in the vacancy.
Define oversight that can change a decision
A reviewer needs enough information and authority to question a recommendation, correct errors and assess candidates fairly. Discuss accessibility, candidate communication and a route for raising concerns. Have the applicable employment, privacy and AI requirements assessed for the actual task and your organisation’s role.
Choose expertise beyond a product demonstration
Ask how the specialist tests outcomes, documents limitations and supports accountable recruitment practice. Separate drafting and administration from tools that filter or rank applicants. INC. seeks appropriate expertise after your enquiry. Assessment, process changes and implementation are agreed directly with relevant specialists; INC. does not make candidate selection decisions.
Frequently asked questions
Can we begin with recruitment administration?
Yes. Define a bounded task such as preparing interview logistics or drafting approved communications, with checks to prevent unintended influence on selection.
Does human review make every recruitment tool suitable?
No. Review must be meaningful, and the application still needs assessment of its data, purpose, effects and applicable requirements.
What should we ask a supplier?
Request evidence relevant to the intended task, an explanation of inputs and outputs, known limitations and arrangements for correction and ongoing monitoring.
From your question to a personal introduction
- 01
We clarify what you need
Tell us what you want to achieve, where you are now and your timescale. That gives the search a clear direction.
- 02
We check the right route
We explore the fit within our international network, including the network behind our members. Availability and interest on both sides are part of that check.
- 03
You agree the next steps
INC. prepares the introduction. The specialist discusses the approach, price and delivery directly with you. Guidance from INC. follows your membership arrangements.
Save time searching. Start with your question.
You do not have to build every connection yourself. Tell INC. which expertise you need so we can prepare a suitable personal introduction.
Please do not include confidential files or sensitive personal information here. We will first agree what information is needed.
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