In a world where efficiency reigns supreme, automation in hiring has gained significant ground. But is it truly enough?

According to recent data, 67% of HR decision-makers say AI saves time in recruitment processes and can cut hiring time by up to 50%.

Moreover, a hybrid model—AI plus human judgment—delivers better results, combining efficiency with empathy.

A real opportunity
A solution like Torre.ai—which automates up to 90% of the hiring process—can triple hiring speed and reduce costs by 50%. So far, we’re talking about a universe of opportunities: processes that are not only more efficient but also significantly more cost-effective.

But… it’s not all automatic.

The hidden risk: reinforcing bias

Unsupervised AI can amplify hidden biases. A clear example is what Affinity Bias calls the “like-me” effect: AI often reproduces patterns from historical data. If a company has historically hired people with a specific profile (gender, university, background), the algorithm will assume those traits define the “ideal” candidate. This reinforces what’s familiar instead of valuing genuine diversity.

Another bias that can keep great candidates off the radar is the “Resume Gap Bias.” Employment breaks—due to maternity, education, or health—are penalized. AI may rate candidates with gaps lower, even when those pauses have no bearing on their professional quality.

And these are just two examples. Without human oversight, automation can easily revive stereotypes and biases we’ve worked so hard to eliminate.

Automation isn’t the enemy; it’s an opportunity—an opportunity to scale recruitment with both intelligence and humanity. That’s the key: faster processes without losing what matters most—the appreciation of the people we seek to bring on board.

Want to implement a hybrid, efficient, and emotionally intelligent hiring process?
Get in touch, and let’s design a model tailored to your company—from initial analysis to smart onboarding.