Valeriia Virchenko, head of talent acquisition at PIN-UP Global, explains how artificial intelligence doesn’t change the essence of recruiting but redefines its architecture

Top professionals never wait. If you don’t hire quickly, don’t worry, your competitors will. That’s why artificial intelligence in recruiting is a must-have tool today. Especially when you work in a dynamic market. 

Spoiler alert: to my mind, AI will never replace humans. But recruiters who don’t use it won’t be able to compete for the best talent on the market. Indeed, AI has significantly speeded up and optimised many processes today. 

At PIN-UP, we actively use artificial intelligence at many stages of candidate recruitment. This is exactly what I discussed as a speaker at the charity HR/Recruitment conference that has recently taken place in Paphos, Cyprus, and now I want to share it with you in this article. 

Fact #1: If the recruitment process is delayed, the company risks losing a valuable specialist even before the final call. 

Fact #2: re-searching is a waste of time, budget and team motivation. That’s why recruitment has long gone beyond “candidate selection” and has become an important tool for scaling a business.

That’s why I’m going to share the practical experience of PIN-UP Global: how we integrate AI into recruitment, what tools really work, and why the human factor remains the key. 

Why do we need AI in recruitment

In today’s fast-paced business environment, especially in dynamic industries like iGaming, speed and accuracy of recruitment are becoming strategic indicators. Companies that know how to engage the right people and the right time gain an advantage in the market. 

This is where AI becomes a tool for solving real business problems and gives businesses four key advantages:

  • lowering the share of manual work. Automatic sorting of candidates, selection of relevant profiles, and feedback management all reduce time and risk of error.
  • Speed up decision-making. AI services generate interview summaries, add timecodes, and transform video into text excerpts. Managers receive information in a structured form so they can act faster.
  • Keeping candidates in the process. The company mitigates the risk of a candidate leaving due to procrastination by automatic correspondence, quick responses, and transparent stages.
  • Team focus on the essentials. Recruiters stop wasting time on routine and focus on quality assessment, communication, and building relationships with candidates.

In PIN-UP, AI is integrated into a multi-level system that includes prescreening, HR interviews, technical stages, security checks, testing tasks, and feedback. As a result, instead of three technical interviews, one recorded and transcribed interview is enough; instead of the manual review of dozens of profiles, automated shortlists get generated, and vacancies are adapted to the market through AI assistants. All this allows the process to scale without losing quality.

Which AI tools really work and why 

At PIN-UP Global, the approach to selecting AI solutions is based on practicality. The team tests products on real vacancies, evaluates the impact on performance, and only afterwards integrates them into the work.

Some of these solutions help with sourcing automation, interview processing, or content creation. But all of them have one thing in common: results are noticeable already during the first month of operation.

Here is a list of the most effective solutions that we have tested and are using at PIN-UP Global:

TLDV

Td;lv has become a must-have tool for PIN-UP Global in the interview process. This AI assistant turns video meetings into a working document. It automatically transcribes video, adds timecodes, creates structured notes, and even generates feedback templates. Thanks to this, we have: reduced the number of technical interviews by replacing them with one; provided managers with a convenient way to return to the conversation with the candidate; and strengthened quality control: it is possible to see how the recruiter presents the position and provide constructive feedback.

The tool is constantly improving: you can show it mistakes, clarify the content, and customise templates. 

Waalaxy

Waalaxy is one of those tools that really saves time, especially if you have a busy schedule and don’t have the resources to manually expand your network on LinkedIn. It’s simple: you connect your account, set the parameters (for example, you’re looking for a CMO in Cyprus with a certain education), and the system sends connection requests and can also write starter messages on your behalf. This tool also allows you to: automate mailings and contact requests based on specified filters; launch starter emails on behalf of the recruiter; and conduct multi-level communication with CRM integration.

Turing

When it comes to hiring tech professionals, speed, accuracy, and candidate matching are crucial. That’s where Turing comes in, a platform that works as a marketplace for recruiting remote developers around the world.

Its main strength is access to a global pool of verified specialists. You just upload a job description, add a budget, a basic concept, and the platform uses AI to find relevant candidates right away. This is very handy if you need to quickly find a technical specialist without involving external agencies. 

Entelo

When faced with challenging positions or the need to increase diversity in our teams, Entelo is the answer, a highly accurate sourcing platform focused on analytics and flexible filtering.

Entelo allows you to create candidate pools based on the characteristics that are important for strategic hiring: region, experience level, type of previous experience. But the main advantage is the module for predicting readiness to change jobs. The platform analyses the candidate’s digital footprint: his or her activity on social media, news about the company, possible restructuring, and references to layoffs. In other words, it essentially predicts whether a candidate is likely to change jobs in the near future. 

According to Entelo, the accuracy of such predictions can reach up to 30% in hits within 90 days.

The platform integrates with ATS systems, which allows to build a single recruitment chain without manual data duplication. However, it is focused mainly on English-speaking markets: the US, UK, Canada. This should be taken into account when planning sourcing for local markets.

Textio

Textio has become an indispensable tool for PIN-UP Global. It’s an AI assistant that we actively use to adapt position descriptions to the specifics of different markets.

Textio analyses the job description and suggests in real time which words can push candidates away and which ones, on the contrary, help to attract them. The tool reduces language bias, increases inclusivity, and allows for more attractive and understandable job descriptions.

Among the key benefits are analytics that show how the text will be perceived by different groups of candidates: according to age, gender, and experience. This is especially helpful when hiring on a large scale or launching vacancies in new countries.

Perplexity

Although Perplexity is not a recruitment tool, it has become a regular AI assistant for our team in tasks that improve decision-making and speed up analytical work. 

Perplexity works as a smart alternative to ChatGPT with a deeper focus on authenticity: each answer is accompanied by a link to the source, which allows for quick verification and detailing of information. This functionality is especially valuable when you need to formulate a position for internal presentations, respond to a stakeholder request, or check the specifics of terms and wording for new GEOs.

The tool also has a user-friendly mobile interface, making it ideal for use on the go. Although the free version has some limitations, such as the inability to upload documents for analysis, it remains fully functional for most requests. And the Pro version offers additional functionality, including deeper AI integrations and access to new language models.

Conclusion

So, artificial intelligence does not change the essence of recruitment, but rethinks its architecture. The goal remains the same: to find and attract relevant candidates. But the path to this goal is transforming: tools are becoming more accurate, faster, and able to work on a larger scale.

At the same time, it is important to understand: AI does not make decisions for humans. Instead, it structures information, highlights patterns, and helps identify key signals. In other words, it creates an intelligent environment where recruiters can think more deeply and managers can act more confidently.

In addition, the distribution of energy within teams is also changing. Routine tasks are moving to technology, freeing up a valuable resource: time and focus of specialists. This, in turn, allows companies to invest more in the quality of communication, support for candidates at the adaptation stage, and the development of internal culture.

AI in recruitment is the foundation of an effective HR model. And the companies that integrate it systematically set the pace of the market: they hire faster, retain more candidates, and predict risks more accurately. 

Don’t be afraid of AI, be afraid of manual CV sorting at 2am!

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