I can tell an AI-generated resume from a mile away and it's not getting the interview. I'm looking for something that shows me the candidate knows their story but doesn't need five pages to convey it. Recruiters are quickly skimming to know your key practice areas, career level, the job titles you've held, notable companies and law firms you've worked for, and your key achievements.
The 2026 Agent Migration Report found that while agent turnover remained relatively stable in 2025, a firm's greatest challenge to capturing high-value agents on the move is the inability of a human recruiter to maintain consistent and personalized contact with the prospective agents over a long-period of time.
Headhunters? More like breadhunters: On top of career coaching and résumé building, reverse-recruiting agencies often take the keys and apply to dozens of jobs on an applicant's behalf. In exchange, these startups can charge monthly fees north of $1,000 and/or take a cut of their clients' salaries once they find a job, per WSJ. A conventional recruiter told WSJ that he's somewhat uneasy about people handing reverse recruiters their LinkedIn or Workday logins, as well as the idea of charging job seekers.
If a person you've praised causes some kind of serious damage at the next place they work, that employer could come after you for having 'misled' them by recommending him or her. Even a glowing reference could get you hauled into court, not just negative ones.
Chimka also notes that these tools were designed to cater to small business leaders-whose survey feedback to LinkedIn reinforced a common theme, echoed by many owners, that finding skilled talent remains challenging. This source of frustration is more of a problem of perception, rather than a lack of skills, he says. Applicants seeking to pivot into a new industry, for example, may not have the obvious qualifications companies are looking for, but that doesn't mean they can't do the job. LinkedIn Hiring's AI aims to give these candidates a fair shot by making the process more "skills based," he said.
Like you, I enjoy the finer things in life: sourdough bread, a smooth flat white, and an omelet with kimchi. I like traveling with my dog, staying somewhere nice, and - last but not least - keeping my EU visa valid. All of this costs money. To have and enjoy the good things in life, I need a full-time job (I say this with a heart that isn't exactly light). That means looking for one - and interviews are certainly the worst part of this.
If the job market feels harder than it should right now, you're not imagining it. Recent analysis from LinkedIn shows that while more than half of professionals (56%) plan to job hunt in 2026, but 76% don't feel prepared. Hiring hasn't stopped, but it has slowed, narrowed, and become more selective. When fewer open roles, higher expectations, and longer decision cycles are now the norm, broad job searches are not the answer, but focusing on targeted job searches.
Hiring in 2026 won't look much like hiring even two years ago. If you don't pay attention, you will get left behind. I was a retained search consultant for 25-plus years. I've written executive and board résumés for the last 10 years. I've never seen so much change in candidate sourcing happen so quickly. CEO priorities and expectations have shifted. AI is reshaping how candidates get surfaced. Résumé sameness has skyrocketed. Candidate shortlist cycles have accelerated.
