Hubert

We ranked in 10 G2 reports this fall! Leader in Recruiting Automation, High Performer in Talent Assessment, Regional Leader in AI Interview Agent, Europe and EMEA, and High Performer in AI Recruiting in Europe. Every one of these badges exist because a recruiter took time out of their packed day to write about working with us at Hubert. Every review is built on honest experiences from the TA leaders and hiring teams who work with Hubert every day, and that's the only opinion that counts in our business. And importantly, to every customer who took the time to write one, a very heartfelt thank you!

We have decades of research on what predicts job performance, and the ranking has been fairly stable for most of it. Structured interviews and work samples always come out on top while unstructured interviews and years of experience are well below them. Despite this, the industry spent the last two decades building better ways to screen CVs... Why? Because parsing text was an easy-to-solve problem while assessing someone's skills wasn't. That was a technical limitation but it isn't anymore. Today, AI can evaluate competencies directly, but most hiring processes still revolve around CVs. The teams seeing the biggest gains aren't just screening faster, they're completely changing what they screen for. That's what customers like ManpowerGroup, Securitas Sverige AB and OKQ8 are doing!

A year ago, “candidates using AI” wasn’t on UK recruiters’ list of top challenges. In Eploy's 2026 UK Candidate Attraction report, 28% now flag it as a top concern. As AI-written applications rise, assessing genuine candidate capability (not AI-assisted presentation) is becoming a core recruiter skill. In this 20-minute session, Charlotte Clarke and Greg Dunbar discuss why “using AI to detect AI” misses the point, what happens when the CV stops being a reliable signal and how teams are adapting. Key takeaways: - A new challenge in the top-five list. Why it's risen so fast, and which sectors are hit hardest. - The wrong question. Why “how do we detect AI?” leads recruiters astray. - The right question. What it means to assess what AI can't fake. - Workflow shift. Where capability actually shows up and how to measure it. Sign up here: https://lnkd.in/eMdDZ94k

109 reviews, 4.8 stars, all written by candidates who had just been interviewed. Here's what they consistently tell us: Candidates appreciate being able to answer in their own words, in their preferred language, and at a time that suits them. They value the structured format, knowing everyone is asked the same questions, and they appreciate receiving timely feedback instead of being left wondering. A great candidate experience isn't a by-product of good hiring, it's a design choice. That's why Hubert is built candidate-first, creating a screening experience that candidates consistently rate 9/10! Learn more: https://lnkd.in/eA-3AdEJ

I am back from vacation this week and before I opened my inbox, I did the thing I always do when I need a lift: I read what candidates write about their experience with Hubert. Not the aggregate score (though that helps). We average 9/10 on candidate satisfaction and it holds there consistently across every deployment. What I actually go looking for are the open-ended answers, the ones people write in their own words. It would be easy to pull one lovely comment and let it look like a happy exception. But it isn't just one. When I read through them, the same themes come back again and again. Candidates telling us it was the first time a process gave them a real chance to express themselves. The first time they could present who they actually are in an interview without freezing up from nerves. And over and over, relief: relief that they got to have an interview at all, instead of sending a CV into a black hole and never hearing back. That 9/10 isn't an average smoothing over a few disappointed people. This is what the number sounds like when you read it one voice at a time. Coming back from some time off, that's a good reminder of what this work is actually for!

Most TA leaders have no idea how the AI they're using is making decisions. This is a real compliance risk, not only for the recruiter but also for the business and candidates involved. I wrote a piece on what black-box vs glass-box AI actually means for hiring teams, and why it should be the first question you ask any vendor. → https://lnkd.in/da9kNgTJ