Can AI Fix the Job Search Problem? [Newsletter #64]

Hello, AI enthusiasts from around the world.

Welcome to this week’s newsletter for the AI and the Future of Work podcast.

If you have applied for a job recently, you know the feeling of uncertainty it creates. From not knowing how many people applied to wondering whether the employer even looked at your application, the questions can feel endless.

Job applications have changed significantly in recent years. AI can help make them better, but it requires a change in mindset.

This week, we explore how AI is transforming hiring for both candidates and employers, with the goal of building a more human connection.

Let’s dive into this week’s highlights! 🚀

🎙️ New Podcast Episode With Anthony Moisant, CIO And CSO at Indeed. 

Imagine this scenario. You find the perfect job. Your skills align with all the requirements, so you feel confident. You apply, and then you hear nothing. A day turns into a week, then a month, and still no response.

Has this happened to you? You’re not alone.

Applying for a job in the era of AI can be daunting. It affects both job seekers and employers. Candidates face uncertainty, while companies are overwhelmed by thousands of applications. The hiring problem is a very common challenge.

Anthony Moisant believes AI can help. As CIO and CSO of Indeed, the platform with more than 610 million job seeker profiles, his mission is to reduce hiring time by half and double company productivity. But Anthony is clear that these goals are not just about efficiency. AI, when used well, can improve human connection in an otherwise overwhelming process.

How can AI improve something so human? By increasing speed, precision, and quality—nd by removing the drudgery and distractions that often stand in the way of meaningful interaction.

In his conversation with PeopleReign CEO Dan Turchin, Anthony explains that:

• Hiring is not the only thing that will change. Our value as candidates will increasingly be based on skills, not degrees. Workers must adapt and master human-centered skills.

• Indeed’s vision is to make the company more dynamic by doubling productivity, while recognizing that these changes may create fears of job loss.

• Rejection is part of the process, but it also creates opportunities. AI won’t take your job. People who are adept at using AI will.

As AI becomes part of human-centered processes, ethics need to be prioritized, ensuring fairness, transparency, and inclusion.

🎧 This week’s episode of AI and the Future of Work, featuring Anthony Moisant, inspired this issue.

Listen to the full episode to hear how Anthony sees AI reshaping the hiring process and why these changes may happen sooner than we think.

📖 AI Fun Fact

Between 2023 and 2025, more than 2,600 DEI (Diversity, Equity, and Inclusion) jobs disappeared. At the same time, AI ethics roles surged. Jim Stroud highlights this trend in his article on ERE.net. You can read more about how these thousands of jobs vanished here.

He is not alone in pointing this out. Colorado State identified AI ethics as the number one most in-demand AI job for 2025. More on that ranking here.

So, what happened? The DEI label became politicized, but the problems did not go away. The response was rebranding, reframing, and relocating. Bias still exists, but the fight has shifted. Instead of tackling it in conference rooms or with a Chief Diversity Officer, Stroud argues that bias is now addressed in code reviews and compliance audits.

The DEI job title may have faded, but the skill set has not. The same skills once used to prevent workplace culture from breaking down are now applied to keep algorithms from creating legal and ethical risks.

• Conflict navigation now means mediating between developers and regulators.

• Bias recognition now focuses on patterns in training data rather than corporate policy.

• Stakeholder communication now bridges ethics teams and engineers who often speak different languages.

In the end, Stroud concludes, AI ethics is what DEI always wanted to be: measurable, technical, and insulated from culture wars.

PeopleReign CEO Dan Turchin finds the article both thought-provoking and controversial. At the same time, he considers it too narrow. DEI and AI ethics are related because data bias is only one component of AI ethics. The broader field also addresses privacy, security, accuracy, and explainability.

To avoid the consequences of latent bias in training data, we must add guardrails that detect and mitigate harmful outcomes. This article should address all three key pillars of responsible AI: transparency, predictability, and configurability.

As Dan points out, he celebrates that we're having these conversations even though Jim Stroud's click-baity DEI title does a disservice to the breadth and importance of the field of AI ethics.

Worth A Read📚

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👋 Until Next Time: Stay Curious

That's a Wrap for This Week!

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