November 14th at 10 am PT

Recruiters are handling 93% more applications than in 2021, and making 43% fewer hires. More effort, fewer outcomes. The teams that fix that will be the ones who can finally see what’s happening in their own funnel.

Most recruiting teams are using AI now, but it’s only as useful as the data behind it. With a basic ATS record, it can summarize a resume, still it can’t tell you why a hiring manager keeps rejecting candidates, whether interviews are scored consistently, or which applicants are real. Those answers live in outreach, scorecards, and pass-through rates that most systems never capture.

This session covers what we built this year to close that gap, and what belongs in your 2027 plans.

What we’ll cover:

• Questions your data can answer. A live GemCP demo with Claude: why a hiring manager keeps rejecting candidates, or whether interviewers score consistently, with no exports or copy-paste. With interviews per hire up 33%, knowing which of those interviews actually add signal matters more than ever.
• Inbound you can’t take at face value. How Gem’s AI Fraud Detection Agent scores each application’s risk and explains why, so recruiters spend their time on real candidates. With application volume per recruiter nearly doubled since 2021, every fake application costs more attention than it used to.
• AI that shows its work. How AI-ranked application review explains every score, and why you should expect that from any tool you use. The benchmarks show why: when 92% of applicants don’t advance past screening, the screening decision is where AI has to be most transparent.
• What’s next. A preview of the roadmap.

What to build into your 2027 plans:

1. Map where your funnel data lives and where it stops, so the tools you add have real context to work with. Sourced candidates are nearly 8x more likely to be hired than inbound applicants, and 46% of sourced hires are now rediscovered candidates already in a CRM or ATS, but only if that history is captured.
2. Build fraud screening into application review before volume grows.
3. Require every AI tool you evaluate to show its reasoning.
4. Pick two or three questions about your own process to answer with data in Q1, like interview consistency, hiring manager feedback, or where your funnel pass-through rates fall below the benchmarks.