Скачать или смотреть When Hiring Goes Automated, Integrity Becomes the Real Filter

Most leaders say they want “great people,” but most hiring systems still reward polish, not truth. As AI takes over more of the hiring funnel, the real question becomes what we’re optimizing for, and who gets filtered out.

In this conversation, Chris Fanchi sits down with Fletcher Wimbush (CEO of Discovered) to unpack what happens when recruitment becomes more automated, more assessment-driven, and less dependent on gut feel. They explore the practical leadership tradeoffs: speed vs. fairness, structure vs. culture, and whether “human in the loop” is actually the safest option as hiring scales.

What AI changes first in hiring and recruiting workflows
Why unstructured interviews quietly amplify bias and inconsistency
Integrity and attitude as measurable inputs, not vague values
The emerging shift from resumes to asynchronous proof (including video)
Candidate experience, feedback, and the legal risk leaders try to avoid
A serious question: should the final hiring decision ever be automated?

This episode connects to the broader themes behind Chris Fanchi's book, Managing AI, and the work we’re building at Big North Network: stewardship over speed, decision quality over volume, and long-term trust over short-term efficiency.

Chapters
00:00 — AI shifts the value of “core human traits”
00:40 — The problem: hiring without a system
01:26 — Fletcher’s origin story and the “better people, better business” thesis
10:01 — Where Discovered fits (construction, professional services, high-volume roles)
12:15 — One-to-many hiring and the candidate experience
14:04 — Video resumes vs. resumes (and standing out in algorithmic sorting)
19:49 — From assessments to end-to-end recruitment automation
22:09 — Embracing AI in the platform
23:18 — “All of it”: what can be automated, and what holds adoption back
25:17 — Culture fit, personality, integrity, and what people will admit in assessments
28:56 — Feedback to candidates and where AI could help
31:55 — Bias: measuring it, and why humans are often worse
37:14 — The hiring step most companies skip: defining what “good” looks like
39:25 — The provocation: removing humans from the loop
40:18 — The principle that doesn’t change: integrity, motivation, intelligence

Where do you think “human judgment” helps hiring most, and where does it do the most damage?