By Brett Williams
Last week, I shared why I was skeptical about AI at first and how I changed my mind when I saw it helping real recruiters do better work, faster.
Since then, one of the most common questions I've gotten is this:
"Do we have to integrate AI with our systems?"
The answer is simple: No.
You don't need to integrate a thing to get started with Anna, our proprietary conversational voice AI digital recruiter.
That's one of the reasons staffing firms are actually using it. There's no disruption. No IT lift. No waiting around for someone to map out a process flow or rewire your tech stack. You can try Anna without changing how your recruiters already work.
In Part 1, I mentioned how most staffing leaders I talk to assume AI means complexity or more work. But that's not what we've seen.
Anna doesn't require a massive rollout or a team of engineers. She just works. Here's how staffing firms are putting her to use right now, and why it's making a real difference.
1. They use Anna to protect recruiter time Ask any recruiter what's eating up their day, and it's usually not high-impact work. It's:
Anna handles all of it.
She reaches out immediately, screens candidates consistently, keeps them moving, and flags the ones who are ready. That means recruiters can stay focused on what actually drives the business. They can spend more time talking to hiring managers, closing deals, and building relationships.
2. They start small and move fast Nobody is overhauling their entire operation. Most firms pilot Anna in one group or for one use case, like top-of-funnel screening.
Because there's no AI integration required, you can test it out without jumping through hoops. Once recruiters see the time savings and realize how easy it is to plug Anna into what they're already doing, the lightbulb goes off. This isn't a shiny tech tool. It's real support for real recruiting work.
3. They don't have to manage it That's one of the biggest differences.
Anna doesn't require constant check-ins or hand-holding. Once she's live, she runs in the background and only loops in your recruiter when a candidate is ready for the next step.
She's not just sending messages. She's managing conversations, answering questions, and keeping candidates warm and engaged. All without creating more work for your team.
Bottom line?
You don't need to be a tech company. You don't need a product roadmap. You don't need to rip and replace anything.
You just need one recruiter who's stuck doing admin, and a willingness to try something that frees them up to actually recruit.
That's it.
In Part 3, I'll get into some of the biggest misconceptions we hear about AI, including the one that still makes me laugh every time: "Won't candidates think I'm a robot if I use AI?"
Spoiler: They already do when you don't respond for two weeks.
Talk soon, Brett