AI, Adaptability, and the Skills Recruiters Actually Need

AI is changing recruiting fast, but Brittany Keller is clear on one thing: technology should support recruiters, not replace them.

In this episode of Beyond the Offer, Bill Gates and Rosanna Snediker sit down with Brittany Keller of Sphera to talk about agency versus in house recruiting, senior level hiring, networking, adaptability, and where AI actually fits into the process.

From Sales to Recruiting

Brittany did not plan on a career in talent acquisition. She started in sales after graduating during the 2008 recession, then eventually moved into agency recruiting through her network.

That background still shapes how she approaches hiring today.

For Brittany, recruiting comes down to understanding what both sides actually need. The strongest candidate on paper is not always the strongest fit. The real work is connecting the hiring manager’s needs with the candidate’s priorities and long term goals.

Why In House Recruiting Feels Different

Moving from agency to internal recruiting changed how Brittany evaluates candidates.

In an agency setting, there is naturally more pressure to close the search. Internally, she thinks more about longevity, performance, and whether the person will actually stay and succeed.

The hire is not the finish line. It is the beginning of the relationship.

Consistency Beats Market Cycles

Hiring markets change constantly, but Brittany’s approach does not.

She keeps networking, keeps building relationships, and keeps talking to people even when there is no immediate role to fill.

She even shares an example of connecting with a candidate early in her agency career and placing that person years later.

That is why consistency matters. Recruiting relationships do not always pay off immediately, but they can pay off when the market shifts.

Hire for Adaptability, Not the Trend of the Moment

If Brittany were building a recruiting team from scratch today, she would not focus on finding someone who already knows every new AI tool.

She would hire people who are curious, adaptable, and willing to keep learning.

Tools change too quickly. The ability to pick up something new and adjust matters more than mastering one platform that may be outdated a year from now.

Where AI Helps and Where It Doesn’t

Brittany sees real value in AI for sourcing, research, and cleaning up job descriptions.

But she is less interested in using it for the parts of recruiting that depend on judgment and human connection.

Senior level hiring, salary conversations, reading hesitation, understanding what a candidate really wants, and delivering an offer still need a person on the other side.

She also points out that AI has created new challenges, including more noise in applications and questionable candidates in technical hiring processes.

Senior Level Hiring Still Needs Real Conversations

For leadership roles, Brittany believes candidates should meet executives early and often.

Those searches can involve several conversations because the stakes are higher and both sides need enough exposure to make the right decision.

Her point is simple: if someone is going to lead a major part of the business, the process should feel more personal, not less.

Key Takeaways

AI can make recruiting more efficient, but it cannot replace judgment.

Adaptability matters more than chasing the newest tool.

Strong recruiting relationships are built long before there is an open role.

Senior level hiring requires deeper human interaction.

Candidates should use AI to support their skills, not fake them.

Recruiting is changing quickly, but the fundamentals still come back to people.

Watch the full episode of Beyond the Offer to hear Brittany Keller’s take on AI, leadership hiring, networking, and what recruiting teams should be thinking about next.