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In this episode of The Hirewell Update, Ryan Ross sits down with Charlie Saffro, founder and CEO of CS Recruiting, ...
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Today we want to talk about growth. You want to grow your organization—but with intention: a strong culture, focused business needs, smart execution and great talent top to bottom. So how do organizations build their dream teams?
Some make a point of bringing in talent from the outside (more on that in our next blog post); others groom their own talent, hiring entry-level people and giving those hires an opportunity to move up in the organization. Both approaches have their merits and their challenges. A combination of the two is often how great companies do it.
If you’re trying to build your own dream team, keep in mind that when hiring someone without experience, you can’t focus on previous skills. Because those skills often don’t exist yet. You have to focus on intangibles, life experiences, soft skills. Take a step back and look at your interview process. You also want to remember that this is a learning experience for them too.
Challenges When Hiring Entry-Level People
Let’s dive into the challenges.
Entry-Level Hires Don’t Have A Refined Skill Set
You’re molding this baby, and you’re hoping to instill skills and knowledge that will grow just as they do in your organization. Your challenge is learning what each of these candidates need to grow. It’s not one size fits all. It’s also an investment of your time and resources.
But The Intangibles Aren’t Clear Either
Look, you’re taking a gamble when you hire entry-level candidates and you have to determine how best to assess their intangibles, including qualities such as work ethic and their ability to figure things out. Assigning new hires a mentor and providing them with a structured feedback loop will assist your efforts in making this assessment.
Are They A Good Fit For Your Culture
Or, are they able to adapt to your culture? This also is an intangible, and something you want to spend time assessing throughout the interview process. Figuring that out may take more than a formal interview, and it may require meeting with the candidates outside of the office and getting to know them.
And Then There’s the Time Commitment
These candidates cannot hit the ground running. There needs to be a support system in place and time for the new hire to be introduced to your expectations and how they will be executed. They’ll likely need dedicated guidance, so you’ll want to have someone in place who has capacity to support them.
How do we overcome these challenges?
Ultimately a focus on new hires requires structure and patience.
You have to have both, because making these hires is an investment. Without that investment, it’s not going to work, and you’re going to waste time you don’t have.
Hirewell is Your Partner in Understanding How to Make the Best Entry-Level Hires
Making entry-level hires can be a gamble—but worth it if you value homegrown talent.
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Plenty has been written about AI over the past two years. For much of that time, AI has been more hype than reality. I THINK 2026 is when that starts to change.
Here’s the first in a three part series of where we see AI going in the recruiting world.
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For the last few years, most companies treated AI like a recruiting assistant. It helped draft job descriptions, summarize resumes, and speed up outreach. Useful, sure. But it didn’t fundamentally change how hiring worked. And oftentimes, things needed to be double checked before hitting send.
I think that’s going to change.
In 2026, we’re seeing the rise of agentic HR. These are systems that don’t just support recruiters. They can execute work autonomously inside defined guardrails.
That shift is forcing talent leaders to rethink what recruiting teams are actually responsible for and what still requires a human.
From Copilot AI to Agentic Recruiting Systems
Traditional recruiting AI waited for humans to click “next.”
Agentic systems don’t.
They can interpret real-time funnel data, align to hiring goals, and take multi-step action. That includes adjusting sourcing spend, coordinating interview schedules, and triggering workflow changes without manual oversight.
This isn’t automation layered onto old processes. It’s the early version of a self-driving recruiting function.
The Metric That Matters More Than Time-to-Fill
Time-to-fill and cost-per-hire still matter. They just don’t fully capture what’s changing.
A concept showing up more in 2026 is Return on Autonomy. It measures the value created when humans and autonomous systems are paired intentionally.
In plain terms, the question is simple.
Are we using technology to eliminate busywork, or are we just doing the same work faster?
Because speed doesn’t help if it leads to worse decisions, a weaker candidate experience, or more noise in the funnel.
Why This Changes the Role of TA Leadership
As agentic systems absorb transactional work like screening, scheduling, and coordination, the role of recruiting leadership shifts.
The best TA leaders are spending less time managing process and more time doing what actually drives hiring outcomes. That includes aligning hiring to business priorities, building trust with candidates, and improving decision quality.
The real opportunity of 2026 isn’t more AI. It’s that recruiters finally get to focus on the work that requires being human.
The Mistake Companies Are Making Right Now
Here’s the trap.
Companies adopt advanced recruiting technology but keep the same habits. Long approval chains. Inconsistent communication. Unclear evaluation criteria.
When that happens, speed increases, but trust collapses.
Candidates don’t experience innovation. They experience silence, confusion, and a process that feels even more impersonal than before.
In 2026, the human experience of hiring is becoming a differentiator again because so many companies are getting it wrong.
What Talent Leaders Should Be Thinking About Now
You don’t need a total rebuild tomorrow. But you do need clarity.
The companies winning in 2026 are asking the right questions.
What parts of our hiring process truly require human judgment?
Where are we slowing things down out of habit?
Are recruiters trained for strategic work, or just process management?
Do our systems increase transparency, or just efficiency?
These aren’t technology questions. They’re leadership questions.
What’s Next
Agentic HR is changing how recruiting works. It’s also creating a new challenge.
As employers deploy autonomous systems, candidates are doing the same. The result is an emerging AI-on-AI hiring arms race that’s flooding pipelines with highly optimized but low-trust applications.
Next in this series: The AI-on-AI Hiring Arms Race and How to Protect Hiring Quality Without Breaking Trust
A lot of companies are going to try to AI their way into faster hiring this year and still end up with worse results. If you want to build a recruiting model that actually works in 2026, one that balances speed, quality, and credibility, we can help. Reach out if you want a second set of eyes on your hiring approach.
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