In this wide-ranging and thought-provoking conversation, Bob Pulver sits down with Steve Levy — recruiting veteran, technologist, and self-proclaimed “truth-teller” — to explore how talent, technology, and transformation intersect in today’s world of work. From the early days of expert systems and green-screen mainframes to the complexities of generative AI, Steve brings a rare blend of historical context, critical thinking, and humor. Together, they tackle topics like the ethics of candidate AI, bias in hiring platforms, skills-based hiring, the need for AI literacy, and why every recruiter needs to be more curious — and more human. Steve also shares lessons from his decades as a lifeguard at Jones Beach, and how that role shaped his instincts for protecting and empowering people — a theme that carries through everything he does in talent acquisition.

Keywords

AI in recruiting, expert systems, generative AI, candidate experience, skills-based hiring, talent ethics, AI literacy, job applications, bias in hiring, strategic workforce planning, Jones Beach lifeguard, recruiting tech, AI governance, human-centered design, talent intelligence, responsible AI

Takeaways

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  AI isn't new — it's just louder now: Steve recalls early experiences with AI-like systems in the 1980s and draws parallels to today’s hype and fear cycles.

  
  


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  Recruiters need more curiosity, less fear: Avoiding AI won’t make it go away — recruiters must engage, experiment, and understand where AI fits.

  
  


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  The real problem? Poor inputs: Most job descriptions and resumes are terrible — AI can’t solve for that without better human collaboration.

  
  


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  Bias goes both ways: If employers can use AI to screen resumes, candidates can use it to write them — the key is transparency and integrity.

  
  


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  Quality of hire starts with better intake: Steve emphasizes the importance of understanding real business problems, not just scanning for keywords.

  
  


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  Candidate AI vs Employer AI: The current debate needs to move past gut reactions and toward practical, equitable frameworks.

  
  


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  We need new roles and metrics: From TA ethicists to agentic governance leads, the future workforce demands new capabilities.

  
  


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  Recruiting is about inclusion, not gatekeeping: Steve’s philosophy centers on humanizing the process and finding reasons to say “yes.”

  
  

Quotes

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  “If you can't audit it, don't automate it.”

  
  


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  “The real challenge is working to include someone rather than exclude them.”

  
  


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  “We're seeing artificial stupidity — not artificial intelligence.”

  
  


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  “Being afraid of the ocean because of sharks is like avoiding AI because of hallucinations. You’ve got to get in the water.”

  
  


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  “You can fight this, or you can plan for it. That’s it.”

  
  


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  “Most people don't write good resumes. Most recruiters don't write good job descriptions. AI's not going to save us from that.”

  
  

Chapters

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  00:00 – Opening & Reconnecting with Steve Levy

  
  


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  03:01 – Recruiting Before Computers & the Rise of Expert Systems

  
  


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  08:12 – What AI Is (and Isn’t): Fear, Hype & Progress

  
  


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  13:17 – Strategic TA in an Agentic Era

  
  


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  21:07 – AI Literacy, Education & Workforce Readiness

  
  


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  28:11 – Candidates Using AI vs. Employers Using AI

  
  


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  36:45 – Problems with Job Descriptions, Resumes & Gatekeeping

  
  


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  45:24 – Ethics, Transparency & Legal Implications in Hiring AI

  
  


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  54:10 – Talent Intelligence & Strategic Workforce Planning

  
  


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  1:05:33 – The SiriusXM Lawsuit & Candidate Frustration

  
  


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  1:15:57 – Lifeguard Lessons for the AI Age

  
  


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  1:20:12 – Final Thoughts on What Comes Next
  

  
  

Steve Levy: https://www.linkedin.com/in/levyrecruits

Steve’s Blog: https://recruitinginferno.com/

For advisory work and marketing inquiries:

Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠

Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠

Substack: ⁠https://elevateyouraiq.substack.com⁠

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