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11	<title>AI in Talent Acquisition: What 276 Episodes on AI Reveal – Recruiting Future</title>
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582</header><!-- header --></div><div class="akea-page-title-wrap  akea-style-small akea-center-align" style="background-image: url(https://recruitingfuture.com/wp-content/uploads/2026/08/recruiting-future-topics-header.png.png) ;" ><div class="akea-header-transparent-substitute" ></div><div class="akea-page-title-overlay"  ></div><div class="akea-page-title-container akea-container" ><div class="akea-page-title-content akea-item-pdlr"  ><h1 class="akea-page-title"  >AI in talent acquisition</h1></div></div></div>	<div class="akea-page-wrapper" id="akea-page-wrapper" ><div class="akea-content-container akea-container"><div class="akea-content-area akea-item-pdlr akea-sidebar-style-none clearfix" ><p><em>By Matt Alder, host of the Recruiting Future podcast &middot; Updated August 2026</em></p>
583<p>Many TA functions are now deploying AI in some form. Far fewer are getting full value from it. After a decade of interviewing the people doing this work, including 276 episodes on AI, I think I know why. Recruiting was never deliberately designed. We inherited it, and it has barely changed in 200 years. AI is the first technology that could redesign it rather than just speed it up, but it amplifies whatever is already there. Organisations with well designed processes, clean data and a clearly defined problem are seeing real results. Organisations bolting AI onto an inherited process are just inheriting its failures faster. This page pulls together what works, what doesn&#8217;t, and what TA leaders should do next.</p>
584<h2>How is AI changing talent acquisition?</h2>
585<p>Three shifts come up again and again in my conversations.</p>
586<p><strong>The volume problem has flipped.</strong> Candidates are using AI to apply at scale, so recruiters are drowning in applications and resumes that all look the same. Meanwhile the best-fit candidates walk away from clunky application processes altogether, leaving TA teams overwhelmed and starved of the right applicants at the same time. I dug into this with Adecco and VONQ in <a href="https://recruitingfuture.com/2025/06/ep-711-how-ai-agents-are-driving-recruiting-results/">Ep 711: How AI Agents Are Driving Recruiting Results</a>. There&#8217;s a knock-on effect too: when thousands of near-identical applications arrive, filtering on actual predictive data is the only workable response, which is pushing proper assessment right to the top of the funnel.</p>
587<p><strong>Work itself is changing shape, not just recruiting.</strong> As Mark Stelzner put it in <a href="https://recruitingfuture.com/2026/06/ep-801-what-does-ai-first-really-mean/">Ep 801: What Does AI-First Really Mean?</a>, AI surfaces whatever was already underneath. Patchy data, conflicting content, processes nobody owns end to end. It all comes to the surface fast. Getting the data foundation right has become a discipline in its own right, which is why I explored it in <a href="https://recruitingfuture.com/2026/07/ep-809-the-data-foundation-for-ai-in-hiring/">Ep 809: The Data Foundation For AI In Hiring</a>. Agentic AI is only as good as the data it can reach.</p>
588<p><strong>Discovery is moving inside AI tools.</strong> Candidates increasingly research employers and find jobs through LLMs rather than search engines and job boards. I looked at this in <a href="https://recruitingfuture.com/2026/06/ep-802-how-llms-are-redefining-job-search/">Ep 802: How LLMs Are Redefining Job Search</a>. If your recruitment marketing is built purely for human search, it is quietly losing reach right now.</p>
589<h2>Why is real change so hard? The mental models problem</h2>
590<p>Recruiting has an innovation problem. It always has. The reason is not the one most people assume.</p>
591<p>Underneath our processes, and underneath the systems that run them, sits a deeper layer: the mental models we all hold about how recruiting is supposed to work. Everyone in the workforce has been through a hiring process and absorbed a set of assumptions from it. There have to be resumes. There have to be interviews. Things happen in a certain order. We never address those assumptions directly, which is why wave after wave of technology has washed over recruiting without changing its underlying shape.</p>
592<p>That was the argument I made in <a href="https://recruitingfuture.com/2026/06/ep-800-will-ai-break-recruiting/">Ep 800: Will AI Break Recruiting?</a>, and it changes what AI adoption means. We are at a fork in the road. AI could add value to re
592cruiting at a scale we haven&#8217;t seen in 200 years, or it could be the point where the inherited process finally breaks under pressure it was never built for. Which way it goes has surprisingly little to do with the technology. It depends on whether TA leaders are willing to redesign the process and challenge the mental models underneath it.</p>
593<h2>What separates the TA teams getting results from AI?</h2>
594<p>The success stories on the show share a pattern, and it has very little to do with which tool was bought.</p>
595<p><strong>They lead with the problem, not the technology.</strong> When ACE Hardware and 7-Eleven transformed frontline hiring with AI (<a href="https://recruitingfuture.com/2026/05/ep-795-ai-humans-and-frontline-hiring/">Ep 795: AI, Humans and Frontline Hiring</a>), both teams started from a specific business problem, speed, and decided deliberately where humans stayed firmly in the process.</p>
596<p><strong>They fix the process before they accelerate it.</strong> Toni de Graaf of the Recruiting Excellence Foundation (<a href="https://recruitingfuture.com/2026/07/ep-808-the-starting-point-for-ta-innovation/">Ep 808: The Starting Point For TA Innovation</a>) is blunt about this. If you can&#8217;t explain exactly how your selection process finds the best ten candidates out of a thousand, you shouldn&#8217;t be putting AI anywhere near it. His foundation has benchmarked TA maturity globally across 21 components, and the weakest areas everywhere are the job kickoff meeting and the hiring decision, which are exactly the judgement-heavy moments where TA adds the most value.</p>
597<p><strong>They redesign rather than automate.</strong> One of the strongest case studies in the archive is Adecco&#8217;s agent-led process (<a href="https://recruitingfuture.com/2025/06/ep-711-how-ai-agents-are-driving-recruiting-results/">Ep 711</a>). An AI screener that reads every word of every application, asks follow-up questions, scores transparently, and surfaces transferable skills the old process would never have found. Around 90% of candidates opted in to AI screening, because a human alternative was always on the table. That isn&#8217;t the inherited process running faster. It&#8217;s a different process.</p>
598<p><strong>They decide what humans do with the time saved.</strong> Automating candidate review might free up half a sourcer&#8217;s week. If nobody designs what that time gets redirected into, the strategic work everyone talks about never happens. This came through strongly in Ep 808 and echoes across dozens of implementation conversations. Capacity only becomes value when someone architects it.</p>
599<h2>What are the most common AI adoption mistakes in recruiting?</h2>
600<ul>
601<li><strong>Automating a broken process.</strong> The most repeated warning across the archive. Apply AI to a process that doesn&#8217;t work and it just does damage more efficiently. Faster bad hiring.</li>
602<li><strong>Using AI for tasks older technology already handled.</strong> When I ask employers what they&#8217;re actually doing with AI, the two answers that come up constantly are scheduling interviews and rewriting job descriptions. Both are worth doing, but automated scheduling existed years before this wave of AI arrived. If that&#8217;s the whole plan, the big opportunity is being missed.</li>
603<li><strong>Adopting without governance.</strong> As Jalpa Trivedi argued in <a href="https://recruitingfuture.com/2026/07/ep-811-the-hiring-problems-technology-cant-fix/">Ep 811: The Hiring Problems Technology Can&#8217;t Fix</a>, the biggest risk right now isn&#8217;t adopting too slowly. It&#8217;s adopting without the governance to do it responsibly, before anyone has asked what problem the technology is there to fix.</li>
604<li><strong>Declaring &#8220;AI-first&#8221; before defining it.</strong> Announce an AI-first strategy before working out what it means in practice and the technology will expose your data and process debt rather than hide it.</li>
605<li><strong>Buying generic capability and expecting differentiation.</strong> Your vendors and your competitors have access to the same models. Deploy off the shelf and you get the same results as everyone else. Your edge is y
605our context: your data, your process clarity, your judgement.</li>
606</ul>
607<h2>What about candidate trust?</h2>
608<p>Candidates are sceptical about AI in hiring, and the research backs them up. In ThriveMap&#8217;s study, 49% of candidates thought AI in recruiting was unfair, against only 22% who thought it was fair. Whenever AI screening makes the news, the story tends to lead with the negative.</p>
609<p>That scepticism deserves an honest answer, and the honest answer is uncomfortable. The status quo we&#8217;re comparing AI against is not some golden age of human attention. Millions of applications are never read by anyone at all. So the real question is whether a transparent AI screen that gives every applicant a response, and a route to a human, is worse than silence.</p>
610<p>Honesty is the way through this. Candidates want to know when and how AI is being used on them, and transparency in AI interviewing and assessment is quickly becoming a reputational issue rather than a compliance footnote. That&#8217;s the subject of <a href="https://recruitingfuture.com/2026/07/ep-807-trust-transparency-and-the-ai-interview/">Ep 807: Trust, Transparency And The AI Interview</a>. The employers getting this right, like the frontline stories in Ep 795 and the Adecco case in Ep 711, are building processes where AI visibly improves the candidate&#8217;s experience. Candidates choose it, rather than having it done to them.</p>
611<h2>What stays human in an AI-powered TA function?</h2>
612<p>Guest after guest draws the same line, whether they&#8217;re a CHRO, a founder or a frontline TA leader. AI takes on the rote work: scheduling, screening, admin, first-pass review. Judgement, relationships, influence and the high-trust moments stay with humans. The kickoff conversation with a hiring manager. The hiring decision. E
612xecutive alignment. Change management. The point of automating the funnel is better human connections, not no human connections. If anything, AI raises the premium on these skills, because they&#8217;re now the part of the role that can&#8217;t be commoditised. Kelly A Monahan put a useful discipline on it in <a href="https://recruitingfuture.com/2026/03/ep-777-why-ai-needs-to-drive-value-not-efficiency/">Ep 777: Why AI Needs To Drive Value Not Efficiency</a>: decide what you put a fence around. The decisions that stay human no matter how good the technology gets.</p>
613<h2>What should a Head of TA do about AI adoption?</h2>
614<p>Distilling the practical advice from across the archive, five priorities determine whether AI delivers real value.</p>
615<ol>
616<li><strong>Design the process before you accelerate it.</strong> Most hiring processes were never deliberately designed, and AI on a badly designed process gets you faster bad hiring. Work out which processes are worth accelerating and which need rebuilding first. Benchmarking before buying is the recurring theme of Ep 808, and an honest data audit (<a href="https://recruitingfuture.com/2026/07/ep-809-the-data-foundation-for-ai-in-hiring/">Ep 809</a>) is part of the same discipline.</li>
617<li><strong>Draw the human-AI boundary deliberately.</strong> For each stage of the process, decide which calls benefit from AI and which demand human judgement, before the boundary sets itself by default. The teams in Ep 795 and Ep 711 made those choices explicitly, and Ep 777&#8217;s fence question is the test to apply.</li>
618<li><strong>Develop the team for the role that&#8217;s emerging.</strong> As AI takes on more of the process, the recruiter&#8217;s value shifts towards advisory work, stakeholder consulting, candidate experience design and data interpretation. AI fluency itself is becoming a hiring and development criterion, and Zapier&#8217;s approach shows what that looks like in practice (<a href="https://recruitingfuture.com/2026/06/ep-803-ai-native-recruiting/">Ep 803: AI Native Recruiting</a>, <a href="https://recruitingfuture.com/2025/08/ep-721-inside-zapiers-ai-transformation/">Ep 721: Inside Zapier&#8217;s AI Transformation</a>).</li>
619<li><strong>Align measurement to business outcomes.</strong> AI optimises whatever you measure. If your metrics don&#8217;t reflect what the business actually values, it will optimise in the wrong direction. The best example in the archive is Bell Canada connecting hiring decisions back to eventual performance and tenure, so recruiters get smarter with every hire (<a href="https://recruitingfuture.com/2025/08/ep-722-soft-skills-hard-data-making-predictive-hiring-work/">Ep 722: Soft Skills, Hard Data</a>).</li>
620<li><strong>Govern for compliance and for trust.</strong> Regulation is tightening and the rules are still being written. The trust question runs beyond compliance, though. The longer AI runs without a governance framework and a transparency story candidates can see, the more risk accumulates against the employer brand your team has worked to build (<a href="https://recruitingfuture.com/2026/07/ep-811-the-hiring-problems-technology-cant-fix/">Ep 811</a>, <a href="https://recruitingfuture.com/2026/07/ep-807-trust-transparency-and-the-ai-interview/">Ep 807</a>).</li>
621</ol>
622<p>Underneath all five sits the same capability: seeing what&#8217;s coming early enough to act calmly. That&#8217;s why Foresight comes first in the FITT framework I introduced in <a href="https://recruitingfuture.com/2025/05/ep-700-are-you-fit-for-the-future/">Ep 700: Are You Fit For The Future?</a>.</p>
623<h2>Where is AI in talent acquisition heading?</h2>
624<p>I hold predictions on the show to a discipline: separate what&#8217;s true now from what&#8217;s still vendor positioning. What&#8217;s true now is that AI is already changing how candidates apply, how employers screen, and how both sides find each other. What&#8217;s coming, on a longer timeline than the hype suggests: agentic workflows running more of the funnel, quite possibly with candidate agents and employer agents talking directly to each other, assessment moving to the top of the process, and one provocative thesis from Ep 808, that hiring volume rises as organisations shift towards specialist and gig hiring for AI-orchestrated work. The TA teams that thrive will be the ones who learned to redesign and iterate. Not the ones who bought the most tools.</p>
625<h2>The essential episodes on AI in talent acquisition</h2>
626<ul>
627<li><a href="https://recruitingfuture.com/2026/06/ep-800-will-ai-break-recruiting/">Ep 800: Will AI Break Recruiting?</a>, the solo milestone episode: 200 years of inherited process, the mental models problem, and the fork in the road</li>
628<li><a href="https://recruitingfuture.com/2026/06/ep-801-what-does-ai-first-really-mean/">Ep 801: What Does AI-First Really Mean?</a>, Mark Stelzner on data, content and process foundations</li>
629<li><a href="https://recruitingfuture.com/2026/05/ep-795-ai-humans-and-frontline-hiring/">Ep 795: AI, Humans and Frontline Hiring</a>, Stef Nikitas (ACE Hardware) and Rachel Allen (7-Eleven) on transformation with measurable results</li>
630<li><a href="https://recruitingfuture.com/2026/07/ep-808-the-starting-point-for-ta-innovation/">Ep 808: The Starting Point For TA Innovation</a>, Toni de Graaf on benchmarking before automating</li>
631<li><a href="https://recruitingfuture.com/2025/06/ep-711-how-ai-agents-are-driving-recruiting-results/">Ep 711: How AI Agents Are Driving Recruiting Results</a>, Adecco&#8217;s AI agents in practice</li>
632<li><a href="https://recruitingfuture.com/2026/07/ep-811-the-hiring-problems-technology-cant-fix/">Ep 811: The Hiring Problems Technology Can&#8217;t Fix</a>, Jalpa Trivedi on governance before adoption</li>
633<li><a href="https://recruitingfuture.com/2026/07/ep-809-the-data-foundation-for-ai-in-hiring/">Ep 809: The Data Foundation For AI In Hiring</a>, Lia Manafova on getting data AI can use</li>
634<li><a href="https://recruitingfuture.com/2026/06/ep-802-how-llms-are-redefining-job-search/">Ep 802: How LLMs Are Redefining Job Search</a></li>
635<li><a href="https://recruitingfuture.com/2026/07/ep-807-trust-transparency-and-the-ai-interview/">Ep 807: Trust, Transparency And The AI Interview</a></li>
636<li><a href="https://recruitingfuture.com/2026/06/ep-803-ai-native-recruiting/">Ep 803: AI Native Recruiting</a>, Tracy St. Dic on Zapier&#8217;s AI fluency rubric for hiring</li>
637<li><a href="https://recruitingfuture.com/2026/04/ep-789-leading-ta-through-ai-acceleration/">Ep 789: Leading TA Through AI Acceleration</a>, Bryan Ackermann on leading TA when the pace of AI change outruns planning</li>
638<li>
638<a href="https://recruitingfuture.com/2025/05/ep-700-are-you-fit-for-the-future/">Ep 700: Are You Fit For The Future?</a>, ten years of interviews distilled into the FITT framework</li>
639</ul>
640<p>Browse all <a href="https://recruitingfuture.com/category/ai/">276 episodes tagged AI</a>.</p>
641<h2>About Recruiting Future</h2>
642<p>Recruiting Future is an independent podcast for senior talent acquisition and HR professionals, hosted by Matt Alder since 2015. It publishes two episodes a week plus a monthly Round Up, and has published 882 episodes exploring AI, recruiting technology, recruitment marketing, employer branding, skills-based hiring, assessment and the future of work. Full details are on the <a href="https://recruitingfuture.com/about/">about page</a>.</p>
643<p>Matt Alder is a talent acquisition futurist with over 25 years of experience across talent acquisition and talent strategy. He works with enterprise TA and HR leaders on AI readiness, has delivered keynotes in 18 countries, and is the co-author of <em>Exceptional Talent</em> and <em>Digital Talent</em>, both published by Kogan Page with Mervyn Dinnen.</p>
644<p>Recruiting Future is an independent production. Sponsors do not set the show&#8217;s agenda or its editorial positions, and the show does not rank or recommend vend
644ors.</p>
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920<script id="gdlr-core-plugin-js" src="https://recruitingfuture.com/wp-content/plugins/goodlayers-core/plugins/script.js?ver=7.0.6"></script>
vendor: 1 bytes, line 920
920
921<script id="gdlr-core-page-builder-js-extra">
922var gdlr_core_pbf = {"admin":"","video":{"width":"640","height":"360"},"ajax_url":"https://recruitingfuture.com/wp-admin/admin-ajax.php"};
923//# sourceURL=gdlr-core-page-builder-js-extra
924</script>
vendor: 1 bytes, line 924
924
925<script id="gdlr-core-page-builder-js" src="https://recruitingfuture.com/wp-content/plugins/goodlayers-core/include/js/page-builder.js?ver=1.3.9"></script>
vendor: 1 bytes, line 925
925
926<script id="imagesloaded-js" src="https://recruitingfuture.com/wp-includes/js/imagesloaded.min.js?ver=5.0.0"></script>
vendor: 1 bytes, line 926
926
927<script id="masonry-js" src="https://recruitingfuture.com/wp-includes/js/masonry.min.js?ver=4.2.2"></script>
vendor: 1 bytes, line 927
927
928<script id="jquery-masonry-js" src="https://recruitingfuture.com/wp-includes/js/jquery/jquery.masonry.min.js?ver=3.1.2b"></script>
vendor: 1 bytes, line 928
928
929<script id="wpgmp-google-map-main-js-extra">
930var wpgmp_local = {"language":"en","apiKey":"","urlforajax":"https://recruitingfuture.com/wp-admin/admin-ajax.php","nonce":"fae8abd1c4","wpgmp_country_specific":"","wpgmp_countries":"","wpgmp_assets":"https://recruitingfuture.com/wp-content/plugins/wp-google-map-plugin/assets/js/","days_to_remember":"","wpgmp_mapbox_key":"","map_provider":"google","route_provider":"openstreet","tiles_provider":"openstreet","use_advanced_marker":"","set_timeout":"100","debug_mode":"","select_radius":"Select Radius","search_placeholder":"Enter address or latitude or longitude or title or city or state or country or postal code here...","select":"Select","select_all":"Select All","select_category":"Select Category","all_location":"All","show_locations":"Show Locations","sort_by":"Sort by","wpgmp_not_working":"not working...","place_icon_url":"https://recruitingfuture.com/wp-content/plugins/wp-google-map-plugin/assets/images/icons/","wpgmp_location_no_results":"No results found.","wpgmp_route_not_avilable":"Route is not available for your requested route.","image_path":"https://recruitingfuture.com/wp-content/plugins/wp-google-map-plugin/assets/images/","default_marker_icon":"https://recruitingfuture.com/wp-content/plugins/wp-google-map-plugin/assets/images/icons/marker-shape-2.svg","img_grid":"\u003Cspan class='span_grid'\u003E\u003Ca class='wpgmp_grid'\u003E\u003Ci class='wep-icon-grid'\u003E\u003C/i\u003E\u003C/
930a\u003E\u003C/span\u003E","img_list":"\u003Cspan class='span_list'\u003E\u003Ca class='wpgmp_list'\u003E\u003Ci class='wep-icon-list'\u003E\u003C/i\u003E\u003C/a\u003E\u003C/span\u003E","img_print":"\u003Cspan class='span_print'\u003E\u003Ca class='wpgmp_print' data-action='wpgmp-print'\u003E\u003Ci class='wep-icon-printer'\u003E\u003C/i\u003E\u003C/a\u003E\u003C/span\u003E","hide":"Hide","show":"Show","start_location":"Start Location","start_point":"Start Point","radius":"Radius","end_location":"End Location","take_current_location":"Take Current Location","center_location_message":"Your Location","driving":"Driving","bicycling":"Bicycling","walking":"Walking","transit":"Transit","metric":"Metric","imperial":"Imperial","find_direction":"Find Direction","miles":"Miles","km":"KM","show_amenities":"Show Amenities","find_location":"Find Locations","locate_me":"Locate Me","prev":"Prev","next":"Next","ajax_url":"https://recruitingfuture.com/wp-admin/admin-ajax.php","no_routes":"No routes have been assigned to this map.","no_categories":"No categories have been assigned to the locations.","mobile_marker_size":[24,24],"desktop_marker_size":[32,32],"retina_marker_size":[64,64]};
931//# sourceURL=wpgmp-google-map-main-js-extra
932</script>
vendor: 1 bytes, line 932
932
933<script id="wpgmp-google-map-main-js" src="https://recruitingfuture.com/wp-content/plugins/wp-google-map-plugin/assets/js/maps.js?ver=4.9.8"></script>
vendor: 1 bytes, line 933
933
934<script id="wpgmp-google-api-js" src="https://maps.google.com/maps/api/js?loading=async&#038;v=3.64&#038;libraries=marker,geometry,places,drawing&#038;callback=wpgmpInitMap&#038;language=en&#038;ver=4.9.8"></script>
vendor: 1 bytes, line 934
934
935<script id="wpgmp-frontend-js" src="https://recruitingfuture.com/wp-content/plugins/wp-google-map-plugin/assets/js/wpgmp_frontend.js?ver=4.9.8"></script>
vendor: 1 bytes, line 935
935
936<script id="quicktags-js-extra">
937var quicktagsL10n = {"closeAllOpenTags":"Close all open tags","closeTags":"close tags","enterURL":"Enter the URL","enterImageURL":"Enter the URL of the image","enterImageDescription":"Enter a description of the image","textdirection":"text direction","toggleTextdirection":"Toggle Editor Text Direction","dfw":"Distraction-free writing mode","strong":"Bold","strongClose":"Close bold tag","em":"Italic","emClose":"Close italic tag","link":"Insert link","blockquote":"Blockquote","blockquoteClose":"Close blockquote tag","del":"Deleted text (strikethrough)","delClose":"Close deleted text tag","ins":"Inserted text","insClose":"Close inserted text tag","image":"Insert image","ul":"Bulleted list","ulClose":"Close bulleted list tag","ol":"Numbered list","olClose":"Close numbered list tag","li":"List item","liClose":"Close list item tag","code":"Code","codeClose":"Close code tag","more":"Insert Read More tag"};
938//# sourceURL=quicktags-js-extra
939</script>
vendor: 1 bytes, line 939
939
940<script id="quicktags-js" src="https://recruitingfuture.com/wp-includes/js/quicktags.min.js?ver=7.0.6"></script>
vendor: 1 bytes, line 940
940
941<script id="convertkit-admin-quicktags-js-extra">
942var convertkit_quicktags = {"broadcasts":{"title":"Kit Broadcasts","icon":"resources/backend/images/block-icon-broadcasts.svg","attributes":{"display_grid":{"type":"boolean","default":false},"display_order":{"type":"string","default":"date-broadcast"},"date_format":{"type":"string","default":"F j, Y"},"display_image":{"type":"boolean","default":false},"display_description":{"type":"boolean","default":false},"display_read_more":{"type":"boolean","default":false},"read_more_label":{"type":"string","default":"Read more"},"limit":{"type":"number","default":10},"page":{"type":"number","default":1},"paginate":{"type":"boolean","default":false},"paginate_label_prev":{"type":"string","default":"Previous"},"paginate_label_next":{"type":"string","default":"Next"},"style":{"type":"object"},"backgroundColor":{"type":"string"},"textColor":{"type":"string"},"fontSize":{"type":"string"},"is_gutenberg_example":{"type":"boolean","default":false}},"render_callback":[{},"render"]},"content":{"title":"Kit Custom Content","icon":"resources/backend/images/block-icon-content.svg","attributes":{"tag":{"type":"string"}},"render_callback":[{},"render"]},"formtrigger":{"title":"Kit Form Trigger","icon":"resources/backend/images/block-icon-formtrigger.svg","attributes":{"form":{"type":"string","default":""},"text":{"type":"string","default":"Subscribe"},"style":{"type":"object"},"backgroundColor":{"type":"string"},"textColor":{"type":"string"},"fontSize":{"type":"string"},"is_gutenberg_example":{"type":"boolean","default":false}},"render_callback":[{},"render"]},"form":{"title":"Kit Form","icon":"resources/backend/images/block-icon-form.svg","attributes":{"form":{"type":"string"},"align":{"type":"string"},"style":{"type":"object"},"backgroundColor":{"type":"string"},"is_gutenberg_example":{"type":"boolean","default":false}},"render_callback":[{},"render"]},"product":{"title":"Kit Product","icon":"resources/backend/images/block-icon-product.svg","attributes":{"product":{"type":"string","default":""},"text":{"type":"string","default":"Buy my product"},"discount_code":{"type":"string","default":""},"checkout":{"type":"boolean","default":false},"disable_modal_on_mobile":{"type":"boolean","default":false},"style":{"type":"object"},"backgroundColor":{"type":"string"},"textColor":{"type":"string"},"fontSize":{"type":"string"},"is_gutenberg_example":{"type":"boolean","default":false}},"render_callback":[{},"render"]}};
943var convertkit_admin_tinymce = {"ajaxurl":"https://recruitingfuture.com/wp-json/kit/v1/editor/tinymce/modal","nonce":"dfe2fb361d"};
944//# sourceURL=convertkit-admin-quicktags-js-extra
945</script>
vendor: 1 bytes, line 945
945
946<script id="convertkit-admin-quicktags-js" src="https://recruitingfuture.com/wp-content/plugins/convertkit/resources/backend/js/quicktags.js?ver=3.3.9"></script>
vendor: 1 bytes, line 946
946
947<script id="jquery-effects-core-js" src="https://recruitingfuture.com/wp-includes/js/jquery/ui/effect.min.js?ver=1.13.3"></script>
vendor: 1 bytes, line 947
947
948<script id="akea-script-core-js" src="https://recruitingfuture.com/wp-content/themes/akea/js/script-core.js?ver=1.0.0"></script>
vendor: 1 bytes, line 948
948
949<script id="googlesitekit-events-provider-contact-form-7-js" src="https://recruitingfuture.com/wp-content/plugins/google-site-kit/dist/assets/js/googlesitekit-events-provider-contact-form-7-0310812e6aa65ef3c958.js" defer></script>
vendor: 141 bytes, lines 949-950
949
950<script id="recaptchaAPI-js" src="//www.google.com/recaptcha/api.js?onload=renderUNCRReCaptcha&#038;render=explicit&#038;ver=2.1"></script>
951<script id="recaptchaGenerate-js-extra">
952var UNCR = {"site_key":"6Lc1SPkUAAAAAHs5_yRMx5EMIE7yRCN8rg9jR7DD","key_type":"normal","theme":"light","type":"image","submit_button":"no"};
953//# sourceURL=recaptchaGenerate-js-extra
954</script>
vendor: 1 bytes, line 954
954
955<script id="recaptchaGenerate-js" src="https://recruitingfuture.com/wp-content/plugins/uber-nocaptcha-recaptcha/assets/js/recaptcha.js?ver=1.0"></script>
955
956		
956<script type="text/template" id="tmpl-convertkit-quicktags-modal">
957			<div id="convertkit-quicktags-modal">
958				<div class="media-frame-title"><h1></h1></div>
959				<div class="media-frame-content"></div>
960				<div class="media-frame-toolbar">
961					<div class="media-toolbar">
962						<div class="media-toolbar-secondary">
963							<button type="button" class="button button-large cancel">Cancel</button>
964						</div>
965						<div class="media-toolbar-primary">
966							<button type="button" class="button button-primary button-large">Insert</button>
967						</div>
968					</div>
969				</div>
970			</div>
971		</script>
971
972		
972<script id="wp-emoji-settings" type="application/json">
973{"baseUrl":"https://s.w.org/images/core/emoji/17.0.2/72x72/","ext":".png","svgUrl":"https://s.w.org/images/core/emoji/17.0.2/svg/","svgExt":".svg","source":{"concatemoji":"https://recruitingfuture.com/wp-includes/js/wp-emoji-release.min.js?ver=7.0.6"}}
974</script>
vendor: 1 bytes, line 974
974
975<script type="module">
976/*! This file is auto-generated */
977var e="script#wp-emoji-settings",t=document.querySelector(e);if(!(t instanceof HTMLScriptElement))throw new Error("Element missing: "+e);const r=JSON.parse(t.text),s=(window._wpemojiSettings=r,"wpEmojiSettingsSupports"),o=["flag","emoji"];function i(e){try{var t={supportTests:e,timestamp:(new Date).valueOf()};sessionStorage.setItem(s,JSON.stringify(t))}catch(e){}}function c(e,t,n){e.clearRect(0,0,e.canvas.width,e.canvas.height),e.fillText(t,0,0);t=new Uint32Array(e.getImageData(0,0,e.canvas.width,e.canvas.height).data);e.clearRect(0,0,e.canvas.width,e.canvas.height),e.fillText(n,0,0);const r=new Uint32Array(e.getImageData(0,0,e.canvas.width,e.canvas.height).data);return t.every((e,t)=>e===r[t])}function p(e,t){e.clearRect(0,0,e.canvas.width,e.canvas.height),e.fillText(t,0,0);var n=e.getImageData(16,16,1,1);for(let e=0;e<n.data.length;e++)if(0!==n.data[e])return!1;return!0}function u(e,t,n,r){switch(t){case"flag":return n(e,"\ud83c\udff3\ufe0f\u200d\u26a7\ufe0f","\ud83c\udff3\ufe0f\u200b\u26a7\ufe0f")?!1:!n(e,"\ud83c\udde8\ud83c\uddf6","\ud83c\udde8\u200b\ud83c\uddf6")&&!n(e,"\ud83c\udff4\udb40\udc67\udb40\udc62\udb40\udc65\udb40\udc6e\udb40\udc67\udb40\udc7f","\ud83c\udff4\u200b\udb40\udc67\u200b\udb40\udc62\u200b\udb40\udc65\u200b\udb40\udc6e\u200b\udb40\udc67\u200b\udb40\udc7f");case"emoji":return!r(e,"\ud83e\u1fac8")}return!1}function f(e,t,n,r){let a;const s=(a="undefined"!=typeof WorkerGlobalScope&&self instanceof WorkerGlobalScope?new OffscreenCanvas(300,150):document.createElement("canvas")).getContext("2d",{willReadFrequently:!0}),o=(s.textBaseline="top",s.font="600 32px Arial",{});return e.forEach(e=>{o[e]=t(s,e,n,r)}),o}function a(e){var t=document.createElement("script");t.src=e,t.defer=!0,document.head.appendChild(t)}r.supports={everything:!0,everythingExceptFlag:!0},new Promise(t=>{let n=function(){try{var e=JSON.parse(sessionStorage.getItem(s));if("object"==typeof e&&"number"==typeof e.timestamp&&(new Date).valueOf()<e.timestamp+604800&&"object"==typeof e.supportTests)return e.supportTests}catch(e){}return null}();if(!n){if("undefined"!=typeof Worker&&"undefined"!=typeof OffscreenCanvas&&"undefined"!=typeof URL&&URL.createObjectURL&&"undefined"!=typeof Blob)try{var e="postMessage("+f.toString()+"("+[JSON.stringify(o),u.toString(),c.toString(),p.toString()].join(",")+"));",r=new Blob([e],{type:"text/javascript"});const a=new Worker(URL.createObjectURL(r),{name:"wpTestEmojiSupports"});return void(a.onmessage=e=>{i(n=e.data),a.terminate(),t(n)})}catch(e){}i(n=f(o,u,c,p))}t(n)}).then(e=>{for(const n in e)r.supports[n]=e[n],r.supports.everything=r.supports.everything&&r.supports[n],"flag"!==n&&(r.supports.everythingExceptFlag=r.supports.everythingExceptFlag&&r.supports[n]);var t;r.supports.everythingExceptFlag=r.supports.everythingExceptFlag&&!r.supports.flag,r.supports.everything||((t=r.source||{}).concatemoji?a(t.concatemoji):t.wpemoji&&t.twemoji&&(a(t.twemoji),a(t.wpemoji)))});
978//# sourceURL=https://recruitingfuture.com/wp-includes/js/wp-emoji-loader.min.js
979</script>
979
980
981</body>
982</html>

Line numbers count LF bytes from the start of the resource, as the search results do. Vendor segments are library code the classifier recognised; they are stored but not indexed. Bytes are shown as Latin1 characters, one per byte.