When we launched Highvalue with our AI resume ranker, we committed to addressing the painful inefficiencies in recruiting. But looking beyond our industry reveals something remarkable: while recruiters cautiously consider AI adoption, engineering teams have decisively embraced it.

The “Engineering transformation” is happening now

The evidence is everywhere. Airbnb recently used AI to compress an 18-month code migration into just 6 weeks.

InMobi has already reached 50% automation in software coding with a goal of 80% by year-end. As their CEO Naveen Tewari puts it:

LinkedIn post from Naveen Tewari: "At InMobi, we've already reached 50% automation in software coding, with a goal of 80% by year-end. This isn't some distant future, it's happening now. AI is redefining how we build, create, and solve problems at an unprecedented pace... AI isn't replacing talent - it's amplifying it. The ability to think big, adapt fast, and apply AI creatively will define the next generation of tech professionals. Because the future belongs to those who evolve with it."

Even individual engineers are experiencing dramatic productivity boosts. As developer Gergely Orosz recently shared:

Tweet from Gergely Orosz: "One very surprising thing I'm noticing: Despite being rusty with coding (I don't code every day these days): since starting to use Windsurf / Cursor with the recent increasingly capable models: I am SO back to being as fast in coding as when I was coding every day 'in the zone'"

The recruiting parallel

This transformation mirrors exactly what we're addressing in recruiting. Just as engineers spent countless hours writing boilerplate code, recruiters spend precious time manually sorting through hundreds of resumes to find the few exceptional candidates. Both scenarios involve highly skilled professionals dedicating time to repetitive tasks that AI can accelerate.

The cost of hesitation

When I reflect on my 12+ years in recruiting, I think about the countless hours spent reviewing 500+ applications for a single role. I think about the exceptional candidates I nearly missed because they were buried in my inbox. I think about the anxiety of knowing great talent was waiting to be discovered while my time was limited.

Engineering teams faced this same dilemma—and chose efficiency. They recognized that AI tools weren't replacing engineering judgment but enhancing it.

Don’t get forced rather force the change?

The question isn't whether AI will transform recruiting workflows—it's whether you'll lead that transformation or be forced to catch up later. The recruiting teams gaining competitive advantages today are those using AI to handle the volume while focusing their human expertise on meaningful candidate interactions.

When we built our AI resume ranker, we didn't set out to replace recruiters. As I mentioned in my previous post, "We are not building an AI recruiter to replace recruiters." Instead, we're following engineering's proven path: using AI to handle volume and complexity while elevating the human elements that truly matter.

The future of recruiting belongs to teams that, like their engineering counterparts, embrace the tools that amplify their expertise rather than fearing the change. As Naveen wisely concludes, "The future belongs to those who evolve with it."