What do you see in the market right now in terms of AI and automation in recruitment?
Recruitment is no longer catching up with digital transformation – it is becoming a data-driven function at the core of business strategy. AI is moving beyond CV screening to reshape the entire talent lifecycle.
Intelligent matching accelerates hiring while improving precision. Predictive analytics identify attrition risks and capability gaps. AI-powered onboarding and feedback tools enhance engagement and development, while personalized learning recommendations are increasingly seen as a baseline expectation.
What truly differentiates organizations today, however, is not isolated automation but system interoperability. The ability of ATS, HRIS, and collaboration platforms to exchange data seamlessly (in real time and across organizational boundaries) determines speed, transparency, and quality of decision-making. Technology is becoming the backbone of effective collaboration between companies, partners, and talent ecosystems. AI does not replace recruiters. It elevates their role, reducing operational friction and enabling them to focus on strategic judgment, relationships, and long-term workforce value.
This is precisely the philosophy behind our ReX HR Tech platform at Antal. We have built an ecosystem that automates and supports the recruitment process end-to-end—from intelligent candidate matching and recruiter recommendations to delivering a qualified shortlist within 24 hours. By combining advanced matching, blind CV generation to reduce bias, and AI-powered crowdstaffing, we demonstrate how technology can scale expertise rather than replace it. For us, AI is not a standalone tool—it is an integrated layer that strengthens human decision-making and drives measurable business outcomes.
Where are the biggest challenges in implementing AI today?
The biggest challenges in implementing AI today are not technological, but organizational. Many companies adopt tools before ensuring data quality, clear governance, and alignment with business objectives. We still see risks such as biased training data, limited transparency in decision-making processes, and inconsistencies with DEI standards.
Another challenge is scaling too quickly without defined success metrics or proper testing. Without a structured approach, AI can add complexity instead of delivering value.
Equally important is the human factor. HR professionals must know how to work effectively with AI, understand its limitations, and act as ethical decision-makers. The goal is not to replace human judgment, but to strengthen it. When implemented strategically, AI becomes a capability that enhances decision-making and improves the entire talent lifecycle.
Do you see any exaggerations or misconceptions in the industry regarding AI that need to be corrected? What are some of the common misconceptions about AI?
I see two major misconceptions in the market. The first is the belief that AI will replace recruiters and HR professionals. In reality, HR needs people more than any other function and it simply benefits when technology takes over repetitive and error-prone tasks. Generative AI can dramatically increase efficiency, from creating job postings faster to improving sourcing and screening accuracy, but it does not replace professional judgment.
The second misconception is that AI is objective and infallible. Perfectly optimized CVs or algorithmic recommendations can create noise and false positives. AI supports the process, but the final decision must always remain with an experienced professional.
AI is a powerful enabler, but it is not a substitute for human responsibility, context, and accountability.
How are you preparing for recruiTECH x HRTECH?
We see recruiTECH x HRTECH not just as a conference, but as a strategic platform to actively shape the future of HR and talent acquisition in CEE. We intend to leverage this event to share insights from large-scale, cross-border projects, challenge conventional approaches, and engage directly with peers and stakeholders across the region. For Antal and our Hungarian colleagues under the Enloyd brand, it is an opportunity to strengthen regional collaboration, align best practices across markets, and contribute meaningfully to the evolution of talent management strategies that drive real business impact.
Who should definitely attend your presentation?
Our presentation is designed for HR leaders, talent acquisition managers, and business executives operating in the CEE region, particularly those building or scaling international structures and shared service centers.
Drawing on our experience delivering a full-scope RPO solution for BNP Paribas across key, fast-growing business areas, we intend to share practical insights into how to ensure efficient international hiring, maintain stable delivery regardless of volume fluctuations, and improve both time-to-hire and candidate quality.
We will present the topic from two perspectives: the HR leader shaping market strategy and recommending location decisions, and the delivery partner responsible for executing complex, cross-border recruitment projects at scale.
Thank you for the answers Artur Skiba, the President of the Board and CEO of Antal and Enloyd!