Talent acquisition in 2026 is defined by the interplay of human expertise and technology. Recruiters face growing demands to deliver faster, fairer, and more strategic hiring outcomes, while also maintaining a candidate-centric approach. Success will come to those who combine empathy, strategic insight, and AI fluency, building sustainable talent networks and optimizing the recruitment process with data-driven decision-making. These are precisely the topics that will be explored in depth at the recruiTECH CEE x HRTECH CEE 2026 conference on May 28–29 in Budapest.
The T-Shaped Recruiter: Combining Human Expertise and AI Fluency
As Milos Rakic (Microsoft | EMEA Talent Acquisition Director C+AI) explains, “To thrive in 2026, recruiters need to think beyond traditional skills and embrace a T-shaped profile that’s built for the AI era.” The vertical bar remains rooted in human-centric expertise—relationship building, influencing, and strategic advisory—forming the foundation of recruitment excellence. The horizontal bar now stretches into AI fluency, requiring recruiters to understand AI tools, interpret outputs, and explain decisions to candidates and hiring managers. It also includes leveraging data analytics for smarter sourcing, integrating technology seamlessly, and staying ahead of compliance and ethics requirements. Content creation is increasingly part of this T-shape, using AI to draft inclusive job descriptions and personalized outreach. According to Rakic, 2026 is all about balance—human enhanced by AI. Upskilling in AI literacy is essential, but keeping talent acquisition candidate-centric remains the ultimate differentiator.
AI and Automation in Recruitment
Artificial intelligence and automation are revolutionizing sourcing, screening, and candidate matching. Technology streamlines repetitive tasks, freeing recruiters to focus on strategic priorities and personal engagement. At recruiTECH CEE, sessions such as “The Future of Recruitment: AI, Automation, and the Human Touch” (Hung Lee, Recruiting Brainfood) demonstrate how to implement AI responsibly without losing the human element. These discussions highlight the importance of balancing efficiency with empathy, showing that AI should empower rather than replace human judgment.
Recruiters as Strategic Advisors
Modern recruiters are increasingly expected to act as strategic advisors. Zsuzsanna Friedl’s (T-Systems International | CHRO and Board Member) session, “The new position and definition of Talent Acquisition – Case study”, demonstrates how recruiters can partner with business leaders, contribute insights, and influence workforce strategy. Elevating recruiters to advisory roles enables better alignment with business objectives, improves quality-of-hire, and positions talent acquisition teams as critical drivers of organizational success.
Building Strong Talent Networks
Relationship-driven talent networks are central to sustainable recruitment. Dina Gruber’s (Infobip | Talent Acquisition Expert) session, “Decoding Leadership: Data Meets Culture”, illustrates how combining human insight with analytics strengthens engagement and talent pipelines. Proactive outreach and long-term relationship building help organizations maintain high-quality candidate pools and reduce time-to-hire. The trend highlights that recruitment success depends as much on relationships and trust as it does on technology.
Employer Branding and Candidate Experience
Employer branding and candidate experience are crucial differentiators in today’s market. Sessions like “Increasing candidate experience with AI support” (Johnny Campbell, Socialtent) and “Hiring for Soul in a World of Code and AI” (Andjela Petrovic, SOCRadar) explore how AI can enhance the candidate journey while maintaining authenticity. Timely communication, personalized engagement, and consistent branding improve offer acceptance rates and long-term retention. The focus is on creating experiences that reflect the company’s culture and values at every touchpoint.
Data-Driven Recruitment Decisions
Data and analytics are now fundamental to effective talent acquisition. Metrics such as time-to-hire, quality-of-hire, and candidate engagement guide sourcing strategies and process improvements. Marcel Rütten’s (Recruiting-Excellence | Founder) session, “Recruitment Analytics: Turning Data into Action”, demonstrates how to transform data into actionable insights. By combining analytics with human judgment, recruiters can optimize workflows, measure success, and make evidence-based decisions.
As these trends reshape recruitment, recruiTECH CEE x HRTECH CEE 2026, taking place on May 28–29 in Budapest, brings together industry leaders, real-world case studies, and practical sessions. The HRTECH CEE track expands the lens from recruitment to the broader HR technology landscape, showing how AI-driven platforms, predictive analytics, and human-centric tech adoption are transforming workforce strategy. The conference offers actionable insights for leveraging AI, building networks, enhancing candidate experience, and applying data-driven strategies—preparing talent acquisition professionals for the challenges and opportunities of the next era. Full agenda and details are available at recruitechcee.com.
