The Hidden Cost of AI: Who Gets Left Out of Your Hiring Process?

Over 80% of large companies now use AI tools in hiring.

And yet, those same tools unintentionally screen out thousands of qualified candidates every single day.

What if the very tools designed to open doors

are quietly locking them for the people who need them most?

The hiring decisions we make today will shape the workforce for the next decade.

AI screens résumés.

It schedules interviews.

It makes decisions in seconds.

And when it’s done right, it’s brilliant.

But when it’s not?

It becomes a silent barrier that no one notices—until it’s too late.

The Moment That Stopped the Room

Last week, I stood in front of a room full of HR leaders to talk about AI’s impact on neurodivergent professionals and people with disabilities.

I told them about one of my clients—a brilliant, neurodivergent professional with a PhD—who walked into a one-way video interview full of hope and left unseen.

Companies use one-way video interviews because they save time, standardize questions, and make the process efficient. And those benefits are real.

But here’s what we don’t talk about enough:

Efficiency without flexibility can turn into a wall.

Picture this:

A blank screen.

A countdown clock in the corner.

No one on the other side.

Now imagine you process language a beat slower than most. You read the question, but the words swim for a moment because your eyes can’t hold focus. You need a few extra seconds just to organize your thoughts—seconds the system won’t give you.

The more you rush, the more your brain locks up.

You know exactly what you want to say, but your mouth won’t catch up to your mind. And by the time the words come together, the clock has already run out.

No pause.

No chance to ask for clarity.

No second try.

“I wasn’t nervous,” that client later told me.

“I just couldn’t keep up with the speed of the screen.”

The system moves on without ever seeing the person.

The company never sees their brilliance—just a frozen frame on a screen.

And I’ve been there too.

As an assistive technology user, I know what it’s like to be timed without accommodations—when the process itself, not your ability, becomes the barrier.

Awareness, Not Blame

Here’s the thing: AI is an excellent tool. I’m all for it.

This is just one example of how unintentionally we can put barriers in front of people who deserve better. AI isn’t to blame. Awareness is the starting point—and too many leaders simply haven’t seen these blind spots yet.

This is why these conversations matter so much—and why teams bring me in to help them see what they’ve been missing.

The Realization

As I finished, a leader raised their hand and said:

“I never realized how invisible this bias is until today.”

The room went quiet.

And honestly? So did I.

The Bigger Picture

AI can be a game-changer.

But if we don’t slow down, it replaces thought with speed.

It rewards sameness.

It misses talent that doesn’t fit its mold.

This isn’t about stopping AI.

It’s about using it differently—so we build workplaces that actually see people.

I call this approach Human-First Hiring—where AI works for people, not the other way around.

Why This Matters Now

AI adoption is moving faster than ever.

If we don’t get ahead of this now, the gap will only grow.

Why Me

This is the work I’ve done for 15+ years—helping organizations see the talent they’re missing,

and helping people be seen.

I lead these conversations with HR and leadership teams who want processes that are fair, human, and future-proof.

Your Turn

What’s one thing your organization is doing to keep people—not algorithms—at the center?

The Call to Action

If we get this right, AI won’t replace people—it will reveal them.

If this resonates, let’s talk.

Send me a message here on LinkedIn if you’d like me to speak with your team or organization.

PS: These are the conversations that change company cultures—one room at a time.