Robots Don’t Drink Coffee, But They Might Hire You

Recruiting once meant sorting through piles of CVs on a desk. Today, it could mean asking an algorithm to shortlist candidates, but the real challenge hasn’t changed: finding the missing puzzle piece that makes a team complete.

Build the Foundation First

Before bringing AI into recruiting, companies need to get their fundamentals right. That means structured processes, clear candidate journeys, and well-defined interfaces between departments. Too often, organizations rush into automation without fixing what’s broken. Instead of solving problems, technology then amplifies inefficiency.

Understanding the Business Creates Impact

The strongest HR strategies are those built with a deep understanding of the business itself: how revenue is generated, how products are created, and how value is delivered. When people strategy is directly connected to commercial and product strategy, HR becomes a true driver of growth.

AI in Recruiting: Support, Replacement, or Something In-Between?

Few topics spark more debate in HR right now than whether AI will eventually replace recruiters. Some argue that automation will take over large parts of the hiring process; others believe human judgment, empathy, and cultural awareness can’t be replicated. The truth is still unfolding.

What we do know: today’s AI is powerful for screening CVs, analyzing patterns, and automating repetitive tasks. But it also has limitations, most models are trained on narrow, data sets, which can reinforce bias rather than reduce it. What AI misses are the subtleties that make a great hire: context, empathy, and the ability to spot the “missing puzzle piece” in a team.

For now, the strongest results come when AI efficiency is combined with human intuition. Whether this balance shifts in the future remains an open (and important) question.

Overcoming Fear of Tech

Technology in HR often sparks mixed feelings. For some, it’s exciting; for others, it feels overwhelming, full of jargon, complexity, and rapid change. The question many teams wrestle with is whether to embrace these tools or wait until they mature further.

What seems clear is that curiosity beats avoidance: experimenting, asking questions, and using AI as a learning partner can help HR professionals navigate this space with more confidence. Ideally, technology should take care of repetitive work, freeing HR to focus on people, culture, and strategy, but how quickly and to what extent that happens is still up for discussion.

Boldness or Caution in Slow Times?

Another debate arises during periods of slowed hiring: should companies conserve energy or invest in building for the future? Some see these moments as opportunities to refine employer branding, redesign processes, and shape authentic employee value propositions. Others take a wait-and-see approach, fearing over-investment during uncertain times.

History suggests that those who prepare often gain an edge when the market rebounds, which can happen faster than expected. Still, every organization must decide how bold to be, and what balance of caution and action makes sense for them.

Many of these ideas, and more, were explored in the recent Cappuccino with HR episode “Robots Don’t Drink Coffee, But They Might Hire You” featuring Christian Wastlhuber.

This Editions' Special:

Featured Cappuccino with HR Episode

In this episode, Rudi Bauer speaks with Christian Wastlhuber, Fractional TA Leader & Co-Founder at The UnleashPeople, about how HR and tech are merging. They discuss building strong recruiting foundations, stepping into automation, and the recruiter’s changing role in times of rapid transformation. Christian unpacks the shifting skillsets companies need, the biggest bottleneck in people development, and the “trinity alliance” that drives organizational success.

Watch the full episode

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