Why GenAI Talent Demands a Complete Rethink of Recruiting
In my latest LinkedIn Live conversation with Daniel Cloudt, CEO of Olympia, we explored what it really means to recruit for GenAI roles and why traditional methods are falling flat.
The Game Has Changed.
Daniel’s journey spans Google, Meta, and the founding of Olympia, a company reinventing how we hire AI-native talent. One thing became clear throughout our discussion: the way we define, find, and qualify talent needs to evolve.
“Past skills are becoming increasingly irrelevant. It’s all about judgment, curiosity, and how fast you can adapt.” - Daniel Cloudt
Some key insights:
Human judgment is the new differentiator. With AI tools capable of producing 10x output, the real skill lies in knowing when not to use them.
Resumes are losing relevance. Olympia doesn’t screen based on keywords. They conduct deep, technical interviews led by ex-Google engineers from the start—because that’s where true capability is revealed.
AI’s biggest blindspot? Recruiters. Many talent acquisition teams are still untrained on AI’s impact and tools. Daniel suggests recruiters should learn to code—or at the very least, deeply understand the roles they’re hiring for.
The return of high-value local talent. Contrary to earlier trends, companies are rediscovering the value of proximity—especially when judgment and collaboration outweigh brute execution.
So, what now?
Stop using AI as a filter. Use it as a mirror.
Structure interviews around judgment, not past experience.
Train recruiters like product specialists.
And always remember: “If the robot can do the hiring, hire the robot.”
Curious about how Olympia is leading the charge?
Watch the full conversation → https://www.linkedin.com/posts/olympia-work_innovation-technology-venturecapital-activity-7320656396432138240-sVGf/
