Who’s doing the recruiting? AI or human?

We have witnessed a shift in HR from a support function to a strategic partner, driven by technology. What do you see as the biggest opportunity for recruitment companies as AI takes on tasks like CV analysis and candidate assessment, and how can you ensure that the human approach remains central to the process?

New technologies are increasingly transforming the face of recruitment and HR. Algorithms not only screen CVs but are increasingly generating them, tailoring content to match specific skill criteria. The more recruitment relies on automation, the clearer it becomes how valuable human skills are. It is the recruiter who can recognise a candidate’s true potential, understand their motivations, and interpret behaviours that no algorithm can detect.

Skills such as accurate behavioural analysis and conscious employee profiling gain key importance – allowing recruiters to go beyond the patterns imposed by technology. It is worth remembering that the growing use of automation in CV creation and screening will primarily favour candidates who are proficient in new technologies.

Therefore, assessing a candidate’s true potential – based both on diagnostic tests and the recruiter’s experience – becomes crucial. Technology can support the process, but ultimate decisions should remain in human hands.

To what extent can AI help predict employee turnover? How do you use predictive analytics to identify potential risks for clients and help them proactively improve retention and candidate experience?

To predict employee turnover, it is crucial to collect the right data. Building an effective predictive model first requires identifying trends and detecting significant correlations. Based on these insights, we can determine which elements of the employee lifecycle carry the greatest predictive weight – such as the frequency of sick leaves, competency assessment results, or tenure in a given role.

Research shows that the most influential factors in an employee’s decision to leave are their relationship with manager, the fulfilment of promises made by the employer, and compensation.

Platforms such as OstendiHR enable organisations to systematically collect data, analyse it, and identify patterns. This makes it possible to predict potential risks, such as employee turnover, and in turn take proactive measures to improve retention and enhance both the candidate and employee experience.

The onboarding process is being automated in an increasing number of companies. Can you provide an example of how your platform automates this process to create a more effective and personalised onboarding experience for new employees?

Automating the onboarding process supports both the employee and enables a quick and effective introduction to the tasks and goals set by the organisation. Solutions such as OstendiHR allow to build an engagement of new employee even before the first day of work – through the sharing of welcome materials, tasks to complete, and initial information about the company culture.

In an era of growing technology and automation, it is easy to forget that the main goal of modern systems is not to replace humans, but to support them. Automation in HR should relieve staff of repetitive and operational tasks, freeing up time for strategic activities – such as employee development, strengthening organisational culture, and building relationships with new team members.

What sets our platform apart in onboarding? Primarily, its ability to collect and analyse onboarding data by specific roles. This enables organisations to identify trends, determine which stages are the most time-consuming, and ultimately optimise and streamline the entire process.

One of the newest features in our system is also quick document upload. When adding employee documents such as contracts, certificates, or diplomas, you can now categorise and store them in the appropriate folders within the employee’s file. These documents are visible not only in the onboarding path but also in the employee document management panel, where you can easily search for them and set notifications for their expiration.

You have positioned your company as an ‘Asian tortoise’ focused on steady, deliberate growth rather than rapid expansion. The CEO of another recruitment firm might argue that your ‘slow and steady’ approach could lead to being outpaced by more aggressive, venture capital-funded start-ups. How do you respond to that perspective, and what competitive advantages does Ostendi’s growth strategy provide in the digital recruitment landscape?

We are aware that large funding can enable faster growth, but it often comes with trade-offs – for example, at the expense of data security or solution quality. We choose a different path. We grow gradually, and when we introduce new features, we ensure they are genuinely aligned with market needs.

From the very beginning, our priority has been the stability and profitability of the business. By operating based on market prices and consistently building our position, we cultivate the brand of a reliable and stable provider. We move forward in a deliberate and steadily way, creating a solution that meets the real demands of our clients.

One could say our solution resembles an Asian turtle – long-lasting, safe, and stable. These very qualities allow us to build an application that stands the test of time.

The HR industry has seen a proliferation of new tools and platforms. How does your company’s digitalisation strategy stand out in a competitive market?

We stand out thanks to our deep understanding of HR processes – we come from the HR field ourselves. We know the daily challenges HR managers face, and we use this expertise to create practical, tailored solutions. Our platform is built to ensure that every process is intuitive, transparent, and closely aligned with the organisation’s actual needs.

In other words, we don’t build generic “HR tools” but solutions co-created with HR – customised and grounded in the everyday experiences of specialists. This means our digital solutions not only automate processes but, more importantly, simplify and streamline HR work, addressing issues that others often overlook.

Our platform is highly flexible and multilingual, designed to support international HR processes and adapt to the needs of companies of all sizes, industries, and structures – from SMEs to global organisations. This versatility allows us to address a wide range of challenges, particularly for businesses managing remote teams or experiencing rapid growth.

What specific problem does your platform solve for clients that others may be missing?

HR departments today face numerous challenges: unreliable employee data increases the risk of costly mistakes, talent loss leads to significant expenses, and time-consuming repetitive tasks limit the capacity of HR teams. Globalisation, distributed and multilingual teams, and disorganised documentation due to low digitalisation further complicate effective workforce management.

OstendiHR responds to these challenges by providing reliable reports, real-time HR statistics, and key performance indicators. It automates repetitive processes, freeing HR teams to focus on strategic initiatives and employee development. The system digitises documentation, enables online leave requests and automates approval workflows. The platform operates in 19 languages, ensuring efficient management of global teams.

As a comprehensive solution, OstendiHR manages the entire employee lifecycle – from personality assessments and onboarding to competency evaluations, 360-degree feedback, periodic performance evaluations, employee surveys, and succession planning. The platform also streamlines training management by creating catalogues, maintaining vendor databases, and handling registrations. Its absence module provides real-time visibility of available leave days and enables online requests, while time tracking and engagement surveys allow continuous monitoring of team morale.

With OstendiHR, organisations gain transparency, complete process control, and enhanced operational efficiency, allowing them to focus on what matters most – their people and the growth of the business.