--- title: "The 80 tasks of hiring | SocialTalent" description: "Enhance hiring process with SocialTalent's AI-driven training. Equip your team with expert-led courses and interactive simulations to attract top talent." url: "https://www.socialtalent.com/80-tasks-of-hiring" --- SocialTalent · Cara # The *80 tasks* of hiring. Cara is the AI hire who takes on the transactional work of recruiting, using the Apps and AI model you already run. Set your hiring plan, hand her the busywork, and watch the hours come back. How the 80 tasks split - **30** Fully automated Cara owns them end to end - **32** Hybrid Cara drafts, a human decides - **18** Explicitly human Judgement stays with your team Hours returned to your team 0 hrs / year ≈0 recruiters’ worth of time The cost of today # At hires a year, hiring is 80 distinct tasks. 0 hours a year That’s what it takes your team to run every requisition, end to end — before anyone automates a thing. Scroll to begin The reckoning 0 hours returned, every year ≈0 recruiters’ worth of time given back to your team. **The 18 that never move sit at the two ends** — what you should be hiring for, and who you actually hire. Clearing the 62 in the middle is how your team affords to do those two properly. Estimates cover modeled tasks only — the real number is higher. [Book a demo](https://www.socialtalent.com/get-in-touch) The problem ## However fast you're hiring, you're being asked to do more, per person. The plan always outpaces the people — whether the team is growing, flat, or shrinking. “Just add recruiters” is off the table either way: there's no budget for it, or the growth has already outrun anyone's ability to hire fast enough. So the real question isn't how big the team is. It's how much of the work never gets done to the standard you'd want — the intake questions nobody has time to ask, the debrief that gets skipped, the pipeline that never gets followed up. Our analysis ## Cara owns the middle. Your team owns the two ends. The win isn’t more automation. It’s clearing the low-risk middle so judgment gets stronger where it counts — deciding what to hire for, and who to hire. Start ### What to hire for Your team The middle ### The 62 in between Cara Decision ### Who to hire Your team - 1 Whether the role should exist at all - 2 What good looks like - 3 Budget, level and headcount - 4 Sourcing and outreach - 5 Screening and scheduling - 6 Coordinating, reporting, drafting - 7 The final interviews - 8 The offer and the negotiation - 9 The decision SocialTalent hiring workflow analysis, 2026. What changes ## Four things change the day Cara starts Completeness · Before the requisition ### The work that should happen on every hire, but never does This is the front end of hiring — the “before the requisition” end. The intake questions nobody has time to ask. The definition of good that never gets written down. The debrief that gets skipped. Cara does the work that quietly falls off the list — so quality stops depending on how busy the week was, and the people deciding what to hire for get to do it properly. 32 of 80 tasks are the hybrid work that quietly slips when the week gets busy Capacity ### More done, per recruiter Cara takes the transactional work off your team's desk, so the plan gets delivered without adding people. It could free up the equivalent of several full-time recruiters — what you do with that time is your call. Consistency ### Best practice, every time Fifteen years of hiring method behind every note, plan, and scorecard — not fifteen recruiters each doing it their own way. Trust ### Safe to bring in gradually Start Cara on one Skill, in your own tools, on your own LLM, at the approval level you set — and expand as she earns it. How she works ## There's nothing to log in to Most hiring tech fails on the same thing: the boxes get ticked, the tool ships, and still nobody logs in. Average adoption of new TA tech sits around 25%. Cara isn't a place your team has to go — she works where they already work, in Slack or Teams. No new tab, no new login, nothing new to learn. Usage isn't asked of the team; the output just arrives. 25% Average adoption of new TA tech — the bar Cara never has to clear, because there's nothing to adopt. ### In Slack or Teams She works in the channels your team already reads. ### One Skill at a time Nothing to migrate, so there's no rollout to stall. ### She does the work The output arrives; adoption isn't a project. Proof ## Proven. Plugged in. Configurable The answer to a three-vendor shortlist — the self-build, the new platform, and the native ATS feature — in one line. 01 ### Trained, never generic Trained by us, on fifteen years of our own hiring content — not a generic model. She remembers her training and is onboarded to your processes and preferences. 02 ### Runs on your stack She uses your network, your tools, and your own LLM. No vendor technology of her own to bring in. 03 ### None of your data sits on our servers None of your data sits on a SocialTalent server. Your data passes through our infrastructure for a moment, to connect your own systems to your own AI model — but it’s never retained, never logged, and no one at SocialTalent ever sees it. 04 ### You set the approval level From approval-required through to fully autonomous. Autonomous never means unsupervised: Cara can own completion of a task, but a person always owns the employment outcome. FAQ ## The questions enterprise teams ask Isn't this just replacing my recruiters? It can mean that, or your existing team doing more with the same headcount. That's your call — and we won't pretend otherwise. How do we know it's safe and compliant? Cara can own completion of a task, but people own the employment outcome — she never makes the hiring decision. You set the approval level, from approval-required through to fully autonomous, and autonomous never means unsupervised. Is this another platform we have to manage? No. She works where your team already works, in Slack or Teams, with nothing new to learn. She runs on your own LLM, inside your own tools, and none of your data sits on a SocialTalent server. We're reviewing three vendors. Why you? Proven, plugged in, configurable — nobody else answers the self-build, the new-platform, and the native-feature question at once. ## You get the two ends back. Book a 30-minute demo. We'll put your reqs and your volume on the board, and show you exactly where the hours come back — and exactly where the judgment goes back to your team. [Book a demo](https://www.socialtalent.com/get-in-touch) Your hiring partner for the AI era.