The tip of the iceberg? AI is changing how we apply for jobs.

Here’s the long and short of a conversation I had recently that brought this into sharp focus.

A candidate I know had set up their own AI “EA” using Open Claw from Anthropic. Not just to refine a CV or help write a cover letter, but to actively search, tailor and submit applications on their behalf. While they were working, the system was applying for roles in the background, dozens of them, each one aligned to a set of preferences they’d defined upfront.

This a meaningful shift to how candidates approached job hunting even 12 months ago, and it could just be the tip of the iceberg.

This isn’t particularly shocking, but it’s significant in its practicality and increasingly accessible nature.

From assistance to automation

Most of the AI conversation in the market has centred around how people do their jobs. Which tools they’re using, whether certain roles will be replaced, how productivity is changing.

What’s happening here sits slightly adjacent to that. It’s AI moving into the job search process itself.

Tools like Open Claw are starting to function less like passive assistants and more like operators. With the right inputs, they can scan job boards, interpret role requirements, tailor application materials and submit them at scale. It’s an extension of what candidates have already been doing with generative AI, but with an evolved and clear step further forward.

What candidates are gaining

For candidates, from time to competitive advantage, the benefits are obvious.

The job search process has always had a heavy administrative layer. Rewriting CVs, drafting cover letters, filling out forms, none of it is particularly high value, but it’s necessary. Automating that frees up time and reduces friction, especially for people balancing work, family or other commitments.

It also introduces a level of consistency. Instead of rushing through applications or reusing generic content, candidates can apply a more structured, repeatable approach to how they present themselves across roles.

In a competitive market, being able to move quickly and cover more ground is a genuine advantage.

What recruiters like me are noticing

From a hiring perspective, the impact is more nuanced.

The most immediate shift is volume. When the cost in time and effort of applying drops, the number of applications tends to rise. That does not necessarily mean a drop in quality, but it does change how that quality shows up. More candidates look polished on paper, because many are using similar tools to get there.

It also becomes harder to distinguish intent. When an application is well written and tailored, that used to be a strong signal of interest. Now, it might also reflect a well configured AI workflow.

None of this breaks the hiring process, but it does put more weight on what happens beyond the application itself. Conversations, context and how candidates engage once there is a human on the other side become more important.

The role of AI in hiring isn’t one sided

It is also worth noting that this is not happening in isolation.

As candidates adopt AI to apply for roles, employers are continuing to use AI to screen and prioritise them. In many cases, both sides are already interacting through layers of automation before a conversation even begins.

That does not make the process worse. It changes where the value sits. Less in the mechanics of applying, more in the quality of interaction that follows.

Where it all settles

The candidate I mentioned earlier secured multiple interviews through this approach. The AI did exactly what it was supposed to do. It created momentum and opened doors.

From there, the fundamentals took over. The ability to communicate clearly, understand the role and demonstrate genuine interest still carried the most weight.

That is probably the clearest way to think about this shift.

AI is becoming part of the application process, just as it has become part of the job itself. It can improve efficiency, consistency and reach. But it does not replace judgement, and it does not remove the need for real engagement.

If you are hiring, it is something to be aware of rather than concerned about. If you are a candidate, it is a useful tool, provided it is working with you, not instead of you.

I’m also keen to hear what others are seeing in the market.

Are AI assisted applications becoming more common in your process?

– Garth