Amelia will be specialising in recruiting permanent and contract roles across the Financial Services and Insurance space

Exciting news - Amelia Nelson has joined our Convergence team!

With over 12 years in recruitment, Amelia is widely respected for her deep industry knowledge, thoughtful approach, and the genuine care she brings to every interaction. Her broad expertise has spanned a range of functional disciplines, making her a versatile advisor to both clients and candidates.

Amelia will be specialising in recruiting permanent and contract roles across the Financial Services and Insurance space. Her coverage includes Business Development, Account Management & Distribution, Wealth/Financial Advisers and Planners, Insurance Brokers, Client Services, and Middle & Back Office Operations.

We’re thrilled to have her on board - welcome, Amelia!

We’re excited to return as a sponsor for the 2026 NZ HR Awards, shining a light on the leaders transforming the world of work

2026 NZ HR Awards

We’re excited to return as a sponsor for the 2026 NZ HR Awards, in partnership with HRNZ, shining a light on the leaders transforming the world of work.

We believe strongly in the transformational role a high performing HR function can play in building brilliant organisations. This sponsorship is our way of celebrating the incredible impact HR professionals have, and recognising the innovation, leadership, and heart they bring to the world of work.

We’re proud to be back championing the HR Professional of the Year Award 🏆 A standout honour for an individual whose work has redefined what excellence in HR looks like.

If you’re an HR professional making amazing strides in HR leadership and driving meaningful change, this is your moment. Share your story, showcase your achievements, and inspire others in the HR community across Aotearoa!

Submit your entry here 👉 https://hrnz.awardsplatform.com/

We’re proud to be back championing the HR Professional of the Year Award

We hosted a dynamic panel of executive leaders who shared their journeys, lessons learned, and practical advice for stepping into the C-suite

The Executive Edge 2025: Charting Your Path To Executive Leadership

We were thrilled to host our second Executive Edge event yesterday morning, welcoming a room full of ambitious emerging leaders, with many more joining us via livestream. Together, we took a deep dive into the realities of executive leadership: the mindset, decisions, and strategies that truly drive success at the top.

Our inspiring panel shared their journeys with candour, generosity, and plenty of hard-earned wisdom. From bold career pivots to leading through complexity, the conversation was rich with insights for anyone ready to step up and make an impact.

Here are a few of the key takeaways our panel shared:

💡 Back yourself: Career-defining moments often come from stepping outside your comfort zone. Whether it’s switching industries, relocating, or taking on a stretch role, progress requires courage, not certainty.

💡Curiosity is your superpower: Staying curious about the business, people, and environment is a game-changer. It opens doors, builds influence, and helps leaders navigate complexity with confidence.

💡Leadership is about perspective, not perfection: Decision-making at the executive level is fast-paced and imperfect. The key is to act with intent, learn quickly, and adapt. Most decisions aren’t final - what matters is momentum and reflection.

💡Resilience is built, not born: Peak performance requires purposeful recovery, therefore it is important to protect your energy through habits of exercise, reflection, clear boundaries, and timely resets.

💡The future demands agility and purpose: As technology reshapes the workplace, leadership fundamentals remain constant. Purpose-driven direction, empowered teams, and a growth mindset are essential to thrive in a fast-changing world.

A big thank you to everyone who joined us, both in person and online. We’re proud to create space for these conversations and play a role in shaping the next generation of executive leaders.

And a heartfelt thanks to our incredible panel for their generosity, openness, and inspiring insights:

▪️Thérèse Singleton - Chief Executive Officer, Ando Insurance + Non-Executive Director, NZ Financial Services Group
▪️Mark Ryland - Non-Executive Director, AA Insurance
▪️Liz O'Neil - Chief Financial Officer, Kāinga Ora
▪️Blair Robinson - Chief Commercial Officer, Wet & Forget

Charting Your Path To Executive Leadership

A timely reminder from Michelle Elsley: Having the right people ready to step up is just as critical as keeping the freight moving

Beyond the Flow of Goods: The Case for Investing in People

By: Michelle Elsley, Partner - Supply Chain & Operations

Consider this scenario: A mid-sized logistics firm farewells two senior operations managers within a few months. The day-to-day continues, but the ripple effects are felt - slower decisions, less clarity, and a team looking for direction. It’s a timely reminder: having the right people ready to step up is just as critical as keeping the freight moving.

In supply chain conversations, we tend to focus on the visible levers: freight volumes, port congestion, fuel costs, and tech upgrades. These are the metrics we can measure, optimise, and report on. But there’s another flow that’s just as critical yet often overlooked: the flow of people into leadership roles. This invisible infrastructure determines whether logistics organisations thrive, adapt, or fall behind. And unlike cargo delays or software outages, leadership gaps don’t show up on dashboards, until it’s too late. 

As someone who recruits across New Zealand’s logistics and operations sector, I see the same pattern play out time and again. Companies invest heavily in assets, contracts, and systems, but treat leadership development as something that will “take care of itself.” It doesn’t. In a market as tight-knit and talent-constrained as ours, the next generation of leaders won’t simply emerge - they need to be identified, nurtured, and deliberately built. 

This article is for both mentors and mentees navigating the logistics industry. Whether you're guiding others or preparing to lead, understanding how to bridge the gap to leadership is essential - not just for individual growth, but for the resilience and continuity of the entire sector. 

For many professionals working in logistics, the idea of stepping into leadership feels like a natural progression. You’ve built deep expertise in your role (whether that’s coordinating freight movements, managing inventory flows, or streamlining transport operations), and you’ve earned a reputation for delivering results. But once you’ve mastered the mechanics of your job, a new question inevitably surfaces: “Where do I go from here?” 

But the transition from operator to leader is more than a promotion or a new title. It’s a fundamental shift in how you think, act, and measure success. It’s not just about doing more… it’s about doing differently. 

The most challenging part of stepping into leadership is moving from doing the work yourself to enabling others to do it well. In logistics, where precision and control are often critical, this shift can feel uncomfortable. You’re no longer judged by your personal output, but by how effectively your team delivers. That means:

Letting go of control - trusting others to take ownership, even if they approach tasks differently.

Delegating with purpose - assigning work not just to get it done, but to grow capability.

Influencing outcomes - leading through clarity, coaching, and alignment, not just instructions. 

This is more than a skill change, it’s an identity shift. You move from being the expert to being the enabler. And unlike a forklift licence or ERP training, there’s no manual for this transition. And many promising professionals stall at this stage - not because they lack ability, but because they hit invisible walls. Common barriers include: 

Confidence: Waiting until you “feel ready” can delay growth indefinitely. Leadership often begins before you feel 100% prepared. The key is to start, reflect, and adapt.

Communication: In logistics, technical competence is highly valued, but leadership requires influence. That means being able to communicate clearly, listen actively, and tailor your message to different stakeholders, from warehouse teams to senior executives.

Perspective: Operators focus on tasks; leaders focus on systems. To lead effectively, you must zoom out and understand how your team fits into the wider supply chain, how decisions ripple across departments, and how to balance short-term pressures with long-term goals. 

Leadership isn’t a destination - it’s a discipline. And in logistics, where the pace is fast and the pressure is real, it’s easy to stay in the comfort zone of execution. If you’re serious about stepping into leadership, you need to start building the habits, mindset, and visibility that will get you there. 

Here are six practical, high-impact steps to help you grow into leadership, no matter where you are in your career:

Six practical, high-impact steps to help you grow into Logistics leadershipA Challenge to Senior Leaders

For those already in leadership roles, this conversation should cut just as deep. Many of you were promoted because you excelled operationally… but have you stopped to ask how you’re preparing the next wave? 

Too often, succession is left to chance. Leadership pipelines are only considered when a vacancy forces the issue, and by then, it’s often too late. In New Zealand, this risk is particularly acute. Thousands of Kiwi business owners and senior professionals are nearing retirement, yet most lack a clear succession plan.* In logistics, where operational continuity is critical, this creates a silent vulnerability. 

The Hanga-Aro-Rau Workforce Development Report highlights that the logistics sector is facing a significant talent shortage, compounded by an ageing workforce and limited branding as a long-term career destination.** The sector is struggling to attract and retain talent at scale, and without deliberate leadership development, the gap will only widen. 

This isn’t just a workforce issue, it’s a strategic one. If senior leaders don’t actively invest in mentoring and succession, organisations risk losing institutional knowledge, culture, and capability in one swift exit. The responsibility lies with today’s leaders to change this. That means: 

Mentoring early-career staff: Not just informally, but through structured programmes that build confidence and capability over time.

Inviting juniors into decision-making rooms: Exposure to strategic conversations helps emerging leaders develop perspective and voice.

Recognising potential before a crisis: Succession planning should begin long before a resignation or retirement.

Treating recruitment as strategic: You’re not just filling roles - you’re shaping the future of your organisation. 

These initiatives are vital but they need champions. Senior leaders must not only support them but actively participate. Your legacy won’t be defined by the systems you implemented or the contracts you won. It will be defined by the people you lifted, the culture you shaped, and the leaders you left behind.

Whether you're a seasoned leader or an emerging one, the time to invest in people is now. Start the conversation. Build the bridge. Shape the future.

* https://www.times.co.nz/business/new-zealand-faces-succession-planning-crunch/

** https://www.workforceskills.nz/assets/Documents/Hanga-Aro-Rau/Hanga_Aro_Rau_Workforce_Development_Needs_in_New_Zealand_s_Logistics_Sector_May_2023.pdf.pdf

Hear from executive leaders as they share personal journeys, key lessons, and practical advice to help you navigate your path with confidence

Ready to take your leadership journey to the next level?

After the success of last year's event, we’re bringing together another incredible panel of executive leaders to share their stories, insights, and advice for those curious about stepping into the C-suite.

Our Executive Edge event is designed for ambitious professionals who are curious about what it really takes to step into executive roles. Whether you're actively preparing for your next move or simply exploring what leadership could look like for you, this is your chance to hear directly from those who’ve walked this path.

Our panel of accomplished executive leaders will share their personal journeys, lessons learned, and practical advice to help you navigate your own path with confidence.

Expect honest reflections, actionable insights, and plenty of inspiration!

We look forward to you joining us online.

Read more details and register your spot below: https://us06web.zoom.us/webinar/register/WN_2_Pn3xRqTXSEa8DjTeE5zQ#/registration

Considering your next step in leadership? Join us online for practical insights, candid reflections, and actionable advice from those who’ve made it to the top.

Practical insights to help those navigating the shift from operational leadership to strategic governance

The Boardroom Blueprint with Julia Raue: Navigating the Path to Governance

Last Thursday, we had the pleasure of hosting a breakfast kōrero with Julia Raue - an inspiring independent director whose governance journey spans some of New Zealand’s most influential organisations.

Julia shared her story with honesty, humour, and a whole lot of wisdom - from her days as CIO at Air New Zealand to her current board roles across the country. It was a brilliant opportunity for our clients to dive into the mindset, mechanics, and meaning of modern governance with someone who’s truly walked the talk.

Some standout takeaways Julia shared to help those navigating the shift from operational leadership to strategic governance:

Governance is about oversight and assurance, not operational management - Directors must seek evidence and take personal accountability.

Effective Directors ask probing questions, seek data, and rely on strong committee structures for assurance.

Transitioning from executive to board roles means letting go of control, guiding rather than doing, and embracing humility.

Aspiring Directors should clarify their goals, do due diligence on opportunities, and ensure legal protections.

Resilience and reputation management are critical, as board roles can be lonely and high-stakes, especially in crises.

A governance career is purpose-driven and long-term, offering impact and learning rather than quick financial rewards.

Ongoing education, sector-specific expertise, and governance training (NZIOD/AICD) are essential for effective board performance and future-readiness.

Julia’s message was clear: governance isn’t just a seat at the table - it’s a serious responsibility. And for those considering the leap, preparation, reflection, and a commitment to growth are key.

A big thank you to everyone who came along and shared their morning with us, and a very special thanks to Julia for sharing your brilliant insights.

Download a practical guide to the root causes of NZ's productivity challenges and a blueprint for change

New Zealand's Productivity Paradox

Practical strategies from Emma Wellingham on how to deconstruct transformational change into its core, consistent elements

Breakfast with Emma Wellingham: Leading Transformative Change

Successfully navigating change requires deliberate design and skillful management, now more than ever. So how do we turn disruption into opportunity?

This topic was the focus of our recent breakfast session at Hotel Britomart, with Emma Wellingham, Founder of Elemental Change. Emma is renowned for helping others to break their change journey down to its simplest elements, and her insights sparked meaningful dialogue that left us feeling more informed on how to lead change with purpose and impact.

Practical steps to navigate critical change challenges.

Why change rarely follows a straight path, and why aligning strategic change with effective change management is key to navigating it successfully.

The critical role of leadership in guiding teams through uncertainty, fostering resilience, and building momentum for change.

Neuroscience in action: Emma introduced us to the concept of physical intelligence - a compelling approach that incorporates physiological techniques to help leaders regulate their responses, build resilience, and foster trust within teams. These tools are especially vital when leading through ambiguity and complexity.

A big thank you to everyone who joined us for this thought-provoking morning. If you’re leading change at a strategic level, Emma’s insights offer a fresh lens to help you break down transformation into its most essential, actionable elements.

Michelle Elsley breaks down why career planning often gets sidelined. Uncover the impact and take clear, practical steps to own your future

Why Career Planning Deserves More Attention

Many people acknowledge the importance of career planning, but in practice, it’s frequently ignored, delayed, or done without much intention. The result isn’t just slower career growth or occasional burnout… it can mean losing out on substantial income over time. More importantly, it can mean years of dissatisfaction, missed opportunities, and a career that drifts rather than advances.

Over the years in recruitment, I’ve consistently seen that those who take career planning seriously not only navigate their paths with greater clarity but also reach their goals faster and with more purpose. With the rapid evolution of industries and technology, waiting for opportunities to come to you is not enough. You need to actively shape your path before the market leaves you behind. 

Your career will likely span decades, influencing everything from your financial security to personal fulfilment. Intentional career planning puts you in control and helps you to:

Map out a clear vision for where you want to go, and the steps to get there.

Avoid jumping at the wrong opportunities that don't serve your bigger goals.

Build essential skills early, before they're make or break.

Seize opportunities at the right time - promotions, certifications, industry shifts.

If career planning is so critical, why do so many people overlook it?

In my years of working with candidates across all career stages, I’ve noticed a consistent pattern - despite understanding its value, many professionals struggle to prioritise career planning. Here are the most common reasons I’ve heard time and again in conversations with job seekers and career changers alike:

Lack of time: The demands of daily life make long-term planning feel like a luxury.

Uncertainty and fear: Thinking about the next 10 years can feel overwhelming when the next 10 months are unclear.

Lack of guidance: Schools and workplaces rarely provide structured career planning support.

Complacency: If a job feels “good enough,” planning for better opportunities takes a backseat.

Misconception of a linear path: Many assume careers should follow a straight progression, when in reality, the best paths often involve lateral moves, pivots, and unexpected opportunities. 

The high cost of not planning: leaving money (and opportunities) on the table

Poor career planning often means missing promotions, under-earning, or settling for jobs that don’t fully utilise your skillset. Over time, this translates to:

Lower lifetime earnings: Every missed promotion or lateral move that should have been a step up can cost you tens of thousands over time.

Missed networking chances: Not positioning yourself in the right places can mean you’re invisible when key opportunities arise.

Stalled growth: Without planning, you’re unlikely to keep your skills aligned with market demand.

Burnout from bad fits: Taking roles that don't align with your long-term goals can lead to dissatisfaction and mental fatigue.

Career risk management: planning for the unexpected

In recruitment, we regularly witness the ripple effects of sudden layoffs, industry upheavals, and the accelerating force of automation. The individuals who navigate these challenges most successfully are the ones who’ve taken steps to plan ahead. That means:

Establishing a financial safety net before making big career moves.

Keeping a pulse on emerging industry trends.

Upskilling in areas that offer long-term resilience and relevance.

Career planning isn’t just about climbing the ladder, it’s a strategic way to manage risk. In a constantly evolving job market, even seemingly secure roles can be disrupted by economic shifts, technological advancements, or internal organisational change.

Being proactive gives you a crucial edge. It might look like building a financial cushion before leaping into something new, tuning into signals of market instability, or developing skills that are less vulnerable to automation and outsourcing. When you anticipate challenges and prepare intentionally, you empower yourself to pivot with purpose, rather than scramble in crisis.

You don’t need a perfect plan - you just need a direction

Ready to take that first step? Here’s how I advise candidates to start…

Before you can move forward in your career, it’s essential to pause and look inward. Ask yourself: What does success truly mean to me? Is it rising through the ranks, mastering a specific craft, achieving financial freedom, or maintaining a healthy work-life balance? Picture your life five years from now - what kind of work are you doing, and what environments and skills energise you?

To get started, try journaling with prompts like: When was I most energised at work or school? If I had no fear of failure, what would I try? What does my ideal day look like? These questions can reveal hidden patterns and guide you toward a career path that genuinely aligns with who you are.

When big career dreams start to feel overwhelming, the key is to break them down into manageable, bite-sized steps. Start by using a proven framework like SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) to give your ambitions structure and clarity.

Tools like Notion templates or Trello can help you stay organised and track your progress visually.

Not sure where to begin? Choose one or two mini-goals to tackle this week: update your LinkedIn profile summary, identify three job titles that genuinely interest you, enrol in a free online course, or craft a 30-second elevator pitch that captures your professional interests. These small wins build momentum and confidence as you move forward.

To make informed career moves, start by exploring the landscape you want to enter. Research industry trends, emerging roles, and the technologies shaping the future of work. This not only sparks ideas but helps you anticipate where opportunities are headed.

Dive into job platforms like SEEK, LinkedIn Jobs or Zeil to browse current openings and take note of recurring skill requirements.

Use Glassdoor to check salary ranges and company reviews so you can set realistic expectations and negotiate with confidence.

Stay up to date by subscribing to industry newsletters and setting Google Alerts for specific terms.

No one expects perfection from the start; what matters most is recognising where you need to grow. Begin by pinpointing the skills that will propel you forward, then actively seek ways to build them, whether through online courses, real-world projects, or guidance from mentors.

Try conducting a skill audit using online platforms like CareerExplorer which will give you a clear snapshot of your current strengths, and will help to identify gaps between your existing abilities and those needed for your desired roles.

Investing in your network is investing in your future, so surround yourself with people who inspire, challenge, and support you.

Seek out mentors who have already navigated the path you’re on

Actively engage in professional communities where ideas and opportunities are shared.

Platforms like mentorship programs and niche Slack groups, as well as LinkedIn groups tailored to your field, are great places to connect with like-minded professionals.

Your career plan isn’t a rigid blueprint but a dynamic guide that grows with you. As industries transform, passions shift, and unexpected opportunities emerge - so staying curious and open-minded allows you to adapt and thrive.

The most resilient careers are built on adaptability, so regularly reflect on your journey by asking yourself: What have I learned in the past three months? and What’s something new I want to try in the next 90 days?

Cultivating a learning mindset can be supported by tracking your pivots and lessons in a personal career journal, while building habits like monthly self-reviews and quarterly career check-ins with a mentor or trusted peer will help you fine-tune your path and stay aligned with your evolving goals.

Whether you're early in your career, mid-way through, or even contemplating a shift later in life, career planning can unlock:

Clarity: Know what you’re working toward, not just what you’re working on.

Control: You’ll stop drifting from job to job and start charting a purposeful path.

Confidence: Having a plan makes it easier to say “no” to the wrong opportunities and “yes” to the right ones.

Compounding growth: Smart moves now snowball into better roles, better pay, and more freedom later.

Career planning is not a luxury, it’s a necessity. You owe it to yourself to design a career that fulfils you financially, intellectually, and emotionally. You wouldn’t go on a cross-country road trip without a map. So why go through a 40-year career without a plan?

Start small. Reflect on where you want to be in 5 years. Research what skills, experiences, and roles can get you there. Speak to mentors. Adjust along the way.

If you’re unsure where to begin, reach out to a Convergence recruiter who specialises in your field. We’re here to help - get in touch

If you're a leader looking for practical strategies to enhance productivity, this is a must-watch conversation

Unlocking NZ’s Productivity Potential - Practical Steps for Leaders, presented by Ian Walsh from Argon & Co

Yesterday we had the pleasure of hosting a hugely informative webinar featuring Ian Walsh from Argon & Co, who delivered a masterclass on why productivity matters, the obstacles holding us back, and the actionable steps Kiwi leaders can take today.

With productivity growth stagnating across nearly every major sector in NZ, it was heartening to see a strong turnout of leaders who are wanting to tackle productivity challenges head-on.

Ian shared invaluable insights during the session, and we’ve outlined the key takeaways below:

Missed the webinar or want to revisit Ian's expert advice? Watch the full recording now on our Convergence YouTube Channel

If you're a leader looking for practical strategies to enhance productivity, this is a must-watch conversation!

Thank you to everyone who joined us online, and a special thanks to Ian for partnering with us on this essential conversation.

Watch the webinar recording below [1:00:00] to hear Ian's practical insights to boost productivity 👇

"Unlocking NZ’s Productivity Potential"

Practical Steps for Leaders, presented by Ian Walsh from Argon & Co

As AI takes over tasks, the future belongs to those who master the one thing machines can’t replicate: being brilliantly, powerfully human

Beyond Automation: The Human Edge That Machines Can’t Replace

Everywhere you turn, the buzz is about what AI can now replace. 

Generating reports? Done.
Data analysis? Automated.
Product recommendations? Personalised by algorithms.
Basic writing? Handled. 

The list keeps growing. But the real conversation should be about the skills AI can’t replicate - the ones that make people uniquely, brilliantly human. 

AI is powerful, yes. But it isn’t curious. It doesn’t build trust. It doesn’t step into complexity and bring clarity, courage, or calm. And that’s exactly why the future belongs to organisations that invest in human potential. 

According to LinkedIn’s 2024 Workplace Learning Report, the most in-demand global skills today aren’t technical. They’re human - communication, leadership, and emotional intelligence. In a world where technology can do more, thriving organisations will be those that build what technology can’t do. 

A 2025 Future of Work survey by Gartner found that 83% of companies now prioritise "human-centric" skills over technical expertise when hiring and promoting. It’s a clear signal: while AI can generate endless outputs, it still can’t do what humans do best:

Navigate ambiguity in high-stakes environments

Inspire collective action around a cause or a vision

And the value of these capabilities is only increasing. According to a 2024 Microsoft and LinkedIn report, 75% of professionals using AI say it gives them more time to focus on work that truly matters - the kind that demands creativity, sound judgement, and real human connection. 

But this benefit comes with a responsibility. As technology gives us time back, we must be intentional in how we use it. Without conscious effort, that freed-up time will inevitably be swallowed by noise - endless meetings, reactive tasks, or digital distractions. It's not just about having more time; it’s about using it purposefully to strengthen the human qualities that AI can’t replicate. 

In this new landscape, AI isn’t replacing jobs, it’s reshaping them. And it's placing a premium on distinctly human capabilities. To stay competitive, organisations need to double down on the following:

Conflict Resolution: AI can suggest strategies, but only humans can sense tension and defuse it in the moment.

Social Influence: AI can spread a message; humans can spark movements.

Creative Problem-Solving: AI can offer options; humans deliver breakthroughs.

Decision-Making Under Pressure: In high-stakes uncertainty, human intuition still leads.

These are no longer “soft skills.” They are essential business skills - the foundation of resilience, leadership, and long-term success in an AI-powered world. 

To thrive in an AI-enhanced workplace, organisations must take intentional steps to grow their "human advantage":

Prioritise skills-first hiring and promotions: Look beyond degrees and technical certifications to emotional intelligence, leadership, adaptability, and creativity.

Invest in ongoing human skills development: Embed training in conflict resolution, storytelling, critical thinking, and decision-making under pressure into professional development programmes.

Redesign roles to focus on human strengths: Automate what can be automated and reorient human roles around relationship-building, strategy, innovation, and leadership.

Create cultures that reward curiosity, adaptability, and resilience: Make it safe for employees to experiment, learn, and evolve alongside technology. 

The World Economic Forum’s 2025 report is clear: human-centric skills, like creative thinking, emotional intelligence, and leadership, will surge in value by 30% over the next five years, marking a fundamental shift in what drives success in the age of AI. 

While AI will handle the repetitive tasks, the data analysis, and the operational processes, it’s humans who will continue to own the trust, the creativity, and the leadership - the spark that turns possibility into progress. Organisations that recognise this shift and invest in nurturing and elevating these irreplaceable human strengths won’t just adapt; they’ll become more innovative, more resilient, more trusted, and ultimately, more successful.

The Human Edge That Machines Can’t Replace

Erin Kirk explains why resumes still matter, how they work with AI tools, and offers tips to boost your resume in today’s job market

The Resume Is Not Dead: Why It Still Holds Value in the Age of AI-Driven Hiring

By: Erin Kirk, Partner - Sales & Marketing

There’s been a bit of buzz circulating on LinkedIn questioning the value of the resume. As a recruiter navigating the fast-paced world of AI-driven hiring, dynamic data collection, and ever-evolving technology, I often find myself in the middle of this debate: Is the resume still relevant? 

With AI algorithms, personality assessments, and vast pools of real-time data at our fingertips, the resume can seem like a relic of the past. While I fully embrace these innovations, the resume is far from obsolete. In fact, it remains a vital cornerstone of the hiring process.

The resume, for all its simplicity, is a format that has stood the test of time because it serves an undeniable purpose. It offers a quick, standardised snapshot of a candidate’s qualifications, experience, and skills. As a recruiter, I appreciate how easily I can glance at a resume and get a sense of a candidate’s professional trajectory. Whether they’re a seasoned veteran or a recent graduate, the resume presents the essential details clearly and concisely. 

Let’s not forget the value of structure. Resumes are predictable and familiar. They’ve evolved, of course—now incorporating different formats like functional, chronological, and hybrid—but their basic framework remains recognisable. This consistency allows for quick comparisons across candidates, saving time and reducing cognitive load during the early stages of hiring. 

When I’m reviewing a stack of applications for a role, the resume is the first place I look. It tells me what I need to know in the shortest amount of time: Has the candidate been in a similar role? Do they have the required technical skills? How have they grown in their career? In an age where time is more precious than ever, the resume provides the quickest route to understanding these fundamentals.

AI is undeniably transforming recruitment. Tools like automated resume parsers, chatbots, and algorithmic matching systems can quickly process thousands of applications, filtering candidates by keywords, skills, and job titles. These technologies help streamline resume screening and identify promising candidates based on structured data. However, AI falls short in capturing the nuances of personality and potential—those human elements that go beyond what's immediately visible in data. For example:

AI struggles to interpret the subtleties of human experience, such as passion, resilience, or creativity, which may not be fully expressed in structured resume data.

AI may not understand career gaps (e.g., personal development, travel, caregiving), non-traditional career paths, or unique experiences that indicate potential beyond keywords.

Many AI resume parsers prioritise specific terms or structured formats, potentially overlooking strong candidates who describe their skills differently.

If trained on biased data (e.g., past hiring patterns favouring certain demographics), AI may perpetuate systemic discrimination rather than eliminate it.

Personality and culture fit are complex and context-dependent. AI cannot measure a candidate’s adaptability, interpersonal skills, or alignment with company values as effectively as human recruiters.

Financial Services Recruitment

Evolving technology, regulations, and market pressures are creating a high demand for highly skilled Financial Services talent.

Looking for exceptional Financial Services talent? Let's start the conversation - contact our recruitment specialists below:

Jenny Parker: Partner - Compliance, Risk, Legal & Actuarial

Amelia Nelson: Associate Partner - Financial Services & Insurance

Erin Kirk: Partner - Sales & Marketing

Claire Ellis: Partner - Finance & Accounting

Claire Gibson: Partner - Technology, Transformation & Change