In a recent LinkedIn post, Hung Lee explores significant trends and potential disruptions set to shape the recruiting landscape in 2025. Lee, a prominent voice in the recruiting technology sector, outlines several key developments, ranging from legal challenges impacting major HR tech vendors to the evolving nature of candidate engagement and the influence of artificial intelligence.
Legal Precedents and Vendor Liability
One of the most striking predictions from Hung Lee concerns the potential for a landmark legal case involving Workday. Lee highlights what he terms the “Mobley vs Workday” scenario, drawing parallels to the foundational Jean-Marc Bosman ruling that reshaped football player transfers. He suggests that 2025 could be the year where the liability for issues within recruitment technology shifts from the operator to the vendor.
“This is the Jean-Marc Bosman case for TA Tech. Implications are massive, as for the first time the case is making the vendor liability not the operator!”
As Hung Lee explains, a class-action lawsuit initiated by Derek Mobley could open the floodgates for thousands of rejected candidates to join legal action against Workday. This development, if it materializes as Lee foresees, would represent a fundamental shift in how HR technology providers are held accountable for their platforms’ outcomes.
Data Control and Candidate Disposition
Lee also delves into the implications of Indeed’s Disposition Data Synch feature. While seemingly a technical update aimed at solving the persistent problem of the “CV blackhole,” Hung Lee views it as a more profound strategic move by Indeed.
The Foundation for Future Iterations
According to Hung Lee, this feature represents a “foundation level data grab for the next iteration of the platform.” He questions the willingness of companies to cede such a significant amount of control over disposition data to a single vendor.
“Would you give Indeed this amount of control? I think most are going to…”
This poses a critical question about data ownership and the consolidation of power among major HR tech players. Lee suggests that despite potential reservations, the convenience and perceived benefits might lead most organizations to adopt such data-sharing practices.
The Rise of Deepfakes and AI’s Impact
The post further explores emerging threats and challenges. Hung Lee introduces the “Liporazzi Incident,” a term he coins to describe the growing reality of candidates using deepfake technology to alter their appearance during synchronous video interviews.
“2025 was when Urban Myth solidified into practical reality – candidates deepfaking their appearance on synchronous video interview, all captured on video recording”
This prediction highlights a concerning future where verifying candidate identity and authenticity in remote hiring processes becomes increasingly complex. On the topic of artificial intelligence, Lee expresses skepticism about the perceived benefits for career progression, particularly for early-career professionals.
AI and the Eroding Career Ladder
He critiques the common analogy of AI as a “highly capable, PhD level intern,” arguing that this framing directly contributes to the elimination of entry-level roles.
Furthermore, Hung Lee addresses the burgeoning conflict over AI ownership, emphasizing the need for “Sovereign AI.” He expresses concern about relying on AI agents provided by SaaS companies, particularly those with leaders exhibiting “transhumanist, maybe post-human fetish.” Lee advocates for the adoption of open-source AI solutions that can be run on air-gapped devices, ensuring greater control and security.
Hung Lee’s analysis provides a forward-looking perspective on the critical issues facing the recruiting industry, urging professionals to consider the profound technological, legal, and ethical shifts on the horizon.
📝 About This Content
This article is based on insights shared by Hung Lee on LinkedIn.
📅 Originally posted on December 22, 2025 | View original post on LinkedIn →