In a recent LinkedIn post, Jason Averbook explores the rapidly diminishing value of traditional resumes in the modern hiring landscape, particularly in light of advancements in artificial intelligence. Averbook highlights a critical observation made by Ophir Samson during a podcast conversation, suggesting that AI has rendered resumes largely ineffective due to a severely degraded signal-to-noise ratio.
As Jason Averbook notes:
“AI has made the signal-to-noise ratio on resumes so low that they’re basically useless now.”
Averbook elaborates on this point, explaining that AI-generated resumes often present a uniformly polished image, making it difficult for genuinely qualified candidates to distinguish themselves from less suitable applicants. The proliferation of AI cheating tools during interviews further complicates the hiring process, leading to a scenario where AI-written resumes are being screened, only for candidates to then use AI in real-time during interviews.
The AI Arms Race in Hiring
Jason Averbook questions the logic of attempting to solve this problem by implementing more AI into the resume-screening process. He points out the paradox of using AI to filter resumes that were likely created with AI, and then expecting candidates who may be using AI during interviews to be accurately assessed.
“So we’re screening AI-written resumes to find candidates who then cheat with AI during interviews. And somehow we think adding more AI to the resume-screening process will fix this?”
This situation, according to Averbook, necessitates a fundamental shift in how candidates are evaluated. He emphasizes that the current system is failing to identify true talent effectively.
Shifting Focus to Human Judgment
Instead of trying to refine AI-based resume screening, Averbook, echoing Samson’s perspective, advocates for replacing the resume screen altogether. The proposed alternative involves giving candidates a platform, such as a voice interview, where they can articulate their qualifications and stand out through genuine communication rather than relying on AI-assisted text.
“There are certain things humans CAN do, and certain things humans SHOULD do.”
Averbook argues that the core strengths of human recruiters—their judgment, institutional knowledge, and ability to assess cultural fit—are precisely the skills that AI cannot replicate. These are the tasks, he suggests, that recruiters *should* be focusing on. Conversely, scanning numerous AI-generated resumes for keywords is a repetitive and low-value task that is already being poorly handled by AI, according to Averbook’s interpretation of Samson’s views.
Rebuilding Trust in the Hiring Process
The conversation also touched upon the nature of trust in professional interactions. Averbook shares another impactful quote from Samson:
“Trust is not something you vibe code.”
This statement underscores the idea that genuine trust and understanding between an interviewer and a candidate are built through authentic human interaction, not through algorithmic processes or superficial assessments. Averbook concludes by encouraging readers to engage with the full podcast conversation, suggesting it offers valuable insights for anyone involved in recruitment and talent acquisition.
📝 About This Content
This article is based on insights shared by Jason Averbook on LinkedIn.
📅 Originally posted on January 29, 2026 | View original post on LinkedIn →