Looking for daily inspiration?  Get a quote from the top leaders in the industry in your inbox every morning.Derek Williamson and Kathleen McDonough are the co-founders of Evercruiting, a recruitment technology company focused on improving hiring for service-based industries. Derek brings experience from operating and scaling multi-location businesses before leading an HR tech company as CEO, while Kathleen built her career in restaurant operations and applicant tracking systems, working with major brands and helping scale a previous company through acquisition. Together, they reunited to tackle persistent hiring challenges with a fresh perspective shaped by emerging technology and frontline realities. In this interview, Derek and Kathleen talk about recruitment technology, drawing a line in the sand with AI, and advocating for the applicant.Recruitment technology“Fundamentally, this whole hiring process has not really changed in like a hundred years. The only thing we did was we put the existing process online.”Derek highlights a core flaw in traditional hiring systems: they are often designed for HR teams rather than the frontline managers actually responsible for hiring. In industries like attractions and restaurants, these managers are busy operating the business, not sitting at a desk updating systems. Evercruiting flips that approach by building tools that meet managers where they are, especially through mobile and text-based interactions.Kathleen reinforces that everything is now filtered through the lens of the frontline user. Instead of forcing adoption, their goal is to create something managers naturally want to use because it makes their jobs easier. This shift reflects a broader rethinking of recruitment technology, focusing less on process compliance and more on usability and real-world application.Drawing a line in the sand with AI“We’re not going to use AI to replace human judgment.”Derek explains that many current AI tools in hiring attempt to evaluate candidates by scoring resumes or analyzing interviews, which introduces bias and overconfidence in flawed outputs. Rather than letting AI act as the decision-maker, Evercruiting uses it to support both candidates and employers by highlighting strengths and streamlining administrative tasks.Kathleen adds that AI should handle repetitive work like scheduling and communication, freeing up humans to focus on meaningful interactions. This philosophy establishes a clear boundary: AI enhances efficiency, but people remain responsible for evaluating fit. By redefining how AI is used, they aim to improve outcomes without compromising fairness or authenticity.Advocating for the applicant“Applying for jobs is this never-ending cycle.”Derek describes the broken dynamic where easy applications lead to overwhelming volumes, prompting automation that further distances candidates from employers. This cycle creates frustration on both sides and diminishes the quality of the hiring process. Evercruiting aims to rebalance this by improving how candidates present themselves and how employers engage with them.Kathleen emphasizes that employer branding and the hiring experience play a major role in attracting and retaining talent. Candidates form impressions quickly, and a poor process can deter even strong applicants. By prioritizing transparency, communication, and ease of use, their approach advocates for candidates while still supporting business needs. Derek and Kathleen can be reached on LinkedIn, where they actively engage in conversations about hiring and recruitment. To learn more about Evercruiting, visit www.evercruiting.com.This podcast wouldn't be possible without the incredible work of our faaaantastic team: Scheduling and correspondence by Kristen Karaliunas To connect with AttractionPros:AttractionPros.com[email protected]AttractionPros on FacebookAttractionPros on LinkedInAttractionPros on InstagramAttractionPros on Twi