AMS

AMS We enable business success and progress future careers. Talent is our world.

10/06/2026

In our latest webinar on inclusive TA in the age of AI, we explored what organizations must get right when implementing AI in hiring: building transparent hiring processes, reducing bias in AI-driven decisions, strengthening governance, and keeping humans accountable where it matters most. 🎯

The discussion reinforced an important truth: responsible AI in hiring is less about automation, and more about intention, governance and trust.

🔎 As more organizations adopt AI-powered hiring tools, the challenge is no longer whether to use AI, it’s how to use it responsibly to create better, fairer outcomes for candidates and businesses alike.

If you’re looking beyond speed and efficiency, and thinking seriously about how AI can support fairer outcomes at scale, the on‑demand session is now available.

▶️ Watch the webinar: https://www.weareams.com/resources/events/inclusive-talent-acquisition-in-the-age-of-ai-what-leaders-must-get-right/?utm_campaign=Always+ON&utm_content=In+our+latest+webinar+on+&utm_source=facebook

Accountability is built, not assigned. 🎯 Leading organizations are shifting towards models that enable autonomy, encoura...
07/06/2026

Accountability is built, not assigned. 🎯 Leading organizations are shifting towards models that enable autonomy, encourage informed decision-making, and treat mistakes as part of the learning process.

The result? Stronger individual performance, more engaged teams, and better business outcomes.

🔎 AMS Chief Growth Officer Nicola Hancock, and fellow Forbes HR Council members share their advice on how to inspire teams to think and act like owners: https://www.forbes.com/councils/forbeshumanresourcescouncil/2026/05/21/20-ways-leaders-can-inspire-ownership-and-accountability-in-their-teams/

The challenge of scarce skills is forcing organizations to rethink not just how they hire, but the hiring models themsel...
26/05/2026

The challenge of scarce skills is forcing organizations to rethink not just how they hire, but the hiring models themselves. 💡 Traditional recruiting alone isn’t enough; leading teams are shifting to skills-based hiring, relationship-led engagement, and building proactive talent pipelines that create access to capability before demand peaks.

🔎 Our Chief Growth Officer, Nicola Hancock, alongside fellow Forbes HR Council members, gives her insights on what leaders need to consider to help them recruit rare talent in competitive markets:
https://www.forbes.com/councils/forbeshumanresourcescouncil/2026/05/20/20-ways-hr-leaders-recruit-rare-talent-in-competitive-markets/

Hiring fast and hiring right aren't a trade-off — they're a strategy. Here's how the best TA leaders are proving it. 🎯Sp...
19/05/2026

Hiring fast and hiring right aren't a trade-off — they're a strategy. Here's how the best TA leaders are proving it. 🎯Speed and quality don't have to be competing forces, with deliberate design they can be outcomes of the same strategy.

As organizations flex in growth cycles, the real challenge isn't moving faster or raising the bar – its building a hiring model that enables both.

When agentic AI led decision frameworks, skills signals and human judgment are aligned, speed becomes sustainable and quality becomes consistent.

🔎 AMS Chief Growth Officer Nicola Hancock, and fellow Forbes HR Council members share their advice on strategies to move faster while still making deliberate, well-informed hiring decisions: https://www.forbes.com/councils/forbeshumanresourcescouncil/2026/05/08/12-tips-for-balancing-hiring-speed-with-talent-quality/

We’re proud to be platinum sponsors of The Josh Bersin Company Irresistible Conference, and to be hosting an executive‑l...
18/05/2026

We’re proud to be platinum sponsors of The Josh Bersin Company Irresistible Conference, and to be hosting an executive‑level innovation session designed for leaders shaping the future of talent acquisition. 🌎

Our 45‑minute innovation workshop is built for senior leaders responsible for TA strategy at scale.

Moving beyond trend‑led narratives, our session focuses on where AI genuinely creates enterprise value—and where human judgement must remain central.

🎯Through a shared case study and a structured “building blocks” exercise, participants will:

- Test priorities and trade‑offs in AI‑augmented TA models
- Benchmark thinking with peers facing similar enterprise challenges
- Identify which AI‑enabled capabilities to invest in—and what to de‑prioritize
- Build a shared strategic language to inform board‑level decisions, operating models and future technology choices

The workshop is intentionally participative, enabling informed debate, sharper clarity, and practical signals for building scalable, enterprise‑grade Human + AI talent acquisition strategies.

If you’re attending Irresistible, we’d love you to join us.

🔎 Learn more about the conference, and register to join us: https://www.weareams.com/resources/events/irresistible-2026/?utm_campaign=Always+ON&utm_content=We%E2%80%99re+proud+to+be+platinu&utm_source=facebook

AI doesn’t diminish human value—it amplifies it. 🌏 As organizations rethink how early careers talent enters the workforc...
17/05/2026

AI doesn’t diminish human value—it amplifies it. 🌏 As organizations rethink how early careers talent enters the workforce, the most important signals are no longer just credentials or traditional metrics, but how quickly individuals learn, adapt and apply skills in real contexts.

That shift creates both opportunity and responsibility: opportunity to access roles through skills and potential, and responsibility for organizations to design systems that support decision‑making, fairness and growth from day one.

The organizations that succeed won’t be those trying to replace judgement with technology, but those enabling people to become superworkers—combining human insight with AI‑powered intelligence to move faster, think sharper and make better decisions.

When applied intentionally, AI can help surface skills that might otherwise be overlooked, improve workforce visibility, and support early‑career talent in building momentum sooner.

But impact comes from how technology is used—to empower people, strengthen accountability and connect potential to opportunity at scale.

🔎 Read more in the Economic Times article: https://economictimes.indiatimes.com/tech/startups/forget-revenue-and-burn-rate-early-stage-founders-should-track-these-critical-signals/articleshow/130782685.cms

Imagine if your hiring technology felt as intuitive as the apps you use every day. đź’ˇ In our Ideas in Action session, AMS...
15/05/2026

Imagine if your hiring technology felt as intuitive as the apps you use every day. 💡 In our Ideas in Action session, AMS will show how consumer‑grade technology can elevate contingent resourcing into an experience hiring managers genuinely value.

By bringing together multiple channels to talent in a single, integrated view, we use AI-driven skills intelligence and centralised analytics to empower your team.

We’ll demonstrate how this allows organisations to achieve greater clarity, speed, and confidence in every hiring decision.

đź“Ť Attend our session to:

- Discover how great hiring manager experience drives adoption, visibility, and cost control
- Explore how technology can enable a total talent approach
- Reimagine what is possible when decisions are powered by data and analytics

While you’re at the Summit, visit us at Booth 17 and join our roundtable, “Direct Sourcing: What is Working?”, on 19 May at 11:30am.

Learn more about AMS at the Summit: https://www.weareams.com/resources/events/2026-cws-summit-europe/?utm_campaign=Always+ON&utm_content=Imagine+if+your+hiring+te&utm_source=facebook

26/04/2026

As a global leader in private aviation services, our client operates one of the world’s largest networks of private terminals across North America. 🌎 With over 160 bases supporting more than 1,800 hires annually, maintaining quality of hire while reducing attrition is paramount.

The organization faced a straining legacy process where delays were not an option, yet candidate "time-in-process" averaged a staggering 110 days.

đź’ˇ The AMS Solution: Technology-Enabled Precision
To deliver technology-enabled precision, AMS launched a fully integrated, high-volume recruiting system that granted recruiters full-cycle control from intake to offer extensions. This strategic shift reduced manager time commitment through streamlined screening while utilizing proactive sourcing, such as open houses and programmatic media, to flood the pipeline with top-tier talent.

The Impact: From Days to Minutes 🚀
This transformation moved the needle on every critical metric:
- Drastic Speed: Candidate time-in-process plummeted from 110 days to just 33 days.
- Massive Savings: Reduced recruitment agency reliance from 43% to 23%, saving over ÂŁ500,000 in fees.
- Quality & Volume: Candidate flow increased by 31%, while interview-to-offer rates jumped to 66%.

🔎 Read the case study to learn more: https://www.weareams.com/resources/case-studies/piloting-toward-quality-candidates-with-one-of-the-worlds-largest-aviation-companies/?utm_campaign=Always+ON&utm_content=As+a+global+leader+in+pri&utm_source=facebook

This is people powered partnership.

19/04/2026

Our client, a community-focused financial services leader, required a robust, customer-centric contingent workforce strategy to evolve the candidate journey, enhance their employer brand, drive cost savings, and reduce time-to-fill for high-volume roles.

đź’ˇ The Solution: Branded Direct Sourcing
Tailored to the client’s unique needs, we provided a dedicated team operating under the client’s employer brand while utilizing talent pool technology and VMS integration to build specialized, streamlined pipelines across multiple divisions.

The Impact: $6M+ in Annualized Savings
Within just two years, the partnership delivered transformative results:
- Financial Growth: Over $6 million in annualized savings.
- Talent Velocity: 60% of contingent roles are now filled directly from a pool of 70,000+ qualified candidates.
- Stakeholder Excellence: Achieved a 95% hiring manager satisfaction rate.

🔎 Learn more: https://www.weareams.com/resources/case-studies/transforming-contingent-workforce-management-through-direct-sourcing/?utm_campaign=Always+ON&utm_content=Our+client%2C+a+community-f&utm_source=facebook

This is people powered partnership.

12/04/2026

Despite strong brand recognition, HVAC Technicians didn’t feel a strong sense of "belonging" to the company’s culture. A complex application process and a passive market made talent acquisition challenging.

đź’ˇ The AMS Solution
To implement an authentic, hero-focused value proposition that replaced traditional industry jargon, AMS focused on the following key pillars:
- Research-Led: We conducted 12 focus groups to tap into the "fixer" pride that Technicians feel.
- Strategic Talent Value Proposition: We rebranded roles as "elite agents" on a mission and deployed this messaging via Spotify, social media, and digital-out-of-home platforms.
- Tech-Enabled: We simplified the candidate journey by creating a bespoke landing page and utilizing "Tech Ambassadors" for instant engagement.

The Impact
- 50% faster time-to-offer.
- 66% increase in application flow.
- Global Reach: Applications from 34 countries and a massive boost in brand awareness.

🔎 Learn how we strengthened brand perception in key markets with a scalable strategy and clear ROI: https://www.weareams.com/resources/case-studies/driving-global-brand-awareness-with-ams/?utm_campaign=Always+ON&utm_content=Despite+strong+brand+reco&utm_source=facebook

This is people powered partnership.

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