# Phong Trieu

Phong Trieu writes about recruiting, hiring technology, and career strategy. Their posts explain how AI is changing recruiters’ work and offer practical advice on resumes, job searches, and demonstrating skills.

- Profile: https://b2binfluencer.marketing/creators/phong-trieu/
- LinkedIn: https://www.linkedin.com/in/phong-trieu-4b030a43
- Topics: artificial-intelligence, recruiting, ai-in-recruiting
- Based on 20 dated posts, latest 2026-09-29

## Summary

Phong Trieu explains AI in recruiting and gives practical hiring and job search advice.

- Best for: A recruitment technology company wanting a B2B talent-acquisition voice for education.
- Not for: A named, data-backed benchmark report on AI screening accuracy and sourcing efficiency.
- Check first: Confirm partnership formats, terms, and recent LinkedIn audience analytics.

### Takeaways

- AI is a force multiplier in recruiting, not a replacement for recruiters.
- The resume is shrinking, not dying, and skills proof is replacing it.
- A resume wins by acting like a marketing document, not a biography.

## Main ideas

- **AI is a force multiplier in recruiting, not a replacement for recruiters**: They argue AI has already absorbed sourcing, first-pass screening, scheduling, and note-taking, so recruiter value moves to advising hiring managers, defining what "great" looks like, and running a high-trust candidate experience. The framing is blunt about the risk: AI "amplifies both good and bad recruiting," and screening is getting faster and "sometimes dangerously shallow." Their stated goal for recruiters is to be "high-tech and high-touch," using AI to clear busywork while keeping the judgment calls.
- **The resume is shrinking, not dying, and skills proof is replacing it**: AI makes it easy to generate near-identical applications, they argue, pushing employers toward resumeless or resume-optional hiring built on work samples, portfolios, project repositories, assessments, and short work trials. They predict a hybrid end state: lightweight profiles, skills verification, and real work demonstrations, with “less storytelling about experience, more evidence of ability.” They lay out the trade-offs rather than presenting it as a clean fix.
- **A resume wins by acting like a marketing document, not a biography**: Even as they argue the resume's role is shrinking, they coach candidates on ranking well in the filters. Their recurring advice: use a clear, specific headline; show measurable results rather than responsibilities; match keywords to the job description; put a summary and two or three big wins in the top third; and show growth through promotions or expanding scope. Resumes get filtered before they get read, they argue, so vague language loses. This advice sits in tension with their resumeless-hiring argument: candidates are told to optimize for the same automated screening they describe as producing noise and shallow judgments.
- **Direct contact and networking still beat paid job-search shortcuts**: They advise candidates to work with a recruiter who knows their target industry, avoid spending money on “reverse recruiting,” and contact the hiring manager or hiring team directly. In a market full of AI screening and ranking software, they recommend personal contact and warm introductions over more applications. They pair that advice with the claim that companies will still pay for top talent in a tough market.
- **Hiring reallocates in a shock rather than freezing**: In a scenario post, they argue that a prolonged U.S./Israel-Iran conflict would split American hiring rather than freeze it. They expect slower hiring in marketing-heavy expansion, speculative headcount, extra management layers, and internationally exposed functions without near-term ROI, alongside stronger hiring in cybersecurity, defense and aerospace, energy, logistics and supply chain, risk and compliance, critical manufacturing, and finance leaders who can manage volatility. They also expect longer approval cycles, more quietly opened roles, candidates trading excitement for stability, layoffs and hiring happening simultaneously, and employers stating reality instead of “optimism theater.”
- **Stay curious and adaptable, and aim at industries with growing demand**: Their career advice centers less on credentials than on continuous skill building: professionals who stay relevant over the next five years will not be those with the longest resumes, but those who keep learning and stay open to new opportunities. They argue technical skills and human skills — problem solving, communication, critical thinking — matter equally, then turn that case into self-assessment questions readers can act on.

## Work to read

- [AI isn't coming for recruiting—it's already sitting in the interview](https://www.linkedin.com/posts/phong-trieu-4b030a43_ai-isnt-coming-for-recruiting-its-already-activity-7452780074958798848-YDsI)
- [AI isn't replacing recruiters. It's reshaping the triangle between recruiter, candidate, and hiring manager](https://www.linkedin.com/posts/phong-trieu-4b030a43_ai-isnt-replacing-recruiters-its-reshaping-activity-7435366491925028864-oX5y)
- [Is the Resume Becoming Obsolete? The Rise of Resumeless Hiring](https://www.linkedin.com/posts/phong-trieu-4b030a43_is-the-resume-becoming-obsolete-the-rise-activity-7435772125396815874-TENR)
- [If you want your resume to rank at the top of the candidate pool](https://www.linkedin.com/posts/phong-trieu-4b030a43_if-you-want-your-resume-to-rank-at-the-top-activity-7434375942577233920-pury)
- [If the U.S./Israel-Iran war lasts 6 months or longer, hiring in America likely won't freeze. It will split.](https://www.linkedin.com/posts/phong-trieu-4b030a43_if-the-usisrael-iran-war-lasts-6-months-activity-7436836785520787456-aqF5)
- [Been using a new tool... CoRecruit for managing documentations, calls, meetings](https://www.linkedin.com/posts/phong-trieu-4b030a43_been-using-a-new-tool-corecruit-for-managing-activity-7498422091986374658-FfLc)
- [The world of work is changing faster than ever](https://www.linkedin.com/posts/phong-trieu-4b030a43_careerdevelopment-jobsearch-futureofwork-activity-7471220070569062401-lL5s)
- [Companies will pay for top talent even in an uncertain and tough market](https://www.linkedin.com/posts/phong-trieu-4b030a43_companies-will-pay-for-top-talent-even-in-activity-7428571686289166336-7qoC)

## Brand relationships

- **CoRecruit** (mention)

## Partnerships

In a post about CoRecruit, Phong Trieu recommends the recruiting tool and describes using it to capture meeting notes and update a CRM. The post does not identify a paid partnership, and no business inquiry route is documented; ask directly about partnership formats and terms.

## Alternatives

- Dennis Smith: Dennis Smith is the stronger pick when a campaign aimed at marketers wants a long-tenure hiring operator who can speak to the whole candidate experience rather than a single tool. The work here covers applying for a corporate recruiting job by mail through newspaper classifieds, how AI has compressed a decade of change into months, and the practical line that AI should sharpen a candidate's examples and interview practice without replacing their own voice. The most recent post adds a clear current vantage point: after 29 years in recruiting across global teams, RPOs, and vendor management, Dennis Smith moved into an HR manager role at a community behavioral-health organization and now hires counselors, case managers, nurses, and support staff locally. For a recruitment technology company, that combination works for a candidate-facing session, a segment on what AI should and should not write for an applicant, or an interview about what a long hiring career looks like from the inside.
- Lindzi Cox: Lindzi Cox is the better choice when a campaign aimed at hiring teams is about redesigning the hiring process rather than describing AI inside it. Their posts argue that teams are already running biased, inconsistent algorithms in their heads and cannot debug them, highlight structured hiring and the idea of quiet high performers whom resume screens filter out, and ask what a hiring process would look like built from scratch instead of as an automated version of the inherited funnel. For a vendor selling structured screening, scorecards, or process redesign, that gives a cleaner reason to talk about screening design and the cost of bad hires than a general AI panel would.
- Russell Mikowski: Russell Mikowski is the better pick when a campaign aimed at assessment buyers wants an active recruiter and an assessment product in the same session. One post follows a job seeker who applied to more than 500 roles with few interviews, points to AI-generated resumes that all look alike, and describes attaching a PRISM personality profile to applications, which produced hiring-manager replies and interview questions about communication style. The other is a live search for a chief revenue officer to build North America for a Middle Eastern banking and finance platform, with an explicit must-have list and a first-hire story. For a vendor selling assessments, personality profiling, or candidate-presentation tools, the first post is a firsthand account of a change that drew responses, and the second shows how the same person screens and shortlists senior candidates.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/