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.
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
Phong Trieu writes about recruiting, hiring technology, and career strategy.
Their posts are especially known for explaining how AI is changing recruitment while arguing that human judgment, trust, and relationships still matter.
They also offer practical advice on resumes, skills-based hiring, and job searches.
A useful place to start is their discussion of resumeless hiring: it weighs the potential benefits of work samples and skills assessments against concerns about candidate burden, scalability, and new forms of bias.
Trieu connects changes in hiring technology to decisions people actually face.
In posts about AI, the point is not simply that automation speeds up sourcing and screening: faster screening can also be shallow, so recruiters need to advise hiring managers and interpret evidence rather than just move candidates through a process.
The career advice follows the same practical pattern, from showing measurable results on a resume to demonstrating skills through work samples.
The posts also address exceptions and trade-offs: resumeless hiring may reveal ability beyond credentials, but it can demand unpaid work and favor candidates with better access to opportunities.
That mix of concrete tactics and cautions makes the work useful to recruiters and job seekers trying to understand what hiring changes mean in practice.
Phong Trieu's recurring argument is that AI changes what recruiters and candidates do rather than eliminating either side.
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Recruiters should hand repeatable work to AI and reserve human judgment for fit, motivation, and hiring-manager advice; the resume is shrinking toward a hybrid of lightweight profiles, skills verification, and real work samples; and hiring demand reallocates rather than freezes when markets turn.
Most posts follow the same pattern: name the shift, then give recruiters or job seekers a numbered list of actions.
They write from more than 20 years in staffing.
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.
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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.
They joke that AI can write a perfectly polite rejection email but still cannot explain why “culture fit” somehow meant “we hired the CEO's nephew.” The post also lists what thriving recruiters do: eliminate busywork with AI, double down on relationships and trust, get better at asking the right questions rather than faster, and translate between data and human decisions.
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.
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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.
Their pros and cons list weighs more inclusive talent pools for career switchers and self-taught candidates, better signals on real skills, and less pedigree bias against scalability problems, new bias toward candidates with better tools or networks, and the unpaid burden of work trials on candidates. They also name a driver they say confuses recruiters: applications that look almost identical because of generative tools.
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.
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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.
“Increased pipeline by 37% in 2 quarters” versus “Responsible for managing pipeline,” and a headline like “Revenue Operations Leader | Scaled SaaS teams from $5M to $50M ARR” instead of “Experienced Professional.”
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.
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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.
The short post boils down to a sequence: network, go to industry events, talk to people, and get in front of the hiring team. A companion post makes the same point: “network with intent: warm intros and targeted conversations beat mass applying.”
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.
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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.”
Their explanation for cutting recruiters while urgently hiring cyber experts, plant leaders, pricing analysts, or supply-chain operators: “That's not contradiction. It's reallocation.”
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.
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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.
They list ten areas expected to grow through the decade: AI and machine learning, cybersecurity, healthcare and biotechnology, clean energy, advanced manufacturing and robotics, data analytics, cloud computing, supply chain technology, fintech, and skilled trades. Suggested questions include “What skill can I learn in the next 90 days?” and “How can I become more comfortable with AI tools and digital technologies?”
Why does Phong Trieu say AI is already inside recruiting?
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Start here for the clearest statement of the high-tech, high-touch thesis and the operational shifts behind it.
Drawing on 20+ years in staffing, Phong Trieu writes that AI is already in the interview, not a future threat.
The post calls AI a force multiplier that amplifies both good and bad recruiting: sourcing is automated, screening is faster and sometimes dangerously shallow, and candidate outreach can be generated in seconds.
Recruiters who thrive in the next three to five years will use AI to remove busywork, double down on relationships, ask better questions, and translate between data and human decisions.
A joke makes the point: AI can write a polite rejection email, but it cannot explain why 'culture fit' meant 'we hired the CEO's nephew.' The closing frame is high-tech and high-touch.
For brands planning a campaign
For a recruitment technology campaign, this is a strong anchor for a webinar or article on how AI changes sourcing, screening, and candidate evaluation without replacing human judgment. A practical angle: demonstrate high-tech, high-touch workflows and ask recruiters where they use AI as a shortcut versus a strategic advantage.
What changes for recruiters, candidates, and hiring managers as AI spreads?
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Start here for a structured map of the hiring triangle and practical job-search responses.
AI is not replacing recruiters; it is reshaping the triangle between recruiter, candidate, and hiring manager.
Recruiters move from find and filter to advise and influence; candidates meet a more automated front door but a more human finish; hiring managers must hire more intentionally.
The post says the market feels faster, more competitive, and more skills-driven, then offers job-seeker actions: show measurable results, build real skills through projects, demonstrate AI fluency, and network with intent.
Its closing point: AI will not replace trust, judgment, or human connection.
For brands planning a campaign
This post maps directly to a webinar or article on AI in hiring. It can frame three stakeholder panels—recruiter, candidate, hiring manager—and show where AI changes each step: sourcing, screening, outreach, and final decision.
Start here for a compact pros-and-cons analysis of resumeless hiring and the hybrid model Phong Trieu expects next.
Phong Trieu examines resumeless or resume-optional hiring, where employers ask for work samples, portfolios, project repositories, assessments, or short work trials instead of polished PDFs.
The post gives three drivers: AI makes identical applications easier to produce, skills-based hiring is rising, and a one-page resume never told the full story.
It lists pros—more inclusive pools, better signal on real skills, reduced pedigree bias—and cons—scalability, new access biases, and unpaid candidate burden.
The takeaway: the resume is not dying, but its role is shrinking toward a hybrid of lightweight profiles, skills verification, and real work demonstrations.
For brands planning a campaign
Use this for an article or webinar on skills-first hiring and candidate evaluation. It gives the vendor a balanced frame: show how assessments or work samples improve signal, and address scalability and candidate burden rather than treating resumeless hiring as a simple fix.
Start here for concrete resume tactics a candidate can apply immediately.
A practical resume post: the top 5% of resumes Phong Trieu reviewed do five things.
They use a clear, specific headline such as 'Revenue Operations Leader | Scaled SaaS teams from $5M to $50M ARR'; show measurable results such as 'Increased pipeline by 37% in 2 quarters' rather than 'Responsible for managing pipeline'; match keywords from the job description; put a short summary, core competencies, and two or three big wins in the top third; and show proof of growth through promotions, expanded scope, bigger budgets, or larger teams.
The post calls a resume a marketing document, not a biography.
For brands planning a campaign
This gives a recruitment technology company an easy article or webinar asset: how AI screening and keyword ranking change resume strategy. Pair the five criteria with before-and-after resume examples and show where human review still matters.
How could a prolonged conflict change U.S. hiring?
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Start here for a role-by-role scenario on where hiring slows and where it accelerates.
A scenario post: if the U.S./Israel-Iran war lasts six months or longer, U.S. hiring will not freeze; it will split.
Phong Trieu expects slower hiring in marketing-heavy expansion, nice-to-have initiatives, speculative headcount, extra management layers, and internationally exposed functions without near-term ROI.
Hiring should strengthen in cybersecurity, defense and aerospace, energy, logistics and supply chain, risk, compliance and intelligence, critical manufacturing, finance leaders who can manage volatility, and operators who do more with less.
The post also predicts longer approval cycles, candidates shifting toward resilience and stability, layoffs and hiring happening at the same time, and the best hiring organizations communicating reality rather than optimism.
For brands planning a campaign
A strong angle for a webinar or article on resilience hiring under geopolitical uncertainty.
It can help a recruitment technology company show how demand shifts by role and sector, and how recruiters support reallocation rather than simple headcount freezes.
What does AI meeting documentation look like in a recruiter's daily work?
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Start here for a short firsthand account of the workflow and its claimed time savings.
A firsthand tool review.
Phong Trieu describes using CoRecruit for documentation, calls, meetings, CRM connection, AI summaries, fillable forms, and full transcripts, saying it frees time from manual note-taking and makes recruiting and sales processes smoother.
The post recommends spending time connecting and listening instead of typing.
For brands planning a campaign
For a recruitment technology vendor, this is an example of AI meeting documentation inside a recruiting workflow.
It supports a demo or case-study angle on time saved, CRM hygiene, and transcript review.
Ask for measured results before using it as evidence of impact.
Which industries are likely to grow, and how should job seekers respond?
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Start with this concise list and self-assessment questions.
A career development post on a changing world of work.
Phong Trieu lists ten growth areas through the rest of the decade: AI and machine learning, cybersecurity, healthcare and biotechnology, clean energy and sustainability, advanced manufacturing and robotics, data analytics and business intelligence, cloud computing and digital infrastructure, supply chain and logistics technology, fintech, and skilled trades and infrastructure development.
The advice for job seekers: stay curious, adaptable, and committed to learning.
Ask what skill you can learn in 90 days, how to get comfortable with AI tools, which growing industries fit your strengths, and how to demonstrate resilience.
For brands planning a campaign
Useful for a career-focused article, webinar, or resource on where hiring demand is heading.
It gives a ready-made industry map and job-seeker questions.
Ask for the sources and dates behind the trends before presenting them as evidence.
What should candidates do when AI screens resumes?
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Start with a blunt, short answer focused on networking and direct contact.
A short, direct post: companies will pay for top talent even in an uncertain market. Phong Trieu advises working with a recruiter who knows the target industry, warns against spending money on 'reverse recruiting,' and recommends networking, attending industry events, and getting in front of the hiring manager or team despite AI resume screening and ranking software.
For brands planning a campaign
A supporting quote on human connection in hiring, useful for a webinar segment on why networking and direct contact with hiring managers still matter alongside automated screening.
AI reshaping recruiting without replacing human judgment2
Career resilience and job search strategy2
Hiring strategy during geopolitical and economic shocks1
Recruiting tool adoption and vendor visibility1
AI reshaping recruiting without replacing human judgment
Across several posts, Phong Trieu argues that AI is changing, not replacing, recruiters’ jobs.
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They describe AI taking on sourcing, screening, scheduling, and note-taking, while recruiters focus more on advising hiring managers, defining what great looks like, and delivering high-trust candidate experiences. They also warn that AI screening can be dangerously shallow and argue that human judgment still matters for team fit, communication, motivation, and leadership potential.
They often frame arguments as numbered shifts or lists of what will change, then offer practical steps for recruiters or candidates.
One post uses humor to show that AI cannot explain culture-fit decisions.
For brands planning a campaign
A recruitment technology company could feature Trieu in a webinar or article on how AI changes sourcing, screening, and candidate evaluation, with practical guidance for recruiters on using AI for busywork while keeping human judgment central. Their balanced view—that AI amplifies both good and bad recruiting—suits a vendor-neutral panel or educational piece.
Trieu questions whether the resume is becoming obsolete and explores resumeless or resume-optional hiring, where employers ask for work samples, portfolios, assessments, or short work trials.
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They envision a hybrid future of lightweight profiles, skills verification, and real work demonstrations. They also offer concrete resume advice for the top 5%: a clear headline, measurable results, job-matching keywords, a strong top third, and proof of growth.
They use pros-and-cons lists and numbered top-five formats, with before-and-after examples such as “Increased pipeline by 37%” versus “Responsible for managing pipeline.”
For brands planning a campaign
A recruitment tech company could commission content on practical resume optimization or skills-based hiring, or a webinar on evaluating candidates through portfolios and assessments. Trieu’s dual perspective—the resume is shrinking but remains a marketing document—can bridge traditional ATS users and skills-first adopters.
Trieu advises job seekers to stay curious, adaptable, and committed to learning, lists growth industries, and suggests 90-day skill plans.
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They warn against paying for reverse recruiting, urge networking and industry-event attendance, and advise candidates to reach hiring managers rather than rely only on AI screening.
They use checklists, bulleted self-reflection questions, and direct advice in short paragraphs.
For brands planning a campaign
A recruitment technology company could feature Trieu in a career development webinar or article on navigating AI-driven job searches for candidates or career coaches. Their focus on practical resilience—skill building, networking, and avoiding paid reverse recruiting—may appeal to a broader audience than recruiter-focused content alone.
Hiring strategy during geopolitical and economic shocks
One post models how a six-month U.S./Israel-Iran war could split U.S. hiring: slower in speculative or marketing-heavy roles, stronger in cybersecurity, defense, energy, logistics, risk, critical manufacturing, and finance.
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Trieu predicts longer hiring processes, a shift toward candidate priorities such as stability and resilience, simultaneous layoffs and hiring, and the value of clear employer communication.
This is the only post here that addresses geopolitical conflict; it stands apart from the AI and job-search themes.
For brands planning a campaign
A recruitment technology company could use this as a timely briefing or panel topic on hiring in volatile markets, focusing on reallocation and strategic workforce planning. The post shows Trieu analyzing macro scenarios and translating them into hiring priorities.
Trieu describes using CoRecruit for documentation, calls, meetings, and CRM connection, saying it frees up time and streamlines recruiting and sales.
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They recommend the tool and emphasize spending time connecting and listening instead of taking notes.
The post reads as a personal recommendation for a specific product, rather than a general argument.
For brands planning a campaign
A recruitment technology company could seek a product walkthrough, endorsement, or case-study collaboration with Trieu. Their public description of a tool’s workflow benefits suggests an openness to featuring recruiting software in their content.
Phong Trieu describes using and recommending CoRecruit, an AI documentation tool for recruiters.
No other sponsor, affiliate, employer, client, owned business, or investment relationship appears in these posts.
No payment or formal partnership is disclosed for the CoRecruit recommendation.
CoRecruit
Mention
Trieu describes using CoRecruit for documentation, calls, and meetings.
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They say it summarizes notes after calls, connects to a CRM, and can fill in uploaded forms during candidate, hiring manager, and client conversations, and recommend the tool. The post discloses no payment, affiliate arrangement, or formal partnership; ask whether any commercial arrangement exists.
Phong Trieu writes short LinkedIn posts for recruiters and job seekers about how AI is changing hiring, with a practical through-line: what to do differently.
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For hiring teams, start with the posts arguing that AI has absorbed sourcing, first-pass screening, scheduling, and note-taking, shifting recruiter value toward advising hiring managers, defining what "great" looks like, and delivering a high-trust candidate experience.
For job seekers, the resume and job-search posts are most concrete: use a specific headline, show measurable results rather than responsibilities, match keywords to the job description, and reach the hiring team directly instead of paying for reverse-recruiting services.
Two posts sit outside that pattern: one shows how a prolonged conflict reallocates hiring rather than freezing it; the other recommends a recruiting documentation tool.
Most posts are numbered action lists, easy to skim before reading the reasoning behind each step.
Writes recruiter-to-recruiter about how the job search has changed and how to use AI as a practice partner while keeping a human voice—the same territory Phong Trieu covers when arguing that AI should take busywork and leave judgment to people.
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Dennis Smith's posts reflect on their career, including a move into behavioral-health HR, rather than offer reusable playbooks. They include no numbered action lists for recruiters or candidates, and the argument that AI is reshaping hiring remains implied.
Writes recruiter-facing commentary on why hiring is hard and how AI and structure should change it—the same audience and subject matter as Phong Trieu's posts on screening, role definition, and hiring-manager alignment.
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Lindzi Cox builds arguments from other people's talks and frameworks, then ends with community questions.
By contrast, Phong Trieu writes prescriptive, numbered advice from their staffing experience.
Cox focuses on talent-acquisition process design and writes little for candidates, while Trieu addresses job seekers directly.
Both write as working recruiters about application volume and candidates proving their ability beyond a resume.
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Russell Mikowski points to a personality profile attached to applications; Phong Trieu focuses on skills evidence and search tactics.
Russell Mikowski pairs commentary with promotion of a specific product and a live search for a named role, while Phong Trieu's posts stay advisory. Mikowski recommends an assessment; Trieu focuses on resume positioning and direct contact with hiring teams.
Consider Phong Trieu for a campaign aimed at recruiters, hiring teams, or job seekers interested in AI and hiring.
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Their LinkedIn posts cover recruiter workflows, candidate evaluation, resumes, and job-search advice.
Request recent LinkedIn audience analytics for geography and other available demographics.
For a brief targeting specific professional roles or seniority, ask for documented audience survey results or another source that directly measures those attributes.
A recruitment technology company wants a B2B talent-acquisition voice for a webinar and a companion article on how AI is changing sourcing, screening, and candidate evaluation.
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Decision: strong fit.
The stated subject is almost exactly what Phong Trieu already writes about.
Across the posts, they argue that AI is not replacing recruiters but changing the work: sourcing is automated, screening gets faster and sometimes dangerously shallow, outreach can be generated in seconds, and recruiters move toward advising hiring managers, defining what "great" looks like, and protecting the candidate experience.
A vendor running an educational session benefits from that framing because it is not a product pitch and does not require the company to defend or attack AI screening.
The posts also carry the operational texture a panel needs: the shift from find-and-filter to advise-and-influence, the recruiter/candidate/hiring-manager split that can be turned into three webinar segments, and the closing line that the future belongs to recruiters who are both high-tech and high-touch.
Their resume and skills-first writing gives the company a second usable angle.
The top-five resume criteria (specific headline, measurable results, job-matching keywords, a strong top third, proof of growth) can be recut for hiring managers as "what the strongest applications look like," and the resumeless-hiring post supplies a balanced pros-and-cons frame with the scalability and unpaid-candidate-burden caveats already stated, which suits a vendor that sells assessments or work samples.
Willingness to describe a tool publicly is a further signal: one post walks through how a recruiting tool handles notes, meetings, CRM connection, summaries, and transcripts, and recommends it.
That is the kind of concrete, non-adversarial product walkthrough a vendor demo or case-study session needs.
Limits to plan around: no partnership formats, rates, or inquiry route are mentioned in the posts, so terms and deliverables start from a direct conversation rather than a published menu; no audience demographics or reach data are published in the posts here, so the campaign should not promise delivery to a named role, seniority level, or geography; the posts are opinion and advice without citations, datasets, or measured outcomes, so the company should not bill the appearance as independent research; and the posts are undated, so their currency cannot be confirmed from the posts here.
The geopolitical hiring scenario is a genuine, well-argued piece of macro analysis, but it is a single conditional exercise and should be labeled as a scenario if used at all.
When to choose a specialist
Brief: the same sector, a different ask.
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A recruitment technology company wants a named, data-backed benchmark report on AI screening accuracy and sourcing efficiency, with Phong Trieu as lead analyst.
The report would draw on employer survey results, funnel metrics and measured accuracy comparisons, then support a demand-generation program at scale.
Decision: poor fit as specified.
The reviewed work is commentary and practical advice, not measurement.
None of the posts contain survey data, product telemetry, test results, accuracy rates or a stated methodology for the numbers they use.
The strongest quantitative claims, such as the resume figures and the "20+ years in staffing" reference, are illustrative examples and a self-description, not research findings.
The one product post is a firsthand endorsement saying the tool saves time and smooths the process, without a measured before-and-after; it cannot anchor a benchmark.
Publishing a research report under this byline would attach data to a person whose reviewed output does not supply or evaluate data, misleading buyers who rely on that credential.
Reach is another constraint: the account shows roughly 4,694 followers, and no audience demographics, engagement data or geography were provided.
A mass or role-specific awareness program has no evidence of delivery behind it.
No advertising or sponsorship formats, turnaround expectations or approval steps are documented either, so ask for these before planning deliverables or timelines.
For a benchmark, a better fit is a practitioner interview or panel in which Phong Trieu reacts to the company’s own data and explains what recruiters should do with it.
Do not commission the report as their analysis or describe them as a data researcher in campaign copy.
A worked campaign example
Worked angle for the good-fit brief: a 30-minute webinar titled "AI is already in your hiring funnel," paired with a 1,200-word byline article on the same theme.
Structure the session around the recruiter/candidate/hiring-manager triangle in the posts, with one segment for each.
Segment one, recruiter: what automation has taken over (sourcing lists, first-pass screening, scheduling, note-taking) and what that frees recruiters to do.
Use the posts’ prompt: use AI to remove busywork, not replace judgment.
Segment two, candidate: the automated front door and the human finish, plus the four job-search moves the posts recommend (measurable results, real work samples, visible AI fluency with guardrails, networking with intent).
Segment three, hiring manager: how to brief a recruiter so screening criteria reflect what the role actually needs.
Close on the culture-fit joke as a light way to show what software cannot decide.
For the article, open with the uncomfortable claim that the interview is already automated and its practical consequence, then give recruiters three actions: audit one screening step for shallowness, rewrite one job description to name outcomes rather than responsibilities, and schedule one case review where a human reads a shortlisted portfolio or work sample rather than a keyword match.
Turn the five resume criteria into a downloadable checklist reframed for hiring managers as "what the strongest applications look like," using the same before-and-after pairing as the posts: "increased pipeline by 37% in two quarters" against "responsible for managing pipeline."
If the company sells assessment or work-sample tools, use the resumeless-hiring post for the segment on skills verification.
Keep its stated trade-offs in the script — evaluation time, access bias and unpaid candidate burden — to make the session credible.
Assets: webinar run sheet, byline draft, checklist and a follow-up email with the recording and two links to the company's screening or assessment resources.
Next step: open with a direct conversation about a paid speaking-and-byline engagement.
Ask for recent audience data before promising distribution, and add supporting references yourself rather than attributing data claims to the speaker, since the source posts carry no citations.
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.
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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.
Tradeoff: the how-to detail stops at preparation.
Phong Trieu's posts do not explain how screening, sourcing, or evaluation work, and they focus on one local employer rather than the wider market.
Ask for broader market examples before building a session around them; otherwise, it would lean on personal narrative and the candidate side of the funnel.
Their posts name the specific mechanics a campaign aimed at recruiters and hiring managers asks about — automated sourcing, faster and sometimes shallow screening, generated outreach, and where human judgment still decides — making them the closer match for that audience rather than job seekers.
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.
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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.
Tradeoff: the posts here are mostly response and interpretation — two built around someone else's talk and a borrowed phrase — so they offer little of the direct AI sourcing, screening, or evaluation detail a campaign aimed at buyers of those capabilities needs. Phong Trieu covers those mechanics directly and across more posts; Lindzi Cox is the stronger pick when the company can supply the product depth itself and wants a speaker to argue that the funnel should change.
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.
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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.
Tradeoff: this option is the most commercially entangled.
Russell Mikowski promotes SureCoach.ai and its PRISM assessment in one post and recruits on behalf of a hiring company in the other.
An assessment vendor would put a rival tool's name in front of its own audience, and the second post is a job advertisement rather than commentary.
Phong Trieu writes about AI's effect on recruiting without promoting a product they sell, which fits a vendor that wants an educational frame; their one tool-related post recommends a workflow tool rather than selling one.
Phong Trieu's eight LinkedIn posts cover AI's effect on recruiting, resume and skills-based hiring, job-search tactics, industries with growing demand, one recruiting-software recommendation, and a scenario on how a prolonged conflict would change U.S. hiring.
The posts carry no publication dates, so this page describes recurring arguments rather than a timeline and makes no claim about which ideas are newest.
Comparisons to other creators use posts by three other recruiters published between August 2025 and September 2026.
Phong Trieu's LinkedIn profile listed about 4,700 followers on October 8, 2026.
Phong Trieu's posts do not mention any book, show, long-form article, interview, or other channel beyond LinkedIn; audience demographics, engagement, or reach data; or any published partnership formats, rates, or inquiry route.
Those gaps are named here rather than filled in, and a reader booking or citing Phong Trieu should treat them as open questions.