# Roderick Smyth

Roderick Smyth works on GLYDE Unity, recruiting software that connects staffing firms’ applicant tracking systems with Microsoft 365 tools such as Outlook and Teams. Smyth’s posts focus on using AI and automation to reduce recruiters’ manual data entry and help them work across the tools they already use.

- Profile: https://b2binfluencer.marketing/creators/roderick-smyth/
- LinkedIn: https://www.linkedin.com/in/rodericksmyth
- LinkedIn followers: 4,240
- Topics: artificial-intelligence, recruiting, candidate-experience
- Based on 11 dated posts, latest 2026-10-09

## Summary

Roderick Smyth is most useful for explaining how AI and Microsoft 365 workflows can sit on top of an ATS.

- Best for: Staffing software vendor targeting staffing operations leaders for ATS workflow content.
- Not for: A recruiting AI vendor replacing the ATS or pushing high-volume outreach.
- Check first: Ask for product documentation and audience breakdown before repeating any metric or demographic case.

### Takeaways

- Recruiters act as middleware moving data between the ATS, Outlook, Teams and spreadsheets.
- Keep the ATS as the source of truth, not the place where work happens.
- More and faster outreach will not fix candidate experience.

## Main ideas

- **Recruiters shouldn't have to wire systems together**: Smyth's most repeated argument is that staffing recruiters spend their days moving data by hand between disconnected tools. They call this 'manual data integration with a coffee habit' and frame it as an architecture problem created by the tech stack, not a discipline problem caused by recruiters. The proposed fix is to put applicant-tracking functions inside the tools recruiters already use, so searches, texts and screening from a spreadsheet write back to the ATS automatically.
- **Keep the ATS as the source of truth, not the place where work happens**: Smyth states an architectural preference almost verbatim in two posts: 'Keep your ATS as the source of truth. Stop making it the source of work.' They reject the common advice that recruiters should simply get better at using the ATS. Every gap between the ATS, email, Teams, texts and job boards, they argue, has to be bridged by a person—and that person is the firm's most expensive asset.
- **Add a layer over the existing stack instead of replacing the platform**: Smyth pitches an AI layer over an existing ATS that integrates with Microsoft 365, distinguishing it from products that 'try to become your recruiting platform.' The pitch targets firms with an established ATS and experienced recruiters, where the value is additive rather than a migration.
- **Work where recruiters already do: Microsoft 365**: A recurring theme is that recruiting data should come to Outlook, Teams, Excel, Power Automate and Copilot, rather than pulling recruiters into a separate system. Smyth calls Microsoft integration the point of difference and describes the payoff through concrete queries and automated sequences, not general AI capability.
- **More and faster outreach won't fix candidate experience**: Smyth pushes back on a trend other recruiting-AI voices celebrate. Responding to an AI startup's idea that not posting a job improves candidate experience and reduces text blasting, they argue the behaviour is neither new nor an AI problem: it began when recruiters got bulk texting. The answer, in Smyth's view, is empathy in product design—not AI personalisation indistinguishable from a human message. Recruiters chase the one perfect candidate at the cost of missing all of them.
- **Staffing technology experience is the credential**: Smyth distinguishes themselves from newcomers, saying that 'new ideas from the inexperienced are just old ideas brought back to life with a new face' and pointing to their earlier work in the sector. The priority is operational history in staffing technology, not novelty in AI.

## Work to read

- ["Stop paying humans to be middleware"](https://www.linkedin.com/posts/rodericksmyth_staffingunity-recruitingtech-staffing-activity-7510936942084218880-Zdht)
- [An Avionté customer asks ChatGPT which vendors to shortlist](https://www.linkedin.com/posts/rodericksmyth_avionteconnect-activity-7491395095192281089-VnXx)
- ["4 Billion Tokens" and the platform ambition](https://www.linkedin.com/posts/rodericksmyth_the-omnipresent-action-layer-for-every-staffing-activity-7510560575437824001-xN4_)
- [Why more and faster outreach is the wrong fix for candidate experience](https://www.linkedin.com/posts/rodericksmyth_staffingworld2026-activity-7514407646024822784-rXp5)

## Brand relationships

- **GLYDE** (disclosed_partnership)
- **Avionté** (disclosed_partnership)
- **Microsoft** (mention)
- **TempBuddy** (disclosed_partnership)

## Partnerships

Smyth’s posts promote GLYDE Unity, a recruiting AI layer that connects staffing firms’ applicant tracking systems with Microsoft 365 tools such as Outlook, Teams, and Power Automate. The posts here do not set out a sponsorship menu, rate card, media kit, or partnership programme, so there is no package for a brand to buy into described in the posts. What the posts do show is event-led contact: an invitation to talk to GLYDE at StaffingWorld 2026, booth 316, and a post written from a staffing-software customer conference at which GLYDE was being evaluated. A buyer weighing a speaking slot, a co-marketing arrangement, or a product-integration partnership should treat it as a direct commercial conversation about GLYDE Unity rather than as an advertised creator offering. The posts do not provide an official partnership inquiry route, and the page does not link to one; the posts themselves, and any event where the team exhibits, are the ways contact has actually been signalled. Note the distinction: the posts here do not describe sponsorship formats; that does not mean Smyth never accepts sponsorships or paid work.

## Alternatives

- Mehul Jain: Consider Mehul Jain if the campaign is about finding candidates for hard-to-fill roles across an existing database and the wider market. In one post, Jain lays out a practical sequence: revisit past candidates, search for adjacent experience, map likely employers, then approach passive candidates. That gives a staffing-software company a concrete sourcing-focused webinar or demo angle.
- Fabian Herhold: Consider Fabian Herhold if the campaign is for recruiting-agency operators who want to scale sourcing, business development, or administrative work with automation. Herhold’s examples include practical recruitment email subject lines and early product lessons about onboarding, activation, and measuring where users get stuck—useful material for a hands-on session about agency operations and software adoption.
- Oliver Feakins: Consider Oliver Feakins if the campaign is specifically for travel-nursing agencies. Feakins connects AI and data to recruiter priorities—such as assignment end dates, candidate job interest, and redeployment—and argues that recovering demand requires rebuilding candidate acquisition and recruiting capacity together. Those examples make the campaign sector-specific rather than a general staffing-technology discussion.

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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/