Who’s hiring who? Ai is screening resumes but is that good or bad for candidates and companies? Adam Viet of Big Creek Growth pulls back the curtain on broken HR processes and how Ai could help companies recruit better, but could just as easily hurt recruiting if CHROs aren’t careful.
For years, recruiters have used machine learning to scan through resumes due to the volume of resumes they receive. But the discussion centers on the reason for the high volume, which is poorly written, vague job descriptions. Will recruiters use Ai to write better job descriptions and communicate better, or will they simply use it to further remove the most precious resource they have: the human?
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The Automation of Recruitment
Veit notes that while AI is currently a trending topic, the reality is that “robots” to some degree, have been scanning and grading resumes for years. Large organizations receiving nearly 900 applications per role rely on machine learning tools to determine if a candidate is a 20% or 80% match, as it is nearly impossible for human eyes to review every submission.
The current surge in AI is accelerating these capabilities, making HR teams more efficient by automating calendar coordination and complex candidate searches. This efficiency is increasingly necessary because job descriptions often remain overly broad, creating a cycle where companies cast an “insanely large net” and then require AI to filter the resulting noise.
Will Ai be used to decrease the net size vs filtering through more candidates however?
Navigating the Risk of a “Broken” System
A significant portion of the discussion centered on whether these tools are solving problems or exacerbating a broken HR culture. Veit acknowledges that HR departments often struggle with a disconnect between division leaders and recruiters, leading to “crappily written” job descriptions that fail to capture technical needs. This creates a “garbage in, garbage out” scenario where AI might assign high scores to candidates based on flawed criteria. “I think it is very much so a positive if we use it the right way and if HR teams and candidates are using it the correct way and the moral way,” Veit says.
Without this “moral” application however, the process risks becoming a “massive battle” of disinformation, where candidates use AI to stretch credentials and companies use AI that screens out great candidates based on poorly considered job descriptions.
Strategic Implementation for the Human Element
Despite the risk of automation tearing humans further apart, Veit believes AI can be a net positive if used to enhance critical thinking rather than offload it. He suggests that recruiters use AI to translate technical jargon into understandable terms to bridge the gap with hiring managers. “I’m not in the party of saying that, ‘Hey, AI is gonna take recruiting completely, and there will no longer be human recruiters,’” Veit insists, emphasizing that human connection remains vital. For those looking to integrate these tools, his core advice is to move beyond generic searches and analyze how specific platforms fit a team’s unique culture. “Be open to it, but analyze what works best for your team and your company,” Veit concludes.
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Interview Transcript
This transcript was created with help from Ai. Please report errors to us and always refer to the video as your primary source.
Justin Brady: From the Jethro’s BBQ studio, this is the Iowa Business Podcast. Are you sick and tired of hearing about AI yet? Fact of the matter is, it’s already getting into recruiting, and so robots and AIs and cyborgs are already viewing, scanning your resume. Does that mean a human even sees it? What does that mean for leadership? What does that mean for candidates? That’s what we’re gonna get into today with Adam Veit, the founder of Big Creek Growth. And you guys have an, um, you, you- an AI-focused consulting company, but you do have a focus on recruiting’cause that’s your thick… You have a thick background in recruiting,
Adam Viet: Exactly, yes. So we do AI consultations, implementations, and stuff like that for small businesses and founders. Um, but yes, my, my background is in recruiting, uh, 15 or 16 years now. So, um, you know, whether it be AI in recruiting or recruiting consultants, um, we, we handle that as well.
Justin Brady: And if that sounds like a big, scary topic, that’s what we’re gonna get into today, but before we do… thank you so much to Denton’s Davis Brown for being one of our big collaborators and sponsors of this show. They bring the heat to this show. They bring some incredible content for our business page at iowapodcast.com/business. Here are three really quick examples. Beth Coonan was in here giving us the signs of top talent departure and what to look for as executives. Kaylee Blazek Naranjo was in here talking about how to save that $100,000 on your H-1Bs and what to do to be immigration compliant. Shockingly, a lot of people that think they’re compliant actually aren’t. And then Jason Stone was talking about the status of 2026 M&A deals here in Iowa. Incredible stuff. Really deep stuff. 15 minutes each. Super quick. Iowapodcast.com/business to see that stuff. So Adam, like I said, thank you so much for coming in here. Let’s just Start really broadly and drill down. Are robots scanning our resumes at this point?
Adam Viet: Robots. Yes, they are. And honestly, they have been for a couple years now. Um, whether it be a grade that they give a resume coming in, A, B, C, D, F, um, or this person is an 80% of a match for your job or a 20% match for your job. So yes, they are, but they have been for a while. Uh, but just with the, as you kind of mentioned, the up-and-coming word of AI and artificial intelligence, it’s, it’s, it’s a hotter topic nowadays.
Justin Brady: They have been… for a while. What does that, what does that… I’m assuming you’re referring to machine learning Uh, and how machine learning has been, like, doing AI– For those that don’t know, HR has tools, and those tools are what you’re describing, giving people grades, 80%. match, this kind of stuff. It’s been happening for- a while. AI is probably gonna pour more fuel on that fire is kind of what you’re saying.
Adam Viet: You’re absolutely right, yes. So it’s been happening for a while where, you know, some of these companies who are maybe the principals of the world, Wells Fargos of the world, they open a, a new role and they’re getting 800, 900, uh, r- uh, you know, resumes on a daily basis, or sorry, on a role basis. Um, so almost impossible for a human to go through all of those, to be completely honest. So having something to analyze what h- how well a candidate matches up to a job description is something that’s been happening, like I said, for years. But yes, AI is, um, accelerating that and improving on that, you know, but also adding new things that AI can do in that, the, whether it be a job search for a candidate or whether it be a candidate search for an employer, um, that is making HR teams, recruiting teams more efficient. A
Justin Brady: can I broadly ask why– You’re mentioning the sheer volume of resumes that HR and recruiters are getting for certain jobs. Why? Because, uh, I’ve read through job. descriptions, and these days, like I’m, I know I’ve actually worked with SHRM before as a client. They’re one of the biggest HR organizations in the world, and I’ve read some of these descriptions. I know some of the tools HR has, but some of these- job descriptions are so broad. they try… to check every box known to man. They want a black belt degree in like TaeKwonDo. Then they also want a marine biology researcher and paleontologist that knows underwa- water basket weaving at the bottom of the Mariana Trench. So they’re… casting this insanely large net and then wondering why they get so many resumes. Wh-wh-why… Are the tool… Have the tools been helping. or making things worse at this point?
Adam Viet: Yeah, I mean, I think it comes from both sides, that I think the, the tools help, but, you know, what you just mentioned is something that a lot of companies do to get a bigger volume of candidates that may be able to find one candidate. So a general job description gets more applicants, right? But if we have AI tools that are analyzing these candidates, that obviously makes teams more efficient and makes it so me, the recruiter, or you, the hiring manager, don’t have to review 800 or 900 resumes. So having a broader description or a general description from the company perspective is something that is, is, is, is needed maybe in their mind. However, yes, it’s, it, uh… The AI tools, the, the machine learning tools are making our teams more efficient to be able to analyze all those resumes. Now, it comes from the candidate side too, right? There are candidates that are applying to jobs Maybe they’re on unemployment, they have to apply to, uh, X amount of jobs per week. Mm-hmm. Mm-hmm. So they just can apply to any job they want to and say, “Hey, this is the job I applied to.” So there is that from the candidate side too, but so I think it’s a double-sided sword where, yes, we’re getting a lot of candidates, but we’re becoming more efficient. Is that a good thing where more people have– can apply to a general job description? Because they do check boxes in that general job description.
Justin Brady: Yeah. I mean, so what I’m hearing is even with tech– and push back on this please, But- even, um, the, the tech- even with these technological tools and machine learning tools for years that HR has had, they’ve just cast this enormously huge net, complained about the enormously huge net, and then used tools to try to narrow the enormously huge net, where from the beginning, why didn’t they just focus on the specific candidate qualities they wanted and ended this whole nonsense?
Adam Viet: Sure. I think that as the market changes, those things change slower. So a candidate market can change to an employer market pretty quick. So we’re looking at general job descriptions that are just out there, and then if it’s a candidate market, right, we should be… Or I’m sorry, it, it, if it’s a, um, a company market, you know, a job description market where there’s not enough candidates to fill jobs, um, there’s a general job description out there that is like, “Hey, we need more candidates,” because there’s not a lot of candidates out there.
Justin Brady: Mm-hmm
Adam Viet: That market can, can flip pretty quickly to, you know, a candidate market where there’s more candidates out there than we know what to do with, and then those job descriptions are still out there. So the flipping of the markets and, and who is, who is at an advantage, whether it be the, the companies with jobs or the employees or the candidates, um, flips quicker than those job descriptions flip. And not that that’s the only reason, but I do think it’s getting– I do think we are improving as far as job descriptions go and the general job descriptions that you’re talking about, but there’s still a long ways to go. Because you’re right, there still is a ton of general job descriptions out there where they’re getting a crazy amount of candidates. But I do see companies, and I’ve worked with companies who are, “Yes, we want to get, we want to nail this job description down to the very, very last line and say,’This is the perfect candidate. So if you’re not this perfect candidate, we don’t wanna see you.’” So I do think it’s changing, but it’ll, it will take a while for companies’ mindsets to shift- Yeah
Justin Brady: Yeah. Do you see AI then, these AI tools– Uh, I can think of this in two ways, and I’m not gonna… lead the witness here. But do you see these AI tools helping their human operators Focus these… job descriptions and be– and save more time on Both sides. both on the company side and the candidate side? Cause candidates have to go through… these, like, this wild goose chase 10 interviews, Mostly because the company hiring’s not very organized and never thought about the job to begin with, so the candidates pay that price. But do you see AI
Adam Viet: company…
Justin Brady: f- helping Both sides, Like, helping the corporate side say, “Hey, this is pretty general. You’re gonna get a ton of fluff. You’re not g-,” you know, “Narrow it down a little bit. Here are some patterns in the past you’ve missed.” Do you see AI being a net positive, or do you see AI–‘Cause Again, this is, both sides, right? Because HR can adopt AI to streamline processes, but it’s also- garbage in, garbage out. If you don’t train the AI, it’s gonna be giving you 80% match scores for a job that you don’t actually need, right? So I… can see both sides, whereas AI’s Also making- things way more complicated because HR can use AI, but so can candidates. And so… they’re going to be using AI to say, Hey, get me a job at this… company, find out what AI tools they use, and match my jo- job description. to…” You know, you know what I
Adam Viet: Absolutely do. Yep. So
Justin Brady: So is this… going to be a net positive, or is it just gonna create a ton of noise and we’re not gonna get anywhere?
Adam Viet: You know, I think it comes down to how you use it, right? So it, it, it can be, and I’ve seen it be a net, uh, positive, where you have HR teams, recruiting teams using it to narrow down a lot of applicants. You have HR teams and recruiting teams using it to like, um, analyze calendars to find openings where that used to be me saying, “Hey, you know, Justin has an opening here. Adam has an opening here. The candidate’s not open these two times that they’re open, so I gotta find an- another time or a date.” So like that is super efficient. Sure. They have tools that do that now, which is awesome. Um, however, yes. So but if you use it the wrong way, I’m not a marine biologist. I could say, I could find a marine biologist job and I could, uh, and I could say, “Hey, here’s the job description. Uh, you know, Claude, I want this job. Create a resume for me so I can apply to this job.” That’s not using it the right way, obviously. So I think it is very much so, um, a positive if we use it the right way and if HR teams and candidates are using it the correct way and the moral way, I guess I would say. And
Justin Brady: And that’s- the– That is, I will say, a huge if, Because I- uh, I– If there’s one thing an AI didn’t foresee, AI I did not foresee, it’s how stupid some people are when they’re using it already. I’m seeing… people trying to outsource their entire marketing. Like, I see people on X posting, I fired my entire social media team, and Claude runs the whole thing right now.” And I’m like, “Well, A, that’s… not true, and B, if that, i- if that’s actually what you’re doing, you are really screwed,” because we’ve already talked on this show about how, um, like, people are, uh… There, there’s w- well, Chris, uh, Chris, Chris, uh, Morgan AI, the founder of Morgan AI, was in here talking about how, like, basically 20% of companies’ data now at this point, if they’re using AI tools, is completely corrupted and fake because they used AI note-takers, the AI hallucinated, they inputted that into their databases, and now they don’t even know what- information’s accurate anymore. So I can… see this being, um, like, a Massive battle. uh, like, between candidates and companies being like, throwing Disinformation at each other and a bunch of hallucination. No one knows what’s up. So is there a future where people say, “Maybe the solution was not using any of these tools to begin with,” all lowering our swords and say, “Look, here’s the very specific role we’re looking for. Just call us and tell us, why you’re a good f-” is this a potential like, you know, people kinda laying down their AI arms? Could it go this direction?
Adam Viet: You know, I think that there will be a, um, um, a shift in how people, how much people are using AI in, in the coming years. Um, you know, you mentioned some of those hallucinations, and hallucinations are definitely real in the AI world, no matter if you’re using Claude, ChatGPT, Gemini, whatever platform. Um, I will say that there are AI, uh, platforms or tools that are being created now, and I think in my experience, those platforms and tools that are created specifically for a task, um, hallucinate less and are more net, net on positive side because they are created for X task. And if you go to Claude, yeah, I mean, you see him on X, you see him on any type of platform where I outsource my entire marketing, like you said, to AI. Here are the five prompts. Right. Click on, on my link. Click on- It’s almost crap. Yes.
Justin Brady: It’s crazy
Adam Viet: try them and it’s like, “Yeah, this didn’t work. Obviously didn’t work for me,” right? So it’s, it… There is a lot of clickbait, which, you know, I think comes with just the, I mean, like sheer amount people are talking about AI, how, how big of a, of a buzzword it is. Um, but, uh, again, it goes back to, you know, people using it f- using it correctly and using it on the good side compared to people who are not a marine biologist, but creating a resume trying to get a marine biologist job,
Justin Brady: and that’s a, I mean, that’s a, it is a good point because any tool, any, um, extraordinarily amazing tool in the past can be used for bad or good, Just like- anything else. And so we are seeing a lot of people just kind of take the lazy, lazy approach offload- Like, basically- what I always tell people is, “If you’re using AI to enhance your critical thinking and human-to-human connection, good. If you’re using AI to offload your critical thinking and decrease the human-to-human connection, bad.” Universal. And so what… value, let’s say,’cause obviously using it the right way is the big caveat here. If there’s A, big… asterisk on the whole show, it’s… using it the right way, good, using it the… So what value are recruiters and HR teams getting if they’re using it the right. way? Like, what are some bullet points like current state? You know? they’re doing this crap. and it’s eating their time up, and they’re getting crappy candidates, and the candidates hate their Jobs because… they didn’t, uh… And then, you know, good state, they’re getting candidates that are smarter, they’re w- whatever, saving time. I don’t know. what are the what are those good things that recruiters are seeing when they implement AI correctly?
Adam Viet: You know, I think one of them is, is a time savings. You know, I’ve– As I’ve mentioned, I’ve been recruiting for a long time, and when I first started recruiting, it was you’re making 100 calls on a phone that’s connected with a cord to the receiver, and you’re making that every day. Now, you know, there was a shift from that to email or LinkedIn messages. You know, now it’s, you know, you can search with AI, you can send emails and communication with AI to make your time or your day, I guess, more efficient. Um, using it for good, I think another opportunity is that, uh, we see a lot of… When, when companies do layoffs, a lot of it is the recruiting team to start. A lot of it is, “Hey, we’re not hiring anymore, so why do we need recruiters? Why do we need HR professionals?” So I think
Justin Brady: When companies do layoffs, they start axing HR?
Adam Viet: Recruiters for sure. Recruiters. Really? Now, now
Justin Brady: Oh,’cause they’re like- “Well, we’re laying off people. We don’t need
Adam Viet: don’t need recruiters to find people, right? So, like, that’s historically been the first- Interesting the people or the team to lay, uh, affected by layoffs.
Justin Brady: the people- Be laid off. yeah.
Adam Viet: so I think that’ll start to happen less, but also we won’t need to hire as many recruiters. So recruiting is gonna shift, recruiting is gonna change just overall. But I think if you are in the recruiting world right now and you are looking for a recruiter job, they are going to start to be very hard to find because of how much you can automate within the recruiting process. Now I’m, I’m not, uh, in the party of saying that, “Hey, AI is gonna take recruiting completely, and there will no longer be human recruiters.” I think you still need some of that human connection. You still need people to talk to and call and, you know, those types of things. But recruiting, the whole recruiting process is going to change pretty drastically, in my opinion. And if you’re not, you know, if you’re not experiencing that or learning that, I think you’re gonna be, you know, behind your, uh, peers within that world, and it’s gonna be harder to find a job. It’s gonna be harder to find, you know, really a project, consulting gig, whatever that is, if you’re not starting to, starting to learn and starting to experience these things.
Justin Brady: Is there a future where–‘Cause right now, it’s very much put up a yard sign that’s usually poorly written, and it’s like, because most HR people are actually distant. This is, uh, and correct me if I’m wrong, Adam, you’re the professional here. But most AR, uh, recruiters and HR people are a little bit distant from the leaders of those divisions and the practitioners that actually do the work. So this depends on two things. It depends on the leader or, of that division head or the VP or whoever communicating to HR what they need, which many struggle to do, and then HR needs to write a job description based on usually that crappily rushed meeting. where they’re trying to describe what they want. And so then they get candidates that aren’t a good fit, and the leader of that division is like, “Dude, what were you thinking? These aren’t…” You know, so there, this is part of the problem. Is there a future where Instead of the yard sign and, “Hey, here’s a crappily written, you know, job posting. Hopefully we get the- right people to happen to walk by our yard,” That’s kinda… how it works now. Is there a future where recruiters and division heads actually recruit, Actually. go out, and like what you mentioned, it helps in research? Is there… where they start knocking on doors and they start finding these obscure candidates that, you know, their resume Doesn’t match the job description they’re looking for, but the AI is Like, “They didn’t write it to match, but their skills do match. They should be at the top of your list”? Do we see that being the future of recruiting where maybe job postings are useless?
Adam Viet: Um, that, that
Justin Brady: threw you a- curveball there.
Adam Viet: a really good question. I don’t, I don’t know if job descriptions are useless. Can
Justin Brady: we see, aspects of it? sorry for hitting my mic, everybody.
Adam Viet: aspects of that, yes. I think that you’re right. That process from a hiring manager opening up a job and saying, “Here’s what I need,” to me, you know, I’ve, I’ve spent a lot of my career in the technology field, so recruiting software developers, uh, cloud architects, all that good stuff. I’m– I didn’t go to school for… I don’t have a computer science degree, but I am a recruiter in technology, so I know enough to be dangerous, we’ll just say. Right. So I am talking to this hiring manager who’s in the technology space and, you know, I can’t understand everything that he’s talking about. So yes, so me going out to find candidates sometimes like, “Oh, I think I understand this,” you know, whatever that looks like. But now implementing AI within that whole entire process, the j- or excuse me, the hiring manager says, “Hey, here’s my job description. Um, hey Claude, rewrite this so it’s AI, SEO at the top of everybody’s list.” What d- what d- what does that look like? Me, the recruiter saying, “Okay. Hey Claude, I’m, I’m, I’m not a very technical person, so can you describe this job description in non-technical terms so I understand it?” That understanding, um, we are getting closer as a recruiter and a hiring manager. The other process of me going out to find candidates or a hiring manager or, you know, an executive going out to find candidates has got a lot easier too because AI is implemented in, you know, in LinkedIn, in platforms like Juicebox and, you know, pin.com where those are recruiting platforms and they can go… They can use natural language saying, “Hey, I need a software developer with this background, this back- background, this background.” Um, the AI goes out and finds those and it consistently, constantly changes those searches. So I go to you and you’re the first on my list. I say, “No, I don’t want this candidate because of this, this, this.” It actually changes the search string after that because I tell it that, “No, I don’t, I don’t like this.” So I think that process will be more efficient. I think that AI sh- honestly, AI should be implemented in that entire process to From understanding, me the recruiter understanding a job description to finding candidates and the executive actually easily being able to go out and find candidates and help the recruiter with that, with that process too.
Justin Brady: Yeah. So what’s the advice then for executives and for CHROs and for VPs of divisions needing talent? Um, what is the core advice? Do this, don’t do that. AI is here. To get better candidates, do these things.
Adam Viet: I say be open to AI, and that’s very, very general obviously. But there is platforms and services out there that every HR team can use, that every recruiting company can use, whether it be, you know, a vendor staffing company or third-party staffing company. Um, there are platforms out there that could make your recruiters and your teams, HR teams, executive teams more efficient. So be open to it. Not every, not everyone’s gonna fit your, your company or your team, but open to it, open-minded about it, and analyze what works, what doesn’t, and you can probably find something that’ll make your, your, your company or your team more
Justin Brady: So I agree, be open to it, definitely. Um, I wanna be crystal clear. I think companies that are closed off to AI are writing their own death certificate. That being said, open to AI and are there any buts? Like be open to AI, but don’t, or be open to AI in this specific way.
Adam Viet: Sure. Um, so I would say open to AI, but I would say do your research. Don’t go… You know, I’ve worked with plenty of founders that I go to them and I say, “Hey, what have you done with AI?” And they say, “You know, I, I know I have manual tasks, and I look at what platforms can help me, and there’s 100 of them out there that, that can help me do this, this specific task, and I get overwhelmed. So I’m, I just, so I just stop. So I just keep doing it the way I do it.” Be open to it, but do your research where, you know, don’t just search online and take number one out of, out of a list and say, “Yeah, I’m gonna use that one.” There are plenty of ways to, you know, use AI to analyze a YouTube video on that platform, how it fits into your company, how it would work with your company, how it would work with your teams. You can do that very, very easily, and that takes, that takes like, you know, one, one and one and a half minutes to ask AI to analyze a video for you, so you don’t have to spend half hour watching a demo video.
Justin Brady: That’s a good example actually, yeah.
Adam Viet: uh, you know, like I said, open to it, but analyze what works best for your team and your company. The first one on the list is not always going to be the best or the cheapest, to be honest. So take all that into consideration and like I said, use AI in that process. It can help you.
Justin Brady: I think the little thing there is extremely important. Use AI, but only in the way that’s best for your team. It sounds dumb, it sounds overly generic, but one of the themes here, at least my side anyway, This is something I’ll just push on people regard- you know, you can, you can fight me if you want. But the… the theme here is use AI in a way that brings people closer together, not in a way that tears humans further apart. Because ultimately, at least me as a business owner, I don’t want AI getting between me and my employees or me. and my clients in a way that hurts the relationship.’Cause my natural fear is if an AI is making judgment calls and I’m kinda like, Whatever, I’ll let AI. do it,” it’s actually getting rid of some of the best candidates because AI’s a pattern recognizer, and some. of the best candidates break patterns. So. that would be the thing for me to put a period on it, is use AI in a way that brings people closer, not in a way that tears them apart. What about for candidates? Because we have executives and we have a lot of, uh, uh, managers, a lot of people that listen to this show. How– What’s the advice for them- Truthfully, knowing that there are HR people experimenting with AI tools, maybe they’re not doing it the best right now. maybe they’re screening out great candidates. So I guess- I’m kind of asking, how do we hack H- how do we hack HR. HR. HR AI In a way that benefits. us and gets us a great job that we know we’re a good fit for?
Adam Viet: Sure. And y- you know, I’ve, I’ve made suggestions to candidates ever since I started as a recruiter in the recruiting world is you need to cater your resume to a job description that you’re applying to. Now, caveat, obviously don’t put anything on your resume you’ve never done.
Justin Brady: Right. Yeah, please don’t
Adam Viet: you can cater, your resume to a job description that you apply to. Um, you know, sometimes I’ve talked to candidates that are unemployed and they need a job immediately, and so they’re applying to 20, 25 jobs per day. Oh. So that’s- Oh. So that’s hard, right? Oh. That’s hard to cater a resume to every one of those jobs. Yeah. AI can do that now. Yeah. Um, you set up, give it a prompt where, “Hey, this is my general resume. Here’s the job description that I’m going to apply to. I need you to use buzzwords to cater my resume to this job.” Obviously, I’d like to say caveat of be truthful. Nothing that’s not on my resume, I can’t have you… can’t have that in my resume. But that’s easier now. So you can cater your resume to all those 20 or 25 jobs that you’re applying to. And also there are AI, uh, platforms or tools that do job searches for you that, you know, they s- they scan or scrape 20 websites, job websites, not just LinkedIn, uh, not just Indeed, all those things, um, that f- that actually every, every morning give you an email with those jobs. So applying to jobs is easier. Um, I think those are top two ways that, that I think candidates can use AI in their job search
Justin Brady: Yeah, and so practically what that would look like is if the job, this is just an example, if the Job says, “We’re looking for a creative director,” and on your resume it says, “Director of creative,” Uh, the AI’s gonna say, “Bro, you gotta switch- this,” because that’s what they’re looking for. And people out there are thinking like, “Well, that’s dumb. Aren’t they, you know, don’t they have, like, enough creativity or, or critical thinking skills to know?” Yes, but not when they’re looking through 2,000 resumes. They’re basically, they start to glaze over and just Look for- exact matches and terms. Yeah. It’s, it’s it’s, it, it’s, it’s stupid, but when you have this volume problem and you have inefficient processes, this is what happens. And so if you want to increase your chances of getting a special or a specific job, you’re just giving yourself, uh, a leg up by hel- having AI kind of craft some of that messaging for you. Adam Veit, the founder of Big Creek growth. how can people reach out to you and learn more about what you do or get your advice on some of this
Adam Viet: Sure. So I’m very active, um, on LinkedIn. That’s probably the best place to find me. Uh, my– Our website is, uh, bigcreekgrowth.com. Um, have some of our services on there, a contact form too. Uh, but yeah, those two are the best ways, and always happy to, uh, talk about AI. You know, nothing, um, that is, you know, something where, “Hey, you don’t know about AI,” that’s fine. I would love to have a conversation with you. Or, “Hey, I’m using all this AI, a ton of AI, but I don’t know if it’s the right, if it’s the right platforms.” I’m happy to talk about that too, and, and actually do really, really enjoy to talk, um, about that stuff.
Justin Brady: Adam, thank you so much for coming on the Iowa Business Podcast.
Adam Viet: you. It was great to be here.