In this episode of Talent Download, host Darren Lancaster sits down with Kema Davies, Manager and Recruitment at Hiscox, to explore why "potential is everywhere."

Kema provides an authentic and deep-dive look at the industry shift from performance-based hiring to potential-based hiring. The conversation dives deep into the role of AI in assessments, the challenges of scaling early careers across a global organization, and why recruitment in 2026 requires a "human wraparound" to ensure technology serves to enable, rather than just filter, diverse talent.

Episode Timestamps:

[00:00:00] Intro & Welcome: Darren introduces Kema Davies and her role at Microsoft.

[00:02:45] Scaling Global Talent: Insights into managing early career strategies across a massive global footprint.

[00:05:37] Potential vs. Performance: Why looking for what a candidate can do is more important than what they have already done.

[00:15:15] The "Human Wraparound": Balancing the efficiency of AI with the necessity of human empathy in the screening process.

[00:28:40] Leading for Diversity: How Microsoft builds inclusive pathways to find talent in every corner of the world.

[00:40:55] Quick Fire Section: Kema shares her personal career advice and answers rapid-fire questions on leadership and growth.

In this episode of Talent Download, host Darren Lancaster sits down with Tom Rogers, Early Careers Practitioner, to explore the seismic shift in how young talent enters the workforce.

Tom provides a deep-dive look at the fading prestige of the traditional degree and why the "2:1 from a prestigious university" requirement is rapidly disappearing from the market. The conversation dives deep into the rise of skills-based hiring, the challenges of managing high-volume recruitment "black holes," and why successful hiring in 2026 requires prioritizing individual authenticity over academic brand names.

Episode Timestamps:

• [00:00:00] Intro & Welcome: Daren introduces Tom Rogers and the core debate: is the university degree losing its relevance?
• [00:02:15] The Skills Revolution: Why major employers are pivoting away from academic filters toward practical skill sets.
• [00:10:40] The Apprenticeship Surge: Understanding why 400,000 students are now choosing apprenticeships as their primary career path.
• [00:22:15] Navigating the Black Hole: Strategies for managing industrial-scale recruitment while maintaining a human connection with candidates.
• [00:35:50] The "Human" Advantage: How to help candidates show their true selves and why personal branding is the new "gold standard."
• [00:41:00] Quick Fire Section: Daren puts Tom on the spot with questions about his career journey and his #1 message to every aspiring apprentice.

In the series premiere of Talent Download, Amberjack CEO Daren Lancaster sits down with occupational psychologists Martin Kavanagh (Head of Assessment) and Lauren Edge (Principal Consultant) to pull back the curtain on AI in the screening process.

As application rates surge from 35 to 145 per job, organizations are under immense pressure to process candidates quickly without losing the "human touch." We explore the science of fairness, the reality of human cognitive load, and why 90% of candidates are now opting into AI scoring.

In this episode, we discuss:

The Science of Quality Assurance: How rigorous training in line with British Psychological Society (BPS) standards ensures fairness.

The "Human Wraparound": Why Amberjack QAs a minimum of 30% of AI screens and how human experts intervene when technology is uncertain.

Transcript-Based Assessment: How focusing solely on words—rather than video or background—removes visual bias.

The Candidate Experience: Why AI can provide faster, more detailed feedback than traditional manual processes.

Timestamps

00:00 – Welcome to the Talent Download

00:41 – The big question: Is AI screening fair?

02:10 – Defining the Quality Assurance (QA) process

03:20 – Calibration: Aligning human and machine screeners

04:42 – Why "good people" can make wrong decisions

07:34 – The surge in application rates (35 vs. 145 per job)

08:54 – Core principles of a robust QA process

10:17 – Why Amberjack introduced AI into the screening mix

11:51 – Avoiding "imperfect action" and risky AI adoption

14:04 – The "Human Wraparound": Keeping experts in the loop

15:37 – Transcript-based scoring vs. visual bias

18:10 – Monitoring for adverse impact and demographic bias

20:34 – Why 90% of candidates opt into AI screening

23:51 – Stopping bottlenecks and improving feedback speed

28:51 – Client reactions to AI tools: Trust vs. Skepticism

31:05 – How AI provides more detailed candidate feedback

36:02 – The future: AI coaching and positive action

40:46 – Rapid Fire: True or False on the future of AI