Artificial intelligence is changing the way technology companies operate. AI tools can generate code, analyse information, automate workflows and help teams solve complex problems faster. As these capabilities become part of everyday work, they are also influencing what companies look for in the people they hire.
At Adroiti Technologies, a technology engineering company specialising in AI automation and digital product development, AI-first is part of how we work, think and build technology every day. But embracing AI doesn't mean putting people second. In fact, our recruitment experience suggests the opposite: as technology becomes more capable, understanding the person behind the skills becomes even more important.
Ieva Kučinskaitė, People Partner at Adroiti Technologies, shares three insights on how AI is shaping recruitment and why human qualities remain essential to building successful technology teams.
Why Does Mindset Matter More Than a Perfect Skill Match?
AI is changing how candidates approach practical assignments. When powerful tools are available to everyone, the final result tells only part of the story. Understanding how a candidate thinks and makes decisions matters just as much.
A recent Product Owner recruitment process at Adroiti illustrated this clearly. Candidates received a practical assignment based on a typical work situation: they needed to address a problem and propose a process to solve it. All candidates used AI, but their solutions differed noticeably.
“We actually wanted to see whether candidates were using AI, because completing the assignment without it would have taken much longer. Everyone used it, as we expected. But they approached the task differently. The assignment helped us understand how each person thinks, how they arrive at solutions and why they choose one approach over another,” explains Ieva.
The differences became apparent not only in the proposed solutions but also in how candidates structured and presented their work. Follow-up conversations helped the team explore the reasoning behind those decisions. The final hiring decision was based on a combination of technical knowledge, personal qualities and compatibility with the team.
“We considered all these aspects together. Some candidates were technically very strong but weren't necessarily the right fit in other areas,” Ieva recalls.
The experience highlights an important principle of AI-first hiring: technical competence remains essential, but the ability to think independently, use available tools effectively and demonstrate potential matters just as much.
Why Do We Still Choose Human Interviews in AI Recruitment?
AI-powered recruitment tools can now support many stages of the hiring process, including candidate sourcing, information analysis, interview documentation and initial screening.
At Adroiti, these technologies are already part of everyday recruitment work. However, the company deliberately keeps the interview process human-led.
“AI is very helpful for candidate sourcing and analysis. I also use it to prepare interview notes from transcripts, which saves time on administration. But when it comes to interviews, there's another important consideration: candidates themselves want to speak with people. How can you really get to know a company if you don't have a conversation with someone who works there?” says Ieva.
This is particularly relevant to Adroiti's recruitment approach, which focuses on experienced engineers and technology specialists. These professionals contribute more than technical skills. Their work involves collaboration, decision-making, ownership and understanding complex business challenges. Evaluating these qualities requires more than checking whether a candidate meets a list of requirements.
Human interaction is also important from the candidate's perspective. Ieva recalls a recent conversation in which a candidate specifically mentioned how much they appreciated the atmosphere of the interview and the opportunity to connect with someone from the company.
“For us, recruitment is not a high-volume process. We're looking for people with specific experience and personal qualities, so understanding the individual is particularly important,” she explains.
Depending on the role, Adroiti's recruitment process typically includes an introductory conversation, one or two meetings with the team and a final discussion with a manager. This allows candidates to meet potential colleagues, understand the working culture and decide whether the environment suits them.
Ieva also recognises that AI-led interviews may be useful in other contexts, particularly high-volume recruitment. The key is understanding where automation adds value and where personal interaction remains essential.
Why Is Experience Alone No Longer Enough in an AI-First Company?
AI is changing not only how companies recruit but also how experienced professionals approach their everyday work. As new tools become available, established methods need to be reconsidered, and the ability to adapt becomes increasingly important.
For Adroiti, this reinforces the value of combining senior-level expertise with curiosity, openness to change and a willingness to keep learning. Ieva points out that AI has not fundamentally changed the principles behind the company's hiring decisions. Instead, it has made the importance of personal qualities even more apparent.
“The recruitment fundamentals haven't changed that much. If anything, AI has highlighted how important it is to understand a person beyond their technical skills. We've always explored candidates' qualities through their experience, and that remains essential,” she explains.
This approach is closely connected to how Adroiti builds its engineering teams. As an AI-first technology company, Adroiti works with senior specialists who collaborate closely with clients, contribute to product decisions and take responsibility for the solutions they deliver. Technical experience provides an important foundation, but the ability to question existing approaches, explore new tools and continue developing professionally helps specialists remain effective as technology evolves.
For hiring decisions, this means looking beyond what someone already knows. Their willingness and ability to develop new capabilities also matter.
Building Human-Centered Teams in an AI-First World
AI-first and people-first are not opposing philosophies. Used thoughtfully, AI can reduce repetitive work, improve efficiency and give experienced professionals more opportunities to focus on complex challenges.
At Adroiti Technologies, that balance is reflected in both recruitment and everyday collaboration. AI supports how we work, but people remain responsible for the decisions, relationships and outcomes that matter.
The experience shared by Ieva Kučinskaitė highlights why technical expertise alone cannot define a great professional. Critical thinking, ownership, adaptability, curiosity and collaboration remain essential qualities, particularly in teams working with rapidly evolving technologies.
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Adroiti is a Lithuanian technology company building AI-powered systems and running senior engineering teams that deliver real, production-ready results.