TA is moving up the AI maturity curve

Published in early June 2025, the Fosway 9-Grid™ for Talent Acquisition looks at the market for Suites and Specialist platforms in the talent acquisition space. Fosway analysts can see TA teams’ progress in adopting AI, slowly but surely embracing opportunities for innovation.

In Europe, TA remains the front-runner for AI adoption in HR. But progress is measured. Most corporates have started with low-risk use cases like job description or content generation, partly because they are easy to adopt and, in markets like Germany, easier to get past works councils. What’s changing now is how vendors approach the AI opportunity.

The more advanced vendors are moving beyond isolated features and are building systems that support each persona across the hiring process — recruiter, hiring manager, and candidate. That means turning basic content tools into dynamic workflow assistants, skill engines, and evaluation guides. That isn’t easy. It requires handling wide variation between industries, roles, and organisations, whilst putting it all into a consistent configurable product model.

Corporates wishing to advance forward will need to separate the vendors chasing AI hype from those that have a clear framework for value delivery, and a roadmap for how they take customers up the AI maturity curve.

Structured intake is where AI starts to show real value

A clear sign of growing sophistication is the way more advanced vendors are redesigning the process behind job description creation. Basic platforms will offer a prompt-based generator to produce draft text from inputs such as role, level, industry, location, and benefits. But more advanced systems go much further – providing multiple outputs with real value for recruiters.

The most sophisticated approaches start by preparing the intake with market research, internal talent pipeline analysis and competitor role analysis, then guide the intake meeting itself. Here, AI will capture the virtual conversation between recruiter and hiring manager, extracting required skills, linking skills to assessments, and generating interview questions. This approach also improves internal awareness about skills availability, defining quality criteria right from the start, as well as optimising for SEO performance and downstream hiring consistency. AI isn’t just drafting content – it’s listening, structuring, and preparing the team to act.

Buyers should look for platforms built around consistent skill models, editable intake flows, and role-specific outputs that connect job description, evaluation, and interview prep in a single sequence. Intake agents are beginning to facilitate this process from end to end — and that’s where real benefits start to show.

This is an excerpt from the Fosway 9-Grid™ for Talent Acquisition. Get the full insight and discover all the latest market and solution trends by reading the whole report here.

What should you do next?

• AI Market Assessment for Talent Acquisition – read Fosway Group’s recent groundbreaking report into the state of the vendor market here.
• Where can AI take TA innovation next? Sign up to be involved in Phase Two of Fosway’s ongoing strategic project: ‘AI in TA’.

Other recommended reading

• Do you think your current talent acquisition platforms are fit for the modern workforce? Fosway analysts ask TA leaders a few honest questions about their platform requirements.
• Browse the Knowledge Centre for other Fosway research related to AI and talent acquisition.

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