Year-over-year growth in U.S. jobs requiring AI literacy.
LinkedIn’s observed job market, January 2026. Read the source.For recruiters
Find AI-trained talent. Build your recruiting skills.
AI BURRO helps recruiters define practical AI skills, review candidate-provided training and work samples, and improve the way they recruit AI talent. Discuss your hiring needs or request AI training for your recruiting team.
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Skills. Evidence. Opportunity.The skills conversation is changing.
Of surveyed employers see skills gaps as a major barrier to business transformation.
World Economic Forum, 2025. All skills, not AI alone. Read the source.These independent industry findings describe the market. They do not measure AI BURRO outcomes or guarantee hiring, training or productivity results.
The value of a considered hire
Make each hiring decision count.
Recruiting takes an investment. A mismatched hire can mean repeating that effort while your team absorbs additional work. Start with clear requirements and evidence of the skills that matter to the role.
Average cost per nonexecutive hire in SHRM’s 2025 benchmark.
A U.S. recruiting benchmark, not a replacement-cost estimate. SHRM, 2025.Of surveyed U.S. hiring managers reported a hiring mistake during the preceding two years.
Self-reported survey findings; not the percentage of all hires. Robert Half, April 2025 survey.Look beyond the recruiting bill.
- Manager and team time
- Another round of interviews, additional coaching and work reviews.
- Onboarding again
- Training a replacement and helping them understand the role and team.
- Work disruption
- Rework, slower delivery and colleagues covering unfinished tasks.
These are cost categories to examine in your own business, not measured AI BURRO savings. Costs vary by role and organization.
Source context and the cost of a hiring mistake
SHRM surveyed 2,371 members from January 9 to March 3, 2025. Results were unweighted and the number answering each metric varied. The $5,475 figure is a mean, not a median or a quote for your next hire.
Robert Half’s independent research firm surveyed approximately 2,200 U.S. hiring managers in April 2025. Its findings describe managers’ reported experiences, not a prediction of any individual candidate’s performance.
For historical context, a 2017 CareerBuilder survey reported an average $14,900 loss per bad hire. Harris Poll surveyed 2,257 U.S. hiring and HR managers online from August 16 to September 15, 2017. This self-reported, historical amount is not a current cost estimate and should not be added to the SHRM figure. Read CareerBuilder’s 2017 release.
Turn training claims into hiring evidence.
Find the right candidates by understanding what they have learned, what they can demonstrate and where they still need support. Discuss the evidence your hiring team wants to see.
Find AI-trained talent through relevant evidence
Ask what a candidate completed, who provided the training and how the skills were assessed. Connect that evidence to the role you need to fill.
Applied work you can review
Use relevant work samples to explore how a candidate applies AI, checks its output and protects sensitive information.
Training for recruiters hiring AI talent
Learn to define AI skill requirements, write clearer job descriptions, review candidate projects and ask consistent, role-specific interview questions.
See how candidates can demonstrate AI skills with career evidence
Tell us about the roles you hire for. We’ll respond to your request and discuss your requirements.
Career-specific professional websites
See the person behind the application.
Explore the AI BURRO professional-website format, tailored to a person’s career, qualifications, training and selected work. Discuss how that story could give your hiring team useful context for the role you need to fill.
- Relevant experience, qualifications and career direction.
- Training records with providers, completion dates and assessment details.
- Selected projects showing the person’s contribution and approach.
Request a walkthrough to discuss the website format, the evidence you need and what candidates choose to share. Training records and work samples support your review; credential verification and hiring decisions remain with your team.
Request a website walkthroughStart with a real professional story: meet Edgar Peña, our founder.
How can AI BURRO work for you?
Tell us a little about yourself. We’ll follow up to discuss your requirements and the next step.
Review your saved details and add anything missing.
Provide your company and contact details. LinkedIn is optional. Your Recruiter account must be verified and approved before assessment access. Submitting this information requests follow-up; it does not automatically approve access.
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