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AI in Talent Acquisition: Promises, Pitfalls, and the People-First Approach at The Merakis Ventures (TMV)

By Mayurie Bothate
AI is shaking up how we hire bringing speed and scale, sure, although not without raising a few eyebrows. Here is how The Merakis Ventures (TMV) fuses tech with human judgment for fair and agile talent acquisition across IT, BFSI, Data Science, AIML, ERP, Automotive, Semi-Conductor and other product-centric industries. INTRODUCTION Let us face it, hiring is not what it used to be. The days of paper resumes and gut-feel interviews are giving way to algorithms and automation. AI has become the shiny new toy in the talent acquisition world. It is fast, efficient, and on paper smarter. Unlike most tech revolutions, this one comes with baggage. At TMV, we have learned that while AI can supercharge your hiring engine, still it needs a human behind the wheel. In this piece, we unpack the good, the bad, and the not-so-obvious realities of AI in talent acquisition alongside a few insights from folks who have been in the trenches. WHAT AI GETS RIGHT (AND WHY IT MATTERS) ➤ Uniformity a...
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Solving the Talent Puzzle: Navigating Recruitment Challenges in FinTech, BFSI, and Financial Services

By Mayurie Bothate
  Recruiting in the financial services sector—especially in FinTech, BFSI, lending, payments, insurance, and loan origination—faces its own unique challenges. This rapidly evolving industry demands highly skilled professionals capable of navigating complex technological, regulatory, and financial landscapes. In this white paper, we explore key recruitment challenges these industries face today and how The Merakis Ventures offers solutions tailored to the demands of the financial services sector in these given times. Key Recruitment Challenges in Financial Services 1. The Man in the Middle Over AI in Recruitmen t : AI has revolutionized recruitment automation, but its limitations in identifying top-tier talent—especially in complex industries—are becoming increasingly clear. AI-driven systems often fail to recognize the nuances that human recruiters do, leading to superficial assessments. The “man in the middle” approach leverages human expertise to assess soft skills, cultural f...
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