Artificial intelligence is becoming a bigger part of how companies find and manage talent, but for employers, the business question is no longer simply whether to use AI. It is how to use it in ways that improve hiring decisions without removing the human judgment behind them.
That was the focus of Jobstreet by SEEK’s Jobstreet Connect, a recent gathering of more than 200 business leaders, HR practitioners, and industry decision-makers held under the theme “Turning AI into Organizational Advantage.”
At the event, Jobstreet by SEEK introduced seekAi, its proprietary artificial intelligence engine designed specifically for employment and integrated into the hiring workflow.
The platform is intended to address some of the persistent challenges faced by recruitment teams, including large volumes of applications, difficulty finding qualified candidates, administrative workload, time constraints, and hiring costs.
Why AI is becoming part of recruitment strategy
AI adoption in recruitment is gaining ground across Southeast Asia. According to Jobstreet by SEEK’s Hiring, Compensation & Benefits Report 2025, 27% of employers surveyed across the region had adopted AI tools in their recruitment processes. In the Philippines, the figure was 39%, according to the report.
For businesses, the appeal goes beyond simply automating repetitive work.
Recruitment teams can spend significant time screening applications, coordinating interviews, checking references, and managing candidate information. When these processes are supported by technology, recruiters can potentially devote more time to activities that require human interaction and judgment.
Jobstreet by SEEK positions seekAi within this shift, using employment-specific data and AI capabilities to support employers throughout the hiring process.
The company says the engine draws on more than 25 years of market intelligence and 750 million daily candidate and employer signals across the Asia-Pacific region.
Moving beyond keyword matching
One of the challenges in digital recruitment is that a candidate's suitability cannot always be captured by matching keywords in a résumé with words in a job advertisement.
Job requirements can differ from one organization to another, even for similar positions. Companies may also have different preferences based on their previous hiring experiences and the types of candidates who have performed well in particular roles.
seekAi's Personalised Targeting feature is designed to account for these differences.
Rather than relying solely on broad matching, the system learns from a business's role requirements, preferences, and historical hiring activity. It also incorporates real-time intent data to identify candidates that may be a closer fit for a particular employer.
According to Jobstreet by SEEK, candidates identified through this approach can be up to five times more likely to apply.
For recruiters, the potential business impact is straightforward: spending less time sorting through unsuitable applications can free up resources for evaluating candidates and engaging with people who are more relevant to the role.
From automation to an AI hiring partner
Another component of seekAi is Assist, which Jobstreet by SEEK describes as an agentic AI capability.
The distinction is important for businesses evaluating AI tools. Traditional automation typically handles predefined, individual tasks. Agentic AI is designed to work across multiple steps by using context to determine what needs to happen next.
Within recruitment, Assist can support activities including AI pre-screening voice interviews, applicant ranking, next-best-action guidance, and automated reference checks.
The objective is not to have AI make the final hiring decision. Instead, the technology is positioned as an additional layer of support that can handle administrative work and guide recruiters through parts of the recruitment process.
Jobstreet by SEEK Managing Director Dannah Majarocon emphasized this human-AI relationship during the launch.
“We believe that AI should make hiring better, not busier.”
For organizations considering AI adoption, that distinction matters. Technology can process information and automate workflows, but hiring decisions also involve organizational culture, interpersonal dynamics, leadership judgment, and an understanding of what a business needs from its people.
What AI means for the future of HR
The discussion at Jobstreet Connect extended beyond recruitment technology itself.
Liza Manalo-Mapagu, CEO of ASEAMETRICS and Chair of the AI and Innovation Committee of the People Management Association of the Philippines, delivered a keynote focused on leading people through human-AI collaboration.
The event also featured insights from Jobstreet by SEEK Head of Country Marketing Joey Yusingco on the company's Salary Pulse 2026 Insights, covering issues including salary expectations, workplace flexibility, and career development.
These topics highlight an important reality for employers: finding talent is only one part of workforce strategy. Organizations also have to understand what employees expect from their workplaces and what influences their decision to stay.
Other speakers included Holy Ampaguey, CHRO of DITO Telecommunity; Ralph Vincent Regalado, Chief AI Officer of Kollab; and Kin Enriquez, Risk & Compliance Manager, GRC of Emerson ROHQ. Discussions covered applications of AI in talent development, organizational culture, risk and compliance, and business growth.
The business case for smarter hiring
For companies, the emerging role of AI in recruitment is ultimately tied to a broader question of productivity.
A hiring process that takes too much time can delay team expansion. Poor candidate matching can increase the resources required to fill a position. Administrative work can also take recruiters away from activities where their expertise is most valuable.
Tools such as seekAi are being developed to address these operational pressures by combining data, automation, and contextual AI within existing recruitment workflows.
But technology does not eliminate the need for people. In hiring, the more practical role for AI may be to reduce the administrative burden surrounding decisions while allowing recruiters and business leaders to retain responsibility for the decisions themselves.
As AI becomes more embedded in HR, that balance between automation and human judgment will remain central to how organizations determine whether the technology is creating genuine business value.
seekAi is now part of Jobstreet by SEEK's employment technology offering for businesses.

















