When LinkedIn released its first product for recruiters leveraging agentic AI, tasks were on the chopping block. The new tool was designed to help these people pros focus on what they do best (and, not for nothing, enjoy the most): making meaningful human connections with professionals and helping build successful teams for their organization.

“Ultimately what people are trying to do on LinkedIn is go from a billion people to that one perfect hire,” said Hari Srinivasan, LinkedIn’s VP of product.

In the year or so since its launch, LinkedIn Hiring Assistant has helped the platform’s charter customers—more than 500 companies and 8,000 early users, according to LinkedIn—save more than four hours per role and review 62% fewer profiles, according to an analysis of its early agent use. They’re also seeing InMail acceptance rates blossom by 73%.

“Which means that recruiters need to spend less time looking at profiles, less time writing messages with no reply in order to get to that right side of perfect hire,” Srinivasan said.

For more on the future of LinkedIn Hiring Assistant, keep reading here.—AD

It’s been a while since a job posting generated as much chatter as a role posted by the popular fashion podcast The Cutting Room Floor did this week.

On Aug. 25 the podcast posted on LinkedIn that it was looking for an office coordinator to join its team. The employee would be expected to “manage calendars, handle guest bookings, and oversee essential office logistics” while working from the podcast’s New York City offices from 9:30am to 6:30pm each day, according to a description that’s since been removed from The Cutting Room Floor’s website. They’d also be paid $55,000 a year—with no benefits.

Recho Omondi, who hosts the podcast, drew backlash for advertising the job which would qualify as “very low-income” by New York City’s own standards.

Takeaways for people pros. Though HR professionals can’t fix the systemic factors that contribute to these practices themselves, they can consider how such practices may affect their organization’s ability to hire and retain talent.

For more pay practice considerations for HR pros, keep reading here.—CV

Horrible Bosses didn’t age well…for many reasons. But, despite the obvious HR violations in the 2011 movie, some might need a refresher on how to not be a bad boss.

Mita Mallick, a workplace strategist, highlights the circumstances that can lead any manager to become a bad boss—and how to avoid them—in her book, The Devil Emails at Midnight: What Good Leaders Can Learn From Bad Bosses, set to publish on Sept. 30.

Mallick shared more with HR Brew about her forthcoming book.

For more from our conversation with Mallick, keep reading here.—MC