Structured AI interviews and human judgment combine to address the global talent shortage
Updated
March 4, 2026 4:46 PM
ManpowerGroup World Headquarters in Milwaukee. PHOTO: ADOBE STOCK
As hiring pressures mount across global markets, ManpowerGroup is turning to technology to strengthen how it connects people to work. The workforce solutions major has announced a global partnership with Hubert, a startup focused on AI-driven structured interviews. The aim is simple: make hiring faster and fairer, without removing the human touch.
ManpowerGroup has spent decades operating at the center of the global labor market. The company works with employers across industries to fill roles, manage workforce planning and build talent pipelines. With millions of placements each year, it has a clear view of how strained hiring has become. A large share of employers today report difficulty finding skilled talent. At the same time, candidates expect more transparency, quicker feedback and flexibility in how they engage with employers.
Hubert enters this picture as a specialist in structured digital interviewing. The startup has built tools that allow candidates to complete interviews online, at any time, while being assessed against consistent criteria. Instead of relying on informal screening calls or resume filters, its system focuses on standardized questions tied directly to job requirements. The idea is to bring more consistency to early-stage hiring.
The partnership brings these capabilities into ManpowerGroup’s global operations. AI-powered interviews will now support the first stage of screening, helping recruiters identify qualified candidates earlier in the process. This does not replace recruiters. Final decisions and contextual judgment remain with experienced hiring professionals. What changes is the speed and structure of the initial assessment.
For employers, this could mean earlier visibility into job-ready talent and less time spent on manual screening. For candidates, it offers more flexibility. A significant portion of interviews on Hubert’s platform are completed outside regular office hours, allowing applicants to engage when it suits them. That flexibility can make a difference in competitive labor markets where timing matters.
The collaboration is also positioned as a step toward reducing bias. By evaluating each candidate against the same transparent standards, the process becomes more consistent. While no system can remove bias entirely, structured assessments can reduce the variability that often comes with unstructured interviews.
At its core, the partnership addresses a gap many large organizations are facing. They need scale and speed, but they cannot afford to lose the human judgment that good hiring depends on. Manual processes are too slow. Fully automated systems can feel impersonal and risky. ManpowerGroup’s approach suggests a middle path, where technology handles repetition and structure and recruiters focus on potential and fit.
The move also reflects a broader shift in the workforce industry. AI is no longer being tested on the sidelines. It is being built into the foundation of hiring operations. For established players like ManpowerGroup, the challenge is not whether to adopt AI, but how to do so responsibly and at scale.
By working with Hubert, the company is signaling that the future of recruitment will likely blend structured digital tools with human expertise. In a market defined by talent shortages and rising expectations, that balance may prove critical.
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Where smarter storage meets smarter logistics.
Updated
January 8, 2026 6:32 PM
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Kioxia's flagship building at Yokohama Technology Campus. PHOTO: KIOXIA
E-commerce keeps growing and with it, the number of products moving through warehouses every day. Items vary more than ever — different shapes, seasonal packaging, limited editions and constantly updated designs. At the same time, many logistics centers are dealing with labour shortages and rising pressure to automate.
But today’s image-recognition AI isn’t built for this level of change. Most systems rely on deep-learning models that need to be adjusted or retrained whenever new products appear. Every update — whether it’s a new item or a packaging change — adds extra time, energy use and operational cost. And for warehouses handling huge product catalogs, these retraining cycles can slow everything down.
KIOXIA, a company known for its memory and storage technologies, is working on a different approach. In a new collaboration with Tsubakimoto Chain and EAGLYS, the team has developed an AI-based image recognition system that is designed to adapt more easily as product lines grow and shift. The idea is to help logistics sites automatically identify items moving through their workflows without constantly reworking the core AI model.
At the center of the system is KIOXIA’s AiSAQ software paired with its Memory-Centric AI technology. Instead of retraining the model each time new products appear, the system stores new product data — images, labels and feature information — directly in high-capacity storage. This allows warehouses to add new items quickly without altering the original AI model.
Because storing more data can lead to longer search times, the system also indexes the stored product information and transfers the index into SSD storage. This makes it easier for the AI to retrieve relevant features fast, using a Retrieval-Augmented Generation–style method adapted for image recognition.
The collaboration will be showcased at the 2025 International Robot Exhibition in Tokyo. Visitors will see the system classify items in real time as they move along a conveyor, drawing on stored product features to identify them instantly. The demonstration aims to illustrate how logistics sites can handle continuously changing inventories with greater accuracy and reduced friction.
Overall, as logistics networks become increasingly busy and product lines evolve faster than ever, this memory-driven approach provides a practical way to keep automation adaptable and less fragile.