At TrueLayer, we’re changing the way the world pays — and that means hiring the right talent for the job.

But the way we all work is also changing. AI is transforming how companies operate, how teams collaborate, and even how hiring decisions are made.

For candidates, this shift can feel exciting but also uncertain. We want to demystify the types of skills that are most valuable, and how you can stand out in a hiring process where AI plays a role.

To help provide clarity, we sat down with Lucy Warwick, TrueLayer’s Director of Talent & Workplace to answer some questions around hiring in the age of AI. So let’s dive in.

Lucy, you’ve been at TrueLayer for over four years. How has AI changed the way you approach hiring?

We’re in an unprecedented time in Talent. AI has shifted hiring from being purely about credentials and experience to being much more focused on adaptability and problem-solving.

At TrueLayer, we use AI to streamline operational tasks in hiring, such as drafting job descriptions, but the real change is in what we look for — people who can thrive in a tech environment where AI is part of everyday workflows. It’s less about whether you already know a tool and more about whether you can learn fast, apply judgment, and combine technology with human skills.

AI accelerates this change, but it doesn’t replace the human insight needed to assess potential, curiosity, and alignment with our values. The real advantage comes from combining technology with human judgment — using AI to amplify skills and efficiency while focusing on the conversations and connections that make hiring meaningful.

Our advantage is that we can do what AI fundamentally cannot: understand the human equation by bringing connection and community to the table. By speeding up the operational side of hiring, we get to really focus on having the types of conversations that reveal exceptional talent.

What new skills or qualities are becoming more valuable as AI tools become more integrated into workflows?

While AI is great at automating tasks, analysing data, and generating content quickly, it cannot replicate human judgment, creativity, or empathy, making these qualities increasingly valuable.

Whereas a few years ago speed and accuracy were incredibly important skills not everyone had, today they should be table stakes when you essentially have an AI co-pilot as your proofreader or sense checker.

Today, curiosity and critical thinking are more important than ever. Being curious about how to best prompt AI and how it can bring true innovation to businesses is a skill companies want to nurture and embed within their culture.

But more than that, once AI has ‘done its job’ on your task or project, candidates need to be aware that their role doesn’t stop there. To truly stand out, they need to be able to understand what AI cannot; i.e. the business drivers, how teams work together, and how to accommodate real-world nuances within their jobs.

Similarly, creativity and authenticity are more important than ever.

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AI is there to multiply skills, not replace them. Our mantra is very much “an AI starting point, with a human finish”

In a world with AI, authenticity is arguably at risk, but emotional intelligence continues to differentiate people from machines. Skills like empathy, active listening, and influence are crucial for turning AI-generated insights into meaningful outcomes in team, leadership, or customer-facing settings. Being self-aware enough to nurture your soft skills daily is key.

Are there any common misconceptions candidates have about how AI is being used in hiring you’ve come across, and if so what are they?

One refreshing shift we’ve seen is that candidates are more open about admitting they’re using AI. It’s no longer their worst kept secret, it’s out there, and we’re grateful! That said, some still perceive it as “cheating.”

At TrueLayer, we see it differently: AI is there to multiply skills, not replace them. Our mantra is very much “an AI starting point, with a human finish”. So candidates who use it thoughtfully and know how to challenge or question it, and prompt it to perfection, are going to be the ones who truly stand out.

Another common myth is that AI makes our hiring decisions. This isn’t true. While we might use AI to support our team with documenting interview notes & scheduling, CV screening & final hiring decisions are 100% human-led, and this won’t change. The human element of hiring has never been more important to us. Our approach is to leverage AI to create more space for personal interaction, not less.

What advice would you give to candidates worried that AI could replace their role in the future?

When we talk about revolutions (which we do a lot at TrueLayer), there’s no denying the AI revolution is here and it’s already changing the shape of roles as we know them.

Whilst the future is hard to predict, one thing is certain: AI is only going to evolve, and the best approach is to embrace it, not fear it. Think about it empowering your role, rather than replacing it. Ask yourself: ‘How can I use AI to boost my impact?’. This may be through automating tasks you used to struggle with or freeing up your time for research or more strategic work.

At TrueLayer, we reward those who research and embrace AI through monthly competitions and have dedicated spaces and workshops for team discovery. Feel free to ask about these if you find yourself in a hiring process with us.

What safeguards do you put in place to ensure AI-driven hiring remains fair and unbiased?

Fairness is non-negotiable at TrueLayer. Any AI tools we use go through a careful review process to ensure bias isn’t introduced. More importantly, we use tailored evaluation frameworks to reduce human bias and maintain a level playing field for all candidates. As deepfakes and fabricated applications become more common, safeguarding the integrity of our process is more important than ever.

To do this, we rely on panel interviews, collaborative feedback, and structured decision meetings — what we call a “Tagine” (yes, like the Moroccan dish!) — where interviewers share real-life observations and discuss finalists together. This approach takes a little longer, but it ensures our hiring process is robust, human-centric, and fair.

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In the near future, we’ll see AI proficiency badges and microdegrees emerge as a new form of career currency, signalling that adaptability and a willingness to learn, rather than just static credentials.

What practical tips can you offer job seekers to help them stand out in an AI-influenced recruitment process?

• First and foremost; be authentic: your personality, perspective, and experiences are what make you unique. AI can help with applications, but it can’t replicate who you are.

• Avoid ‘identikit’ CVs: generic CVs generated straight from job descriptions are easy to spot — especially when cross-referenced with LinkedIn profiles.

• Focus on results, not responsibilities: use metrics and tangible outcomes to show impact, not just a list of tasks.

• Prepare for real problem-solving: don’t just research the company and the challenges they face, be ready to discuss how you’d tackle those challenges using both human judgment and AI support.

• Demonstrate adaptability with AI: share examples of how you’ve used AI thoughtfully and how you’d bring it into the role.

• Network and learn: attend industry events, listen to podcasts, find a mentor, and learn from others’ experiences.

How do you see AI evolving the job market over the next five years?

We’re living through a once-in-a-generation shift in the job market. It’s changing how companies hire, and how candidates build and grow their careers.

In the near future, we’ll see AI proficiency badges and microdegrees emerge as a new form of career currency, signalling that adaptability and a willingness to learn, rather than just static credentials. Those who experiment early and embed AI into their workflows will be likely to stand out as they free up more time for creativity.

But while technical skills will still be needed, it’s adaptability, problem-solving and empathy that will define long-term career success. As AI takes on more operational work, it’s really the human capabilities that will help you thrive in the new world of work.