At ATC2026, some of the most forward-thinking Talent Tech leaders took the stage to share how AI, technology, and human-centric design are reshaping the way we hire, retain, and build the future workforce. But the insights didn’t stop when the lights went out in Fed Square.
We’ve gathered resources, reports, and fresh ideas from our presenting partners so you can dive deeper, share with your team, and apply them directly in your own organisation.
From AI-powered hiring strategies to healthier workplace design, here’s what our Talent Tech leaders have left you with post-event:
WORKDAY
10 High-Impact Ways AI Agents Can Uplift Talent Acquisition
AI isn’t replacing recruiters; it’s redefining what they have time to do. By taking on time-consuming tasks like rediscovering past applicants, surfacing internal talent, and coordinating interviews, AI agents give TA teams more capacity to build trust, shape workforce strategy, and make the human decisions that lead to better hires.
GREENHOUSE
Introducing Voice AI: a first interview for every applicant
Too many qualified candidates never get heard. Greenhouse Voice AI interviews every applicant in a real two-way conversation, scored against the rubric your team sets. You get a stronger hiring signal than a CV, detailed evaluations with cheat and fraud detection, and hours of screening time back. Your team stays in control of every decision.
See what Voice AI can do for your hiring.
INDEED
What’s It Like Working Here? We Asked Australians and AI
Your employer brand is being read more closely than you think, so we asked 1,001 Australian workers what they really make of it. They didn’t hold back. Indeed’s new research with YouGov found 76% say culture and reputation shape where they want to work, but only 24% believe your careers page photos, 39% find employer branding too polished to be true, and 29% now check you with AI first. People have stopped taking your word for it. Your brand isn’t what you make anymore – it’s the evidence about you.
Read the full report to unlock actionable insights
EIGHTFOLD
You wouldn’t buy a car unseen, so why evaluate AI interviewing blind?
Most recruitment leaders evaluating AI interviewing never get to experience the interview itself. Getting near it usually means vendor demos, case studies and discovery calls, none of which show what a candidate goes through. Eightfold has changed that. You can try the AI interview right now, stepping into the candidate’s seat for a real screening scenario across roles from Talent Acquisition Specialist to Sales Development Rep. It’s the exact experience your candidates would have, so you can decide for yourself whether AI can genuinely conduct a screening interview.
HUDSON TALENT SOLUTIONS
Your AI strategy is still on the whiteboard. Here’s the eraser.
Everyone has an AI strategy. Almost nobody has left the whiteboard. This is the one page we hand TA teams who want an agent doing real work by Friday. Four moves, in the order we run them inside live recruitment teams. List the work, not the roles. Decide what the agent owns. Redesign the job around it. Then, and only then, trial. Plus the six jobs that pass the test almost everywhere, and the 15-minute Friday check-in that keeps it honest. Steal all of it. Start this week.
Download the AI Agent 101 playbook
SKILL
Four practical tools for talent acquisition leaders in the AI era
AI is reshaping talent acquisition. Download four strategic frameworks for deciding where AI, augmentation, and human judgement should sit and how to decide what stays human in your talent acquisition function.
You’ll access:
– The Human Decision Blueprint: Clarifies where AI acts and where human judgement must lead.
– The Capability Engine Operating Model: A talent acquisition model turning strategy into capability and measurable value.
– Role Redesign Templates: Helps you challenge hiring briefs before they’re written.
– The Executive Workshop Framework: Turns leadership debate into a shared operating decision.
Download Now
CHECKMATE
Is your background screening process built for how you actually hire?
Executive hires, early careers, contractors and internal promotions all need a different journey, yet many organisations run them through one background screening process, creating unnecessary complexity, inconsistent candidate experience and avoidable risk. At ATC2026, Checkmate’s Dave Johnson and EY’s Lisa Carr shared how they tailored screening technology to match real hiring complexity across multiple regions and role types. This download unpacks a practical 12-point framework for auditing your own hiring process and technology against what your business actually needs.
PAGE UP
More applications, fewer hires? Fix your sourcing channel mix
Application volume rose 29% globally last year, but AI-generated applications are flooding sourcing channels and conversion rates are dropping. Most organisations still pour budget into channels that aren’t converting, while high-performing channels go underfunded. Our 2026 Sourcing Channel Effectiveness report reveals where your best talent is actually coming from and where the biggest efficiency gains are hiding, globally and by industry.
Download the Sourcing Channel Effectiveness Report
SWAG N SEND
ATC & People and Culture / Talent Acquisition Teams
We’re Swag N Send, and when words won’t do, we help brands create and send custom merchandise that gives your company Swag. We’ll help you say it with swag when doing;
– Welcome kits for new hires or customers
– Giveaways to generate buzz at an event
– Door opener or ABM campaigns
