MESSAGE FROM OUR CEO’S DESK

I’m just going to say it - recruiting is a total shitshow right now. There’s a parasitic deadlock where AI tools are running loose and breaking the fundamental way people find work. And it is WILD!

To start, the desperation in the white-collar and tech markets is unprecedented. Despite what official unemployment numbers say, the reality on the ground is a low-hire, low-fire stagnation. In the first three months of 2026 alone, over 50,000 tech workers were hit by layoffs at giants like Oracle and Meta. Combined with a near decade-low quit rate, nobody is moving, and anyone who is out of work is fighting for a dwindling number of roles. It’s become a survival necessity to mass-apply just to land a single job.

It’s safe to say the "Easy Apply" option is less of a shortcut and more of a lottery ticket nowadays.

Enter the recruiting arms race that nobody is winning. 

On one side, candidates use tools like LoopCV and Sonara to blast out hundreds of applications. On the other, companies use AI gatekeepers like Eightfold or Paradox to screen that massive volume because they’ve gutted their internal recruiting teams to save on overhead.

The recruitment process is now bots talking to bots, while the humans on both sides are left exhausted, ghosted, and lied to.

The AI Double Standard

Here’s my real hot take… AI is effectively destroying the bridge of trust between talent and companies.

• The "Perfect" Persona: Our VP of Consulting, Adriana, recently pointed out that we’re seeing "AI-polished" resumes that look like a dream on paper but completely fall apart the second a human starts asking questions. We’re even seeing fully fake, AI-generated personas making it deep into hiring funnels.

• The Corporate Hypocrisy: Companies are obsessed with using AI to automate their vetting and phone screens without a second thought. Yet, those same companies get indignant when a candidate uses AI to pass their initial filters. You can’t automate your effort and then get mad when candidates automate theirs. It’s a massive double standard that is making the candidate experience feel like a cold, digital interrogation.

Why It’s a Mess

The "efficiency" AI promised us in HR has actually created a a ton of noise:

1. Volume vs. Value: Having 1,000 applications doesn't mean you have a deep talent pool. It means you’re searching for a needle in a haystack that’s currently on fire.

2. The Human Deficit: Because companies view recruiting as non-revenue generating, teams are paper-thin. When a solo recruiter gets hit with 2,000 bot-assisted applications, they can’t immediately use AI to optimize their entire process. They get overwhelmed. They ghost applicants. They miss the brilliant humans because they're too busy fighting the bots.

3. The Commitment Gap: Candidates are going four or five rounds deep into a process (during which we’re also investing hours of our time) only to get to the offer stage and admit they never intended to follow the in-office requirements or the salary range. Why? Because when the job market is so uncertain, you need to follow every lead even if you’re not excited about it. 

So, where do we go from here? At People Function, we’re trying to move away from the volume game. We’re using AI solutions in a human way, and building systems and processes based on human-to-human trust and connection. 

If your recruiting process feels like a glitch in the matrix, you’re not alone. But let’s stop pretending that more automation is going to fix a problem that automation created in the first place. 

Stay human,

THE HR BRIEFING 🗞️

NEWS TO KNOW

HR headlines and stories, curated with our perspective. 🤝

USA Today: Job openings fell to a 6-year low in February as the hiring market enters a “zero-employment growth equilibrium.”

• ↪️ PFunc’s Perspective: Companies are really leaning into keeping and growing their current teams. The focus now is keeping people engaged and agile as we all weather this weirdly stagnant market together.

Monster: The Class of 2026 is prioritizing job security over career growth; most are also willing to trade a higher salary for stability.

• ↪️ PFunc’s Perspective: How founders and HR leaders can attract top talent:

  • Demonstrate how the position is essential to the company’s long-term scaling.

  • Be transparent about your runway and provide a clear roadmap for future success.

  • Offer benefits that reward commitment, i.e. equity, 401(k) matching, and mental health support.

Another story we think you might like.

• HR Dive: H-1B visa program hits its cap for 2027

COMPLIANCE CHECK

Here are the HR compliances going into effect (or hitting deadlines) this month.

• Federal (immediately): President Trump signed an executive order requiring federal contractors to audit their internal policies for "prohibited training" within 30 days to avoid False Claims Act liability.

• Federal (effective 4/15/26) - All employers and group health plan sponsors must file Form 8928 to self-report compliance failures in their health plan administration.

• New York City (effective 4/18/26) - Employers cannot request or use applicants’ credit history to make hiring decisions.

Subscribe to The PFunc Pulse to stay ahead of the curve with the latest HR tips, trends, talent on the market, open jobs, and hot topics.

THE OPPORTUNITY EXCHANGE 📈

ROLES ON OUR RADAR

The PFunc job board is packed with open roles across our client companies, making it easier than ever to tap into our network.

This week, we’re diving into career opportunities at Honeycomb, the newest PFunc client! Join their team as they help engineering teams across industries solve real-time issues.

• AI Operations Lead - Drive Honeycomb’s AI transformation by building reliable platforms that automate workflows, amplify employee impact, and lead company-wide adoption.

• Director of Data - Lead Honeycomb’s data engineering and analytics teams to execute a company-wide strategy that powers its next generation of AI-driven features.

• Staff Solution Architect - Partner with the company’s engineering teams to solve complex software problems and guide their critical business decisions.

See a role you’re interested in? Reply to this email and we’ll try to connect you with the hiring team. Hiring for an open role yourself? Reply to have your job featured in an upcoming PFunc Pulse issue.

RECOMMENDED RESOURCE💡

Check out this resource for HR leaders, CEOs, and founders like you, vetted and recommended by us!

Kula - This AI-powered platform was built by recruiters to streamline your entire hiring process, helping you build high-performing teams faster and more efficiently.

WHERE TO NEXT?

Our team is always on the move, popping up at the HR events, conferences, and summits we actually love.

APRIL

• Community Moves 2026 (New York City)–April 9

  • Emma will join the “Don’t Forget the Human Touch: Culture, Community, and Creating in the Age of AI” panel at Justworks’ one-day conference for small business leaders.
    

• Startup Leadership Salon (Fabrik NYC)–April 16 from 6 to 8 p.m.

  • Lindsay Glogower, PFunc’s Recruiting Practice Lead, will break down the strategy on who and how to hire.

CHRONICALLY ONLINE📱

April Fool’s Day is a serious matter at People Function. Case in point: Emma’s resignation.

Join 100,000+ followers across PFunc’s Instagram, TikTok, and LinkedIn, hailed as “one of the best HR accounts online today.” 😉

STAY IN TOUCH 💌

If you’re interested in fractional HR support for your team, reply to this email or contact us to learn more about our offerings, pricing, and how we can support your growing company.

Join the Talent Network here (it’s free!). Whether you’re actively exploring new opportunities or happily employed but open to the right fit, becoming part of our network boosts your profile when roles align with your experience, skills, and career goals.💡

🗣️ Thoughts, feedback, requests? Let us know! 🗣️

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Every Tuesday, The PFunc Pulse delivers the HR news and compliance shifts you actually need to know about, without all the corporate fluff. Emma brings her unfiltered take on the trends keeping CEOs awake at night, served with the gritty, practical wisdom of a founder who’s seen it all. Real talk for better people decisions, week by week. (P.S. Do your work bestie a favor and forward this— friends don't let friends do old school HR. 🫢)