Why most hiring problems are clarity problems

Spotlight is our series on the people shaping the future of hiring and talent. We ask them how they work, what they believe, and where AI actually helps.

This time we spoke with Cody L. Horton, a talent advisor who has shaped how some of the world's largest organizations hire, and who now trains companies to do it all smarter with AI.

His leadership in talent acquisition spans Microsoft, Walmart, Dell Technologies, Deloitte, Rackspace Technology, and the US Navy. Across all of it, he keeps returning to the same idea: get clear on what you are looking for before you go looking for it.

What advice would you give to someone starting out in hiring or talent?

Slow down first. Most people rush into sourcing before they're clear on what they're actually looking for. Treat the job description as a starting point, not the truth. Build a simple scorecard, define what good looks like, and then go test that against the market. If you get the direction right, everything else gets easier.

What's the most rewarding part of the work you do today?

Helping people think better. When a team moves from guessing to making clear, structured decisions, everything changes. You see better hires, less frustration, and more confidence. AI can accelerate that, but only when it's used to improve thinking, not replace it.

What's one thing you hope never changes about how we hire people?

A human owns the decision. We can use tools, data, and AI to inform the process, but at the end of the day, hiring is still a judgment call. That responsibility shouldn't be outsourced.

Who is your role model in the talent space?

Larry Hernandez and Chris Bell. Both are doing real work in the field and sharing practical approaches that actually help teams get better. They focus on execution, not just ideas.

What skill has mattered more than you expected in this line of work?

Critical thinking. Not just asking questions, but knowing which assumptions to challenge and when. Most hiring mistakes come from untested assumptions, not lack of effort.

What is a hiring belief you hold that most people would challenge?

Most hiring problems aren't sourcing problems. They're clarity problems. If you don't know what good looks like, no amount of sourcing, tools, or AI will fix it.

What's the best candidate experience you've ever seen or created?

The best experiences are simple and clear. Candidates know what to expect, interviews are tied to real work, communication is fast, and feedback is grounded in evidence. Nothing fancy, just done right.

How can AI make recruiters better, not just faster?

By sharpening thinking. AI can help clarify role requirements, pressure-test assumptions, surface patterns in the market, and improve decision quality. If it's only making you faster, you're not using it well.