Grady Gardner
GM and CRO
Grady leads the Go-To-Market and Revenue teams at Braintrust, bringing deep expertise in scaling enterprise high-volume recruiting solutions and AI workforce automation.
Articles by Grady
The Ultimate Guide to AI Video Interviews: How They Work and Why They're Replacing Phone Screens
Discover why top enterprise companies are moving from phone screens to AI video interviews — and how live, adaptive video AI is delivering faster, fairer, and richer candidate assessments.
Building a World-Class Candidate Experience Using AI
Your candidate experience is your employer brand. Learn how to use conversational AI video interviews to treat every applicant like a priority — instantly and at scale.
The Evolution of Semantic Scoring in Candidate Assessments
How semantic scoring works beyond keyword matching, how accurate it actually is, and what the bias-audit rules now require of it.
A Quantitative Look at the ROI of AI Recruiting
The ROI model for AI recruiting line by line, with the published benchmarks behind each input, a worked example, and the places the standard business case overstates itself.
Scaling High-Volume Recruiting in Retail and Healthcare with AI
How retail and healthcare organizations are filling high-turnover roles significantly faster using automated conversational screening.
Compliance and Data Privacy in AI Hiring: What Every CISO Needs to Know
Understanding the security, SOC 2 compliance, and anti-bias regulations surrounding enterprise deployment of AI interviewing tools.
Skills-Based Hiring vs. Resumes: How AI Is Surfacing Hidden Talent
Resumes are terrible predictors of job performance. Discover how AI interviewing facilitates the shift towards pure skills-based enterprise hiring.
How a Global Enterprise Navigated AI Hiring Compliance Across Three Continents
How a multinational conglomerate safely navigated fragmented global privacy laws while centralizing their screening process on a single AI platform.
Why AI Is Displacing the RPO Model (And What That Means for TA Budgets)
Enterprise Recruitment Process Outsourcing is notoriously expensive. Discover how bringing intelligent screening in-house is resetting TA budgets permanently.
Five Ways to Future-Proof Your Talent Acquisition Strategy This Year
Five strategic imperatives for enterprise HR leaders looking to navigate the aggressive shift toward automated, skills-based recruiting.
The Death of the Pre-Screening Form
Long, static application forms cause massive candidate drop-off. Conversational AI captures the same data far more elegantly — and candidates actually complete it.
The Debate Is Over: AI Recruiters Outperform Humans. Here's the Data.
Independent research from UChicago Booth and Erasmus University shows AI-led interviews produce better hires, higher retention, and significantly less gender bias.
Braintrust AIR vs HireVue: Conversational Voice Screening Compared
HireVue is a video-first interview and assessment platform. Braintrust AIR is conversational AI interview software that runs a two-way voice screen and leaves the hiring decision with a human. Here is a clear comparison.
What Is AI Interview Software? Definition, Formats, and How to Choose (2026)
AI interview software uses AI to conduct, score, or analyze candidate interviews and return evidence for human review — usually conversational voice, one-way video, or adjacent skills tests. Definition, formats, structured vs unstructured, cost models, and how Braintrust AIR fits.
Screen with AIR First, Then Fill with the Talent Marketplace
Agency markups charge you to find people you have not screened. The AIR-first motion is the reverse: conversational voice screening, then Marketplace fill — with platform pricing tailored to your hiring needs. Try AIR first.
Agentic AI in Recruiting: What an AI Recruiting Agent Automates
An AI recruiting agent runs sourcing, screening, first-round interviews and scheduling. Here is the five-level autonomy scale, what it cannot do, and the laws that set the limit.
Recruiting Automation: Which Hiring Tasks to Automate in 2026
Recruiting automation works on repeatable, reversible, evidence-based hiring work. Use the four tests and the task-by-task map to decide what to automate and what to keep human.