Introduction
As AI and automation become more embedded in fashion’s workflows, the conversation is often dominated by tools, tasks, and tech stacks. But beneath the surface lies a more pressing question: how is the workforce itself evolving?
In this Fireside Chat, Nigel Robinson, Senior Recruiter at unspun™, pulled back the curtain on what it really means to build an AI-augmented talent function. Speaking from his experience inside a tech-driven fashion company, Nigel offered not just a rundown of tools, but a reframe of mindset – from philosophical takes on bias and storytelling, to practical tips on integrating AI into daily talent work with thoughtfulness, creativity, and care.
🎥 Watch the full video interview below!
Don’t have time to watch the full video? Scroll down for a summary of key takeaways and noteworthy quotes.
💡 Key Takeaways
1. AI should speed up tasks so humans can slow down meaningfully
AI brings exponential speed to the admin side of recruiting – from scheduling to screening. But Nigel believes the real value is how that speed creates room to slow down elsewhere. By automating low-impact tasks, recruiters can spend more time being present with hiring managers and candidates, focusing on human connection, empathy, and strategic alignment.
It allows you to focus more on the human parts…being with your hiring managers, being with the teams, being more present with the candidates.
2. Build your own AI workflows to match your context
At unspun, Nigel didn’t just adopt off-the-shelf tools; he adapted them. Using Notion AI, Claude, and Replit, he created a custom headcount planner, synthesized interview feedback, and built a narrative brand voice for recruitment.
Without a big tool budget, he proved that with curiosity and resourcefulness, AI can help you shape workflows around your team’s actual needs.
We don’t chase all of the tools. It’s really about finding the workflows that work for you.
3. We’re still treating AI too much like a to-do list
Most panels, Nigel said, frame AI as just a task automator. But he sees it as a collaborator, a teammate that brings outside context, helps pressure-test ideas, and pushes deeper thinking.
People see AI as a task manager. But it’s a thought partner… it can help you think about something differently.
4. AI won’t erase early careers but it will reshape them
Entry-level roles will be affected by AI, especially in operational tasks. But for those starting out, it can be a career accelerator allowing faster learning and more diverse paths.
If I had started as a coordinator today, I think my learning would’ve been way more accelerated…there’s an opportunity to be a kind of professional that hasn’t existed before.
5. Soft skills are becoming the new superpower
As AI handles more of the technical and repetitive tasks, human qualities like curiosity, communication, and collaboration, are increasingly valuable. At unspun, soft skills are non-negotiable. Candidates must be able to translate across functions, express ideas clearly, and show energy and care.
Most hard skills will be commoditized…it’s the ineffable that makes any place worth being.
6. Bias isn’t avoidable – but it can be intentional
Rather than chasing “bias-free” AI (which doesn’t exist), Nigel encourages being conscious about the biases you do build in. Company values, team dynamics, and desired working styles are all forms of bias, and they can be designed for inclusivity.
There is no process without bias. The goal is to make sure the bias isn’t blind or arbitrary.
7. For hesitant HR teams, start small and start playfully
AI doesn’t have to mean system overhauls. Nigel recommends starting with small, safe experiments: a single workflow, a chatbot prototype, or a hackathon-style session where the team can test and explore ideas.
Start with something bite-sized. Treat it like play. Let people run and come back with ideas.
8. To convince leadership, tell better stories, don’t not just show more data
Executives think in stories: about the company, about their people, about what’s working. Data without narrative can be ignored, but storytelling with AI-derived insights is persuasive.
Everyone’s telling themselves a story – leadership, candidates, employees. Talent’s job is to harmonize those stories.
9. AI-generated resumes are already the norm, but is that a bad thing?
Nigel estimates that most applications he sees have some level of AI involvement. Rather than police it, he focuses on signal: is the application thoughtful, specific, and clear – or generic and careless?
It’s fine if you used an LLM – but did you show attention to detail? That’s what matters.
10. AI will change recruitment but people will remain at its heart
Nigel’s future vision isn’t about perfect automation; it’s about making recruiting more meaningful. From narrative-driven analytics to self-sorting talent ecosystems, he hopes AI makes it easier for people to find work that matters to them.
Hopefully recruiting fades into the background – and it’s just people meeting people.
Closing Thoughts
If we’ve learned anything from this conversation, it’s that fashion’s future workforce isn’t just about who you hire but about how you build the space to let them thrive.
From treating AI as a creative collaborator, to redefining soft skills as strategic assets, the real opportunity lies not in replacing people, but in redesigning systems around them.
