Why AI Can’t Replace Human Relationships in APAC Trading Recruitment

Why AI Can’t Replace Human Relationships in APAC Trading Recruitment

Date: 29 Aug 2025

Artificial intelligence (AI) is rapidly transforming recruitment. From CV screening to automated interviews, both companies and candidates are adopting AI tools to save time and boost efficiency.

But in APAC’s trading sector, where competition for specialist talent is fierce, there’s a growing question: can AI really replace the relationships that drive successful hires?

The answer, for now, is no. While AI can streamline high-volume hiring, building trading teams still depends on human insight, trust, and long-term recruiter relationships.

AI in Candidate Screening

Across global markets, AI adoption is accelerating. Studies show that 96% of U.S. hiring professionals now use AI to filter applications, with most reporting faster time-to-hire and effective candidate identification.

But there’s a catch. AI tools are only as good as the data they’re trained on. They often miss critical context — like cultural fit, communication skills, or subtle achievements that don’t match keyword criteria.

In candidate-short markets like trading, this can mean overlooking the very people firms are trying hardest to attract.

The Problem With AI Interviews

AI isn’t just filtering applications. Increasingly, candidates are discovering they’re interviewing with bots.

While automated interviews may reduce scheduling pressures, many candidates find the experience frustrating or impersonal. Some even walk out once they realise the interviewer isn’t human.

And there’s another risk: AI can’t capture nuance. Notes may overlook enthusiasm, problem-solving flair, or subtle cues about teamwork and leadership - factors that often determine long-term success.

Risks of Bias and Discrimination

One of the biggest concerns with AI in hiring is bias.

For example, one provider admitted that only 6% of its training data came from Australia and New Zealand, with more than a third based on white candidates. This means hiring algorithms may undervalue communication styles, accents, and diversity common in APAC.

Transcription error rates are another challenge. While U.S. English speakers average under 10%, non-native speakers — particularly from China - see error rates as high as 22%. That creates an uneven playing field for talented candidates.

When Candidates Use AI

It’s not only firms adopting AI - many candidates now use it to polish CVs, practice coding challenges, or prepare for interviews.

But companies aren’t always supportive. In one recent case, a strong developer was rejected after AI-detection software flagged their written responses as AI-generated, even though their technical skills were excellent.

This double standard highlights the need for transparency. If AI use is permitted (or not), firms must make it clear from the outset.

Where AI Works - and Where It Doesn’t

AI has value. It speeds up graduate and entry-level hiring, where thousands of applications need processing quickly. But in specialist areas like quant, trading technology, or portfolio management, the most successful hires still come from trusted relationships.

Specialist recruiters understand technical nuances, know market dynamics across APAC, and have built networks that automation simply can’t replicate. In a market where every hire counts, human insight remains critical.

Building Relationships That Last

In trading recruitment, relationships are still the differentiator. Candidates want transparency, guidance, and trusted conversations - not just automated filters.

At Tribus, we partner with hedge funds, prop trading firms, and fintechs worldwide to build high-performing teams. By combining market insight with long-term relationships, we help firms hire the right people and candidates take the right next step.

If you’re scaling your trading team or considering a career move, we’d love to connect.

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About the Author

Frazer Ashman is a Senior Recruiter at Tribus, specialising in placing trading and quant professionals across APAC and global markets. With a deep understanding of both talent and market trends, he helps firms secure specialist hires in competitive environments.