Thriving in the Age of AI - CFA Society Toronto

As large language models (LLMs) and tools powered by artificial intelligence (AI) proliferate across industries, finance professionals are faced with a familiar question reframed for a new era: How do I stand out?

Today’s AI can draft resumes, tailor cover letters, and simulate interviews. It’s tempting to think that job hunting has become a technical exercise. But conversations with Canadian financial sector recruiters and human resources (HR) leaders suggest otherwise. AI may streamline the process, but it cannot replace the human qualities that define a successful career move.

AI as an augmenter

Job seekers have access to AI tools that make parts of the process faster and more accessible. Recruiters note growing use of generative models to refine resumes, structure messaging, and prep for interviews. On the employer side, AI is being used to draft job descriptions, improve screening, and conduct market research. Further, platforms like LinkedIn

are integrating AI to help identify potential candidates more efficiently.

Still, no one I spoke with described AI as transformative in the deeper aspects of hiring. One recruiter said, “AI can help you get the meeting. It can’t help you build trust.” Think of today’s tools as research assistants, not replacements for good judgment, presence, or character.

AI may streamline the process, but it cannot replace the human qualities that define a successful career move

Finding the right balance

Jordan Elias, a Principal at Collins Executive Search who focuses on the investment management space, sees real value in AI for early-career professionals.

“AI can be tremendously helpful for those struggling with resume formatting or figuring out how to present themselves,”

he said. “For recent grads, it provides helpful structure and clarity on industry expectations.”

This reflects a broader theme: AI can be a strong starting point, especially for those still learning the ropes, but it shouldn’t be treated as a one-size-fits-all solution.

The pitfalls of overreliance

Overdependence on AI can backfire. Ben Basian, a Director at IQ Partners with deep experience in real estate, highlighted a common mistake: using AI to update resumes without thoroughly reviewing the output.

“People upload their resume, ask ChatGPT to improve it, and send it off without checking. That leads to formatting issues— or worse, inaccuracies,” he said. In one case, an AI-generated resume misrepresented a deal by blending input from news articles and the candidate’s experience. A hiring manager familiar with the transaction caught the inconsistency.

“The candidate was certainly qualified,” Basian said, “but they came across as careless or dishonest.”

The lesson? AI should support your career narrative, not write it for you.

Adoption remains uneven

While AI tools are becoming more common in some hiring workflows, their usage remains uneven across the industry. One senior HR professional at a leading Canadian asset manager noted, “We don’t use AI in recruitment here. Things are still quite manual at this time.” While internal teams may be well-versed in the technology, its application to hiring has been limited—at least for now.

Despite the attention LLMs receive, many firms still rely on traditional, human-led processes when it comes to selecting talent. Technology may support the journey, but people still make the decisions, and that’s likely because we still value our intuition and processes more than we trust a computer to decide about human relationships.

When AI falls short

AI also struggles in technical, domain specific interviews. Elias, who recruits in investment banking and private equity,

explained the limitations.

“Interviews in these roles are dynamic. We’ll ask a candidate to walk through a deal and then keep digging: Was it a good investment? Was the price fair? Why? That kind of thinking can’t be scripted,” he said.

While AI might help prepare for general HR interviews, it falls short in settings that require deep knowledge and critical

thinking under pressure. You can’t fake expertise or curiosity.

The human advantage

If there was one consistent theme from every conversation, it’s this: hiring is still a human process. Decisions are based on trust, character, and fit—none of which come through on paper alone, let alone through automated tools. These qualities emerge through conversations, thoughtful follow ups, and in the impression you leave.

Candidates who stand out are those who build genuine relationships, ask insightful questions, and are known and trusted in their communities. AI can get you in the door, but it’s your empathy, aptitude, and connection-building that earns offers.

Empathy still matters

In a world where everything is being optimized, human qualities are becoming more important. As one HR executive told me, “We remember the thoughtful people, not just the polished ones.”

This is true for candidates and hiring managers alike. Knowing how to prompt an LLM is helpful. But knowing how to read a room, write a thank-you note, or offer a referral are essential skills for building a career.

Looking ahead

That’s not to say AI has no future in recruitment. Basian sees opportunities, especially for recruiters hiring outside their

usual domain. “AI could help us draft better interview questions or identify overlooked candidates in adjacent industries,” he said.

As AI matures, it may support more personalization, better matching, and faster screening. But we’re not there yet. And even if we get there, the fundamentals— trust, character, relationships—will still matter most.

Tech helps, people hire

For finance professionals navigating an evolving landscape, the message is clear. Use AI to sharpen your materials and prepare effectively. But don’t neglect what truly sets you apart: empathy, credibility, and the relationships you build along the way.

The resume may get you noticed. The conversation is what keeps you remembered.

Decisions are based on trust, character, and fit—none of which come through on paper alone, let alone through automated tools

Note: This article features how to harness the power of AI responsibly, and as such, the author used Fireflies.ai to transcribe expert interviews and ChatGPT to aid in article conceptualization and to provide stylistic suggestions.

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