Pitch Op-Ed
Describe the topic and author's credentials with your target publication type; get a pitch email and draft op-ed with a clear point of view.
Our Chief People Officer wants to publish an op-ed arguing that AI hiring tools are creating a new form of credentialism that screens out non-traditional talent. She has been in HR leadership for 18 years, led hiring for three companies with 5,000+ employees, and ran a pilot last year where removing AI screening increased quality-of-hire scores by 22%. Target: business or HR trade publications. A previous pitch to one outlet was rejected for being too broad.
---------- Forwarded message ----------
On Tuesday, February 25, 2026, Diane Moretti d.moretti@harkinsgroup.com wrote:
Jordan,
I want to write about how AI resume screening tools are quietly filtering out the best candidates. Our pilot data is compelling. When we turned off automated screening for 200 roles, our quality-of-hire scores went up, time-to-productivity went down, and we hired 34% more candidates without four-year degrees who outperformed their peers.
The AI tools optimize for pattern matching against existing employees, which just codifies whatever biases already exist in the workforce. Every company is adopting these tools thinking they are removing bias when they are actually embedding it.
I want this to feel urgent, not academic. This is happening right now at every company that adopted AI hiring in the last 18 months.
Diane Moretti
Chief People Officer
Harkins Group
---------- Forwarded message ----------
On Tuesday, February 25, 2026, Diane Moretti d.moretti@harkinsgroup.com wrote:
Jordan,
I want to write about how AI resume screening tools are quietly filtering out the best candidates. Our pilot data is compelling. When we turned off automated screening for 200 roles, our quality-of-hire scores went up, time-to-productivity went down, and we hired 34% more candidates without four-year degrees who outperformed their peers.
The AI tools optimize for pattern matching against existing employees, which just codifies whatever biases already exist in the workforce. Every company is adopting these tools thinking they are removing bias when they are actually embedding it.
I want this to feel urgent, not academic. This is happening right now at every company that adopted AI hiring in the last 18 months.
Diane Moretti
Chief People Officer
Harkins Group
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