#AI in Hiring

[the-forest-library]

kill the imposter syndrome in your head because not only is there someone out there doing it worse than you, they’re also using chat gpt to do it

[kairapierce]

From Guesswork to Great Hires: How AI Analytics is Redefining Recruitment

Hiring the right talent is becoming more complex—and more critical—than ever. With growing pressure on HR teams to move fast and stay competitive, traditional hiring methods that rely on gut feeling and manual processes no longer cut it. That’s where AI analytics steps in, offering a smarter, data-informed way to recruit and retain top talent.

AI analytics in recruitment transforms raw hiring data into clear, actionable insights. It doesn’t just automate repetitive tasks—it gives HR professionals a sharper lens to see what’s really working, what’s not, and where the best candidates are hiding. By analyzing resumes, interviews, employee performance data, and hiring trends, AI can help teams pinpoint which candidates are more likely to succeed and stay longer in the role.

One of the biggest wins AI delivers is improving the quality of hires. It identifies patterns from past successful employees and matches them with new applicants who show similar strengths. It also speeds up the hiring process by taking over time-consuming tasks like resume screening and interview scheduling, allowing HR to focus on what matters most: building relationships and making confident decisions.

Beyond efficiency, AI enhances fairness. By using data—not assumptions—to evaluate candidates, it helps reduce unconscious bias, ensuring every applicant is judged on merit. This leads to a more inclusive and balanced workforce.

Key recruitment metrics like time-to-fill, cost-per-hire, and candidate drop-off rates also get a boost. AI identifies bottlenecks in the hiring funnel, predicts how long roles will take to fill, and shows where to better allocate resources. It can even flag candidates likely to stay or leave, helping companies plan smarter and avoid costly turnover.

For HR leaders looking to stay ahead, adopting AI analytics means turning hiring into a strategic advantage. It provides clarity in decision-making, consistency in process, and measurable improvements across the board. As the hiring landscape continues to evolve, companies that embrace data-driven recruitment will be better equipped to build strong, agile teams—faster and with greater confidence.

[talenteam]

Smarter Hiring with AI: How SAP SuccessFactors Is Redefining Skill Matching

Introduction:

Recruitment is undergoing a radical transformation. Traditional hiring methods often rely on keyword matching, manual screening, and gut feelings, leading to missed opportunities and biased outcomes. Enter AI-powered skill matching in SAP SuccessFactors, a breakthrough approach that helps organizations find the right talent faster, smarter, and more fairly.

What is AI-Powered Skill Matching?

AI-powered skill matching leverages machine learning and natural language processing to understand a candidate’s skills, experience, and potential—not just job titles or buzzwords. Instead of keyword-based filtering, it focuses on capability-based hiring, ensuring that recruiters assess candidates based on their true fit.

How SAP SuccessFactors Uses AI for Smarter Hiring

SAP SuccessFactors integrates AI into the recruitment process through tools like:

🔹 Talent Intelligence Hub

A central system that creates a dynamic, continuously updated skills profile for each employee or applicant.

🔹 Opportunity Marketplace

AI recommends internal roles or projects to employees based on their skills and aspirations—making internal mobility smarter and more personalized.

🔹 AI Matching Engine

Matches job descriptions with candidate profiles in real time, analyzing skills, certifications, and experience to rank suitability.

🔹 Bias Reduction Tools

AI algorithms in SAP SuccessFactors are designed to promote inclusive hiring by eliminating bias from screening and recommendations.

Benefits for HR and Recruitment Teams

Faster Time-to-Hire By automating the initial screening and ranking of applicants, recruiters save hours per role.

Improved Quality of Hire Skill matching ensures candidates are assessed beyond resumes—focusing on relevant competencies and growth potential.

Enhanced Candidate Experience AI tools provide tailored job recommendations, increasing engagement and fit from day one.

Data-Driven Decisions Recruiters and HR teams can track hiring success metrics tied directly to skills, reducing guesswork.

Scalable & Fair Hiring SAP’s AI helps apply the same standards across thousands of candidates—supporting diversity and compliance.

Real-World Impact

Many global enterprises using SAP SuccessFactors have reported up to 30% faster hiring cycles, increased internal mobility, and higher retention due to better candidate-role alignment. AI-based tools also support succession planning and upskilling, making recruitment a long-term strategic asset.

Is AI in Recruitment the Future?

Absolutely. As the skills economy grows and roles evolve rapidly, hiring based on past roles alone won’t cut it. SAP SuccessFactors' AI-driven recruitment tools allow companies to hire for skills, not just CVs, future-proofing their workforce.

Final Thoughts

AI-powered skill matching in SAP SuccessFactors isn’t just a buzzword—it’s a game-changer for modern HR. By embedding intelligence into every step of the hiring journey, organizations can unlock better talent outcomes, reduce bias, and build agile, future-ready teams.

[ongrid000]

OnGrid Unveils Instant BGV to Supercharge Hiring Workflows

The Need for Speed in Hiring

In a hyper-competitive job market, companies can’t afford slow background checks. Traditional background verification processes often take days—sometimes even weeks—causing onboarding delays and candidate drop-offs. That’s where instant BGV comes in as a game-changer.

What Is Instant BGV?

Instant BGV refers to a digital-first, technology-driven approach to background verification that delivers results in minutes instead of days. With OnGrid’s newly launched instant BGV solution, companies can now verify a candidate’s identity, address, criminal record, employment history, and even face match—all within a few clicks.

Key Features of OnGrid’s Instant BGV

AI-Powered OCR: Automatically extracts and validates candidate data from uploaded documents.

Real-Time Checks: Enables instant identity, address, employment, and criminal verifications.

Bulk Upload & API Integration: Designed to handle high-volume hiring needs.

Data Privacy & Compliance: Built with enterprise-grade encryption and adherence to India’s DPDP Act.

Benefits for Employers and Candidates

With OnGrid’s instant BGV, hiring teams save up to 60% of their time. Candidates enjoy a seamless onboarding experience with less waiting and more transparency. The system also minimizes manual errors, ensures better compliance, and supports scalable growth for enterprises and startups alike.

The Future of Hiring Is Instant

As hiring accelerates across sectors like tech, gig work, logistics, and BFSI, solutions like OnGrid’s instant BGV are not just helpful—they’re essential. Fast, reliable, and compliant background checks are now just a few clicks away.

[insightfultake]

AI in Hiring: How Automated Interviews Are Changing the Recruitment Game

In a world where artificial intelligence (AI) is increasingly taking center stage, the hiring process is undergoing a quiet but powerful transformation. For professionals navigating today’s volatile job market, the resume is no longer the first impression—an algorithm is.

Across industries, firms are beginning to delegate the early stages of recruitment to AI-powered tools. This development isn’t just about convenience; it’s reshaping the very nature of how talent is identified, assessed, and hired. From real estate companies to tech unicorns, everyone is tapping into AI’s potential to scan thousands of applicants with the efficiency and neutrality that even the most seasoned HR professionals struggle to match.

[di-solutions-blogs]

AI Ethics in Hiring: Safeguarding Human Rights in Recruitment

Explore AI ethics in hiring and how it safeguards human rights in recruitment. Learn about AI bias, transparency, privacy concerns, and ethical practices to ensure fairness in AI-driven hiring.

In today's rapidly evolving job market, artificial intelligence (AI) has become a pivotal tool in streamlining recruitment processes. While AI offers efficiency and scalability, it also raises significant ethical concerns, particularly regarding human rights. Ensuring that AI-driven hiring practices uphold principles such as fairness, transparency, and accountability is crucial to prevent discrimination and bias.​Hirebee

The Rise of AI in Recruitment

Employers are increasingly integrating AI technologies to manage tasks like resume screening, candidate assessments, and even conducting initial interviews. These systems can process vast amounts of data swiftly, identifying patterns that might be overlooked by human recruiters. However, the reliance on AI also introduces challenges, especially when these systems inadvertently perpetuate existing biases present in historical hiring data. For instance, if past recruitment practices favored certain demographics, an AI system trained on this data might continue to favor these groups, leading to unfair outcomes. ​

Ethical Concerns in AI-Driven Hiring

Bias and Discrimination AI systems learn from historical data, which may contain inherent biases. If not properly addressed, these biases can lead to discriminatory practices, affecting candidates based on gender, race, or other protected characteristics. A notable example is Amazon's AI recruitment tool, which was found to favor male candidates due to biased training data.

Lack of Transparency Many AI algorithms operate as "black boxes," providing little insight into their decision-making processes. This opacity makes it challenging to identify and correct biases, undermining trust in AI-driven recruitment. Transparency is essential to ensure that candidates understand how decisions are made and to hold organizations accountable.

Privacy Concerns AI recruitment tools often require access to extensive personal data. Ensuring that this data is handled responsibly, with candidates' consent and in compliance with privacy regulations, is paramount. Organizations must be transparent about data usage and implement robust security measures to protect candidate information.

Implementing Ethical AI Practices

To address these ethical challenges, organizations should adopt the following strategies:

Regular Audits and Monitoring Conducting regular audits of AI systems helps identify and mitigate biases. Continuous monitoring ensures that the AI operates fairly and aligns with ethical standards. ​Hirebee+1Recruitics Blog+1Recruitics Blog

Human Oversight While AI can enhance efficiency, human involvement remains crucial. Recruiters should oversee AI-driven processes, ensuring that final hiring decisions consider context and nuance that AI might overlook. ​WSJ+4Missouri Bar News+4SpringerLink+4

Developing Ethical Guidelines Establishing clear ethical guidelines for AI use in recruitment promotes consistency and accountability. These guidelines should emphasize fairness, transparency, and respect for candidate privacy. ​Recruitics Blog

Conclusion

Integrating AI into recruitment offers significant benefits but also poses ethical challenges that must be addressed to safeguard human rights. By implementing responsible AI practices, organizations can enhance their hiring processes while ensuring fairness and transparency. As AI continues to evolve, maintaining a human-centered approach will be essential in building trust and promoting equitable opportunities for all candidates.​

FAQs

What is AI ethics in recruitment? AI ethics in recruitment refers to the application of moral principles to ensure that AI-driven hiring practices are fair, transparent, and respectful of candidates' rights.

How can AI introduce bias in hiring? AI can introduce bias if it is trained on historical data that contains discriminatory patterns, leading to unfair treatment of certain groups.

Why is transparency important in AI recruitment tools? Transparency allows candidates and recruiters to understand how decisions are made, ensuring accountability and the opportunity to identify and correct biases.

What measures can organizations take to ensure ethical AI use in hiring? Organizations can conduct regular audits, involve human oversight, and establish clear ethical guidelines to promote fair and responsible AI use in recruitment.

How does AI impact candidate privacy in the recruitment process? AI systems often require access to personal data, raising concerns about data security and consent. Organizations must be transparent about data usage and implement robust privacy protections.

Can AI completely replace human recruiters? While AI can enhance efficiency, human recruiters are essential for interpreting nuanced information and making context-driven decisions that AI may not fully grasp.

What is the role of regular audits in AI recruitment? Regular audits help identify and mitigate biases within AI systems, ensuring that the recruitment process remains fair and aligned with ethical standards.

How can candidates ensure they are treated fairly by AI recruitment tools? Candidates can inquire about the use of AI in the hiring process and seek transparency regarding how their data is used and how decisions are made.

What are the potential legal implications of unethical AI use in hiring? Unethical AI practices can lead to legal challenges related to discrimination, privacy violations, and non-compliance with employment laws.

How can organizations balance AI efficiency with ethical considerations in recruitment? Organizations can balance efficiency and ethics by integrating AI tools with human oversight, ensuring transparency, and adhering to established ethical guidelines.

[amansalve]

IT Staffing: Growth Themes in the New World

IT staffing is entering an exciting era. Worldwide IT spending is projected by Gartner to experience 9.5% growth in 2024, nearly three times the expected growth in real GDP, to reach a market size of $3.7 trillion dollars. Between 2023 and 2033, the United States Bureau of Labor Statistics (BLS) projects computer and mathematical occupations to grow at a lighting speed of 11.7% compared to the average of 4.0% across all occupations.

Staffing Industry Analysts (SIA) Senior Research Analyst Curtis Starkey explores this global growth outlook for the IT staffing market from a wide range of perspectives in his research report, IT Staffing: Growth Themes in the New World. This will certainly be a market to watch, with some fascinating metrics already coming into view.

“The labor market has relaxed after an uncharacteristically constricted post-COVID period,” Starkey said. “The IT unemployment rate is up from historical lows. Layoffs appear to be down from post-COVID highs. Bill rates have stabilized, meaning growth in the near future will need to come from new orders. And IT staffing recruiting difficulty has come down significantly, while IT staffing sales difficulty has jumped – further signaling a loosening of the tight labor market.”

Several themes emerge from this labor market loosening with notable implications in key IT focus areas as well as global markets.

IT – The Universal Disruptor

The information technology sector continually proves to be a key source of innovation and disruption in the staffing industry and beyond. Cloud technologies, cybersecurity and AI are leading factors in that IT disruption.

Cloud technologies remain in a high-growth phase as evident by market data and top market players. Gartner estimates total worldwide public cloud services revenue will surpass $800 billion in 2025, representing two-year growth of 47%, with Cloud System Infrastructure Services expected to have the highest growth over that period at 62%. 

Accounting for 62% of the cloud infrastructure market, Amazon Web Services (AWS) and Microsoft Azure currently dominate the market. However, Google Cloud and Alibaba Cloud are gaining share and significant prospects.

Cybersecurity emerged as a top area of 2024 investment expected in a Gartner CIO survey, which is not surprising given current trends and headlines. Yet, as of Q4 2024, Cyberseek found the existing supply of US cybersecurity workers would fill only 83% of cybersecurity jobs. This is further complicated by the 21% longer time-to-fill for cybersecurity roles versus other roles.

“The focus on cybersecurity coincides with an increase in security attacks in recent years,” Starkey said. “Distributed Denial of Service attacks have become more complex in their motivations as well as methods employed. Such attacks need to be mitigated, fueling demand for high-skilled cyber/information security experts now that will continue in coming years.”

Artificial intelligence continues its meteoric rise in prominence. After a 2022 jump then 2023 decrease in share of jobs mentioning AI on Indeed, the share was up in September 2024 – reaching its highest level since December 2022 at 2.23% – and job postings mentioning generative AI has soared.

“While still a small amount of total job postings (0.19% most recently), the value was 0 until the beginning of 2023, as ChatGPT and other generative AI tools brought generative AI into the spotlight,” Starkey said. “Strong demand for AI and clearer, more defined use cases for AI could lead to further increases in this share in coming years.”

Growth Beyond the US

Although Starkey’s report discusses the United States in the most detail, he does identify IT staffing market growth on a more global level.

“IT staffing plays an important role outside of the US, with notable growth coming from the UK, APAC, and Latin America,” Starkey said.

The United Kingdom (UK) boasts Europe’s largest IT staffing market. CompTIA shows the UK IT workforce had 1.3 million workers in 2023, and expects 1.5% growth for 2024. The UK Department of Education expects IT employment to increase 16.3% from 2020 to 2035. SIA’s Most Attractive Staffing Segments in the UK report found that IT was the second most attractive segment and grew a median 12.6% annually over the last five years, the highest of any segment.

Moving to the Asia Pacific (APAC) region, India’s Ministry of Electronics & Information Technology expects the country’s IT/Business Process Management industry (excluding e-commerce) to reach $254 billion in the 2023-2024 timespan. Additionally, the IT/Software sector’s 2024 employment is expected to show a 1.1% increase.

In Australia, employment for Software and Applications Programmers has increased since 2018 by a cumulative 83.6%. Tech Council of Australia says the country had 935,000 tech jobs as of May 2023 and projects 1.2 million such jobs by 2030.

IT employment in Japan has grown by 47.4% since 2018 and a dwindling labor force could have further implications.

“Japan is dealing with a population crisis in which labor demand is expected to outpace labor supply by 10 million workers in 2040, according to Recruit data,” Starkey said. “This workforce shrinkage could lead to increased demand for high-skilled IT workers, more automation (which could increase demand for IT professionals), reskilling, and more reliance on foreign IT talent.”

Another area to watch is Latin America, an attractive area due to its relatively low average wages and real estate costs. CBRE ranked Mexico City, Mexico as the top Latin American tech market in 2024, followed by Sao Paulo and Santiago. The total tech talent employment growth of the 11 markets featured in CBRE’s rankings is a staggering 54% over the last five years, including 125% growth in Monterrey, Mexico and 88% in Mexico City.

Onward and Upward

A new IT age is truly dawning, and savvy organizations are already building robust growth planning strategies to thrive in this brave new world.

“While IT spending has slowed for the moment, the sector is arguably more important than ever,” Starkey said. “Companies need to upgrade their systems and software, analyze large data sets, and fight against increasingly sophisticated cyberattacks. Further, with the demand for more advanced AI tools throughout the workforce ecosystem, and the reliance on the cloud for some or even all parts of an organization’s operations, there are plenty of areas in which one could imagine utilizing IT staffing talent in coming years.”

[talentacquisitionwithai]

Discover how CloudApper’s AI recruiting solution identifies and fills talent gaps efficiently. By analyzing workforce data and market trends, it streamlines hiring, ensures cultural fit, and builds stronger teams—helping businesses stay competitive in an ever-changing landscape.

[valian-business-solutions]

The Evolving Landscape of AI in Recruitment

The world of recruitment has undergone a significant transformation thanks to the rise of artificial intelligence (AI). Valiant Business Solutions, a leading HR agency in Pune, recognizes the impact of AI in recruitment, industry, and as one of the best recruitment agencies in Pune, we are committed to providing our clients with the most innovative and efficient recruitment solutions. In this comprehensive overview, we'll delve into the many ways AI is making an impact in the recruitment industry and explore the potential benefits and challenges it presents. The Traditional Recruitment Process :

 Before delving into the world of AI, it's essential to understand the traditional recruitment process. Historically, hiring new employees has been a time-consuming and often costly endeavor. It involves posting job openings, sifting through resumes and applications, conducting interviews, and, ultimately, selecting a candidate. The traditional process is manual, and it can be plagued by bias, inefficiencies, and subjectivity.

AI-Driven Transformations:

AI is bringing about transformative changes in recruitment, and it's doing so across various stages of the process. Let's take a closer look at how AI is reshaping recruitment:

·  Resume Screening:

One of the most time-consuming aspects of recruitment is screening resumes. AI-powered tools can efficiently analyze and sort through a vast number of resumes, identifying the most relevant candidates based on predefined criteria. This not only saves time but also reduces the chances of missing out on potential talent.

·  Candidate Sourcing:

AI-driven platforms can scour the internet and databases to find potential candidates, even if they're not actively looking for a job. By using algorithms and machine learning, these tools can match job requirements with candidates' skills, experience, and preferences.

·  Chatbots and Virtual Assistants

Chatbots and virtual assistants are increasingly being used for initial candidate engagement. They can answer basic questions, schedule interviews, and provide information about the company and job role. This frees up HR personnel to focus on more complex tasks..

·  Assessment and Testing

AI can administer and grade assessments and tests, allowing for a more objective evaluation of candidates' skills and competencies. This helps in identifying the most qualified candidates based on merit rather than personal biases.

·  Video Interview Analysis:

Video interviews are becoming more common in the recruitment process. AI can analyze these interviews to assess candidates' body language, speech patterns, and facial expressions. This can provide valuable insights into a candidate's suitability for a role. .

·  Predictive Analytics:

AI can use historical data to make predictions about a candidate's likelihood of success in a particular role. This can help organizations make more informed hiring decisions and reduce turnover rates.

Benefits of AI in Recruitment

The adoption AI in recruitment of offers a multitude of benefits:

·  Efficiency

AI streamlines the recruitment process, saving time and resources. It can handle routine and time-consuming tasks, allowing human recruiters to focus on higher-level decision-making.

·  Improved Candidate Experience:

AI can provide candidates with immediate responses and updates on their application status, creating a more positive and engaging experience throughout the hiring process.

·  Reduced Bias:

AI-driven tools can help mitigate unconscious biases in recruitment. By focusing on objective criteria, they contribute to fairer and more diverse hiring practices.

·  Cost Savings:

Automating certain aspects of recruitment can lead to substantial cost savings in the long run, as companies can reduce the need for extensive HR staff and resources.

·  Better Matches

AI can help identify candidates who are the best fit for a role based on skills and qualifications, increasing the likelihood of successful hires.

Challenges and Concerns

While AI presents many advantages in recruitment, there are also important challenges and concerns to consider:

·  Bias in Algorithms

AI algorithms can inherit the biases present in historical data, leading to discriminatory practices. It's crucial to monitor and correct these biases to ensure fairness in hiring.

·  Data Privacy

AI tools often require access to personal data, raising concerns about data privacy and security. Companies must handle candidate data responsibly and ensure compliance with data protection regulations.

·  Human Interaction

Some candidates may prefer interacting with human recruiters over machines, especially for sensitive or complex matters. Balancing AI with human touch is essential.

·  Initial Investment:

Implementing AI solutions can be costly and may require substantial initial investments. Nevertheless, the advantages in the long run frequently outweigh the costs.

·  Skill Gap:

The adoption of AI in recruitment may require training for HR professionals and staff to effectively use and manage AI tools. Companies need to invest in building the necessary skills and expertise

The Future of AI in Recruitment

As AI continues to evolve, it is likely that the role of AI in recruitment will expand and become more sophisticated. Here are some potential future developments:

·  AI-Enhanced Interviews:

AI may be used to facilitate and enhance video interviews by providing real-time feedback to both the interviewer and the candidate.

·  AI-Driven Personalization:

AI could be used to create highly personalized candidate experiences, tailoring job recommendations and content based on individual preferences and career goals.

·  Enhanced Employee Onboarding:

AI can extend its influence to onboarding new employees, offering customized training plans and resources to help them quickly integrate into their new roles.

·  Continuous Employee Development:

Beyond recruitment, AI may be employed to support continuous learning and development, helping employees grow their skills and careers within the organization.

·  Ethical AI Practices:

There will likely be an increased focus on the ethical use of AI in recruitment, with more regulations and guidelines to ensure fair and responsible AI adoption.

About Valiant Business Solutions: :

We recognized as the best recruitment agency in Pune will swiftly adopt the AI in recruitment process. Our innovative approach transforms the hiring process, ensuring top talent acquisition for your organization. Leveraging state-of-the-art artificial intelligence, we streamline candidate screening, match candidates to the right roles, and reduce hiring time. This advanced technology will help us to identify not just qualified candidates but the best cultural fits, saving time and resources. Valiant Business Solutions is at the forefront of redefining recruitment in Pune, where precision meets our industry expertise, ensuring unparalleled success in building your dream team.

[frogfacey]

"this new generation is the dumbest and laziest ever because ai is ruining people's ability to learn!!! Why are you using ai to write emails and cover letters when you could instead LEARN this beautiful, important and valuable skill instead of growing lazy and getting ai slop to slop it for you?" oh my god. oooooh my god. oh my goooooood.

[kairapierce]

Redefining Recruitment: How AI Hiring Software Is Elevating the Interview Experience

In today’s competitive hiring environment, a candidate’s interview experience can make or break your chances of securing top talent. It’s no longer enough to simply screen resumes and schedule interviews—job seekers expect a fast, personalized, and respectful process. This is where AI hiring software is becoming a game-changer.

Modern recruitment tools powered by artificial intelligence are transforming how companies approach interviews. These platforms automate time-consuming tasks like scheduling, sending reminders, and initial screenings, freeing recruiters to focus on building genuine connections with candidates. Communication becomes smoother, more responsive, and far less prone to delays.

One of the most impactful benefits is intelligent candidate matching. Instead of manually sifting through piles of resumes, AI hiring software evaluates skills, experience, and even potential, surfacing the best-fit applicants early in the process. This leads to faster decision-making and a more targeted shortlist.

Structured, fair interviews are another major advantage. With AI-driven tools, every candidate goes through a consistent evaluation process—whether it’s through automated assessments, video screenings, or standardized question sets. The result is a more objective and inclusive hiring approach, one that reduces unconscious bias while still allowing room for human insight.

Real-time analytics also play a powerful role. These tools can assess factors like tone, communication style, and engagement during interviews, offering recruiters a deeper understanding of each candidate. It’s a blend of data and intuition, helping hiring teams make more informed choices.

For companies looking to scale, AI recruitment tools provide the flexibility and efficiency to handle large applicant volumes without sacrificing quality. Whether hiring for remote roles or in fast-growing industries, these solutions ensure every candidate has a seamless and professional experience.

While it’s important to maintain human oversight and protect candidate data, AI hiring software offers a clear path forward: better interviews, stronger relationships, and smarter hiring decisions. By modernizing the process from start to finish, businesses not only save time—they build a reputation for being thoughtful, responsive, and future-ready in the eyes of every candidate they meet.

[art-pieces-i-had-laying-around]

These kingdom ads have been getting crazier and crazier lately

Btw, if it wasn't obvious, I made this. It ain't real

Second version

[derinthescarletpescatarian]

My city's got this community hub that they built a couple of years ago and it cost so much money so they're really pushing for people to use it but the images on their site are

Th

the people

that woman eating with unbelievable enthusiasm

that guy's leg

ghost lady just kinda phasing through the stairs

what eldritch horror is this

[shummthechumm]

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