I think there are some pretty cool things that can be done here. A lot of organizations follow similar structures. Engineer -> Lead Engineer -> Director of Engineering -> Senior Director, etc. Since they follow similar patterns / needs, humans also follow patterns as well, engineers looking to move up into management or deeper into engineering as 1-2 years pass. Matching these two up can be done by scraping / ML.

At the end of the day recruiting is all about matching the right candidate with the right job. Right candidate = one who has the skills and motivation (wanting to move up, work for specific types of companies). Right job = organization that is heading into that phase / requesting it.

I'm not a recruiter, but I have a startup for matching candidates and jobs on criteria other than what appears on resumes and LinkedIn, but it's hard to get much candidate volume. Even if (a huge "if") I'm right, and this is a much better way to match, it doesn't mean the world will change form what's "working" (or at least familiar) and adapt a new approach. Internal recruiters are often extremely busy and lots of new startups do a nice job of streamlining their work.