<p>This paper critically examines the use of AI-assisted tools in HR recruitment, highlighting their role in reinforcing systemic inequalities, particularly through the lens of disability justice. While artificial intelligence (AI) has been positioned as a solution to human bias in hiring, its reliance on algorithmic decision-making often exacerbates discrimination, disproportionately affecting historically marginalized groups. By quantifying human experiences into data, AI recruitment tools obscure bias, reduce workplace diversity, and perpetuate techno-ableist hiring practices. This study explores how AI reproduces ableist narratives under the guise of efficiency, reinforcing power imbalances that privilege normative ideals of productivity and capability. Using an intersectional framework, it critiques the classification mechanisms that transform disability into a penalizing factor within AI-driven hiring processes. Furthermore, it examines how AI recruitment systems embed colonialist data collection practices, leading to discriminatory outcomes that disadvantage disabled candidates. The paper also interrogates the ethics of AI-based surveillance in recruitment, particularly through psychometric testing and facial recognition, which penalize neurodivergent individuals and those with non-standard embodiments. Ultimately, this work argues that AI hiring tools do not eliminate bias but instead reconfigure it into more opaque and unaccountable forms. It calls for critical resistance to techno-solutionism in HR recruitment, advocating for greater transparency, ethical AI development, and the inclusion of diverse user perspectives. By challenging the assumption that AI can rectify hiring bias, this study underscores the need for systemic change that prioritizes equity, rather than automated exclusion, in the workplace.</p>