AI for HR and people teams
Where AI saves HR teams time, and where it must not decide.
HR sits on sensitive information and decisions that affect people's livelihoods. Used well, AI clears the paperwork around that work. It never chooses who gets hired, promoted or let go.
Five real workflows
Where AI actually helps.
- 01
Writing job descriptions and adverts
Drafts a first version from the role's responsibilities, level and the skills you list, in your organisation's tone.
- You keep
- The final wording, the salary band, and whether the requirements are fair and necessary.
- Try this week
- Paste your last job description in and ask for a plainer, shorter version to compare against the original.
- 02
First-pass screening of applications
Summarises each CV against the criteria you set, and flags where information is missing.
- You keep
- Every decision on who moves forward. AI ranks nothing and rejects no one; a person reviews every summary before anyone is screened out.
- Try this week
- Take five anonymised CVs, ask for a summary of relevant experience against your job description, then check each summary against the CV.
- 03
Onboarding documents and policy answers
Drafts onboarding checklists, welcome material and first answers to common policy questions from your existing handbook.
- You keep
- Sign-off on anything that states a legal entitlement, such as leave, pay or disciplinary process.
- Try this week
- Ask for your current onboarding checklist to be turned into a week-by-week plan for a new starter.
- 04
Employee survey themes
Groups open-text survey responses into themes and drafts a first summary of what came up most.
- You keep
- Interpreting what the themes mean for your organisation, and deciding what changes as a result.
- Try this week
- Paste in a batch of anonymised survey comments, ask for the three most common themes, then check them against a full read.
- 05
Performance review drafts
Turns a manager's notes and examples into a clearer, better-structured first draft of a review.
- You keep
- The rating, the judgement behind it, and the conversation with the employee.
- Try this week
- Take one set of manager's notes, ask for a structured first draft, then compare it with how the manager would have written it alone.
Handle with care
Rules for HR and people teams, not fear.
- Candidate and employee data
Personal data used to screen, assess or manage people stays out of tools your organisation has not approved and vetted for that use.
- No AI hiring or firing decisions
AI can summarise and organise. A qualified person makes every decision to hire, promote, discipline or dismiss, and can explain the reasons for it.
- Bias in screening
Any tool used near recruitment or performance is checked for consistent, fair treatment across candidates and employees, not only for speed.
- Employment law
Anything AI drafts that touches contracts, disciplinary process or statutory entitlements is checked against current employment law before it is used.
Where to start
The right size of first step.
Team AI workshop
From $2,500
HR sits across an organisation's most sensitive data and its most regulated decisions. A workshop builds shared rules for your team before anyone drafts a job advert or reviews a CV with AI.
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