Thursday, 20 November 2025
Artificial intelligence (AI) is revolutionising human resources. No longer confined to automating paperwork, AI is now a strategic partner in building better workplaces. HR teams are using AI-driven tools to recruit fairly, engage employees, recognise contributions, and plan for the future with unprecedented insight. From reducing bias in hiring to predicting employee turnover, AI empowers HR professionals to make data-driven, human-centred decisions. In fact, over 60% of CHROs plan to invest in AI for HR, recognising that those who don’t adopt these technologies risk falling behind. The following guide explores top AI-powered HR tools across Diversity & Inclusion, Employee Feedback & Recognition, Recruiting, and general-purpose solutions. Each tool shows how innovation and empathy can go hand-in-hand – creating more inclusive cultures, informed leadership, and happier, more productive teams.
Ensuring diversity, equity, and inclusion is a core focus for modern HR. AI is enhancing DEI efforts by identifying bias, diversifying candidate pools, and measuring inclusion in ways previously impossible. The tools below use AI to help organisations hire fairly, write inclusively, and track DEI progress – fostering workplaces where everyone feels valued.
What it does: Textio is a pioneering platform that uses AI to help companies write more inclusive job postings. It analyzes your writing in real time, flagging any biased language and suggesting alternatives to appeal to a broader range of candidates. For example, Textio might highlight a phrase that unconsciously skews masculine and recommend a gender-neutral rewrite. These instant suggestions enable HR to craft postings that welcome diverse talent.
Core features & benefits: - Real-time bias detection: Instantly identifies words or tone in job ads that may deter women or minority groups and offers inclusive replacements. - Demographic impact insights: Shows how a posting might be perceived by different groups, helping refine language to resonate with all audiences. - Data-driven improvements: By eliminating problematic language, companies using Textio have seen more diverse candidate applications and a fairer hiring process.
Typical use cases: HR teams use Textio to review job adverts, recruitment emails, and even performance review templates. By continuously improving the inclusivity of communications, Textio helps organisations attract a wider talent pool and signal a genuine commitment to DEI.
Access Tool: Textio’s Website
What it does: SeekOut is a talent sourcing tool focused on diversity. Its AI-driven search digs through public profiles and databases to find qualified candidates from underrepresented groups – including those who might not be visible via traditional recruiting methods. With advanced diversity filters, recruiters can, for instance, search specifically for women engineers in fintech or veterans with cybersecurity skills.
Core features & benefits: - AI-powered candidate mining: Uses algorithms to scan millions of profiles, resumes, and online communities to uncover “hidden gem” candidates beyond your usual networks. - Diversity filters & blind hiring: Lets you filter talent pools by attributes like gender, ethnicity, or disability (using ethically sourced data), and can mask identifying details to reduce bias in screening. - Leadership development insights: Uniquely, SeekOut can identify high-potential internal talent from underrepresented groups for leadership pipelines. This ensures diversity is nurtured not just at hiring but at every level of the company.
Typical use cases: Talent acquisition teams at companies striving for more diverse hires rely on SeekOut to broaden their reach. It’s especially useful in tech and engineering fields to find candidates (like women in STEM or BAME talent) that traditional methods overlook. The platform’s bias-reduction tools help create a more equitable hiring process from the start.
Access Tool: SeekOut’s Website
What it does: Pinpoint is an Applicant Tracking System (ATS) with built-in blind recruitment software to reduce unconscious bias. It automatically anonymises resumes and applications, hiding personal details (name, gender, age, etc.) so candidates are assessed purely on skills and experience. Recruiters only see the identity of an applicant after deciding to move them forward. This creates a fairer, merit-based selection process.
Core features & benefits: - Automated anonymisation: Redacts names, contact info, education dates, and other details across all applications with one click. This saves hours of manual editing and prevents human error in hiding identifiers.
- Flexible bias controls: HR can tailor which fields to hide (e.g. you might omit university names to focus on skills) and toggle blind hiring on a job-by-job basis. - Streamlined workflow: Because Pinpoint is a full ATS, blind screening is seamlessly integrated – no need for separate tools. Hiring managers get the info they need (qualifications) without extraneous details, improving objectivity.
Typical use cases: Organisations aiming to improve the diversity of interview shortlists use Pinpoint to level the playing field. For example, a study might find that candidates with “foreign-sounding” names were less likely to get interviews – Pinpoint helps eliminate this bias by hiding names upfront. It’s popular in public sector and tech hiring, where transparency and fairness are top priorities.
Access Tool: Pinpoint’s Website
What it does: Diversio is an AI-powered platform for measuring and improving workplace inclusion. It combines machine learning and expert consulting to help HR diagnose barriers to diversity, track inclusion metrics, and generate tailored action plans. Diversio’s tools include employee sentiment surveys (with natural language processing to analyse open-text feedback) and a Recommendation Engine™ that suggests specific DEI initiatives based on your data.
Core features & benefits: - Inclusion score & benchmarks: Provides an Inclusion Score™ for your organisation and compares it against industry benchmarks over time. This quantifies progress and pinpoints gaps (e.g. leadership diversity or sense of belonging).
- AI-driven insights: Uses NLP to scan comments for themes like microaggressions or work-life balance and identify pain points that might otherwise be missed. Its AI Recommendation Engine then proposes evidence-based solutions, from bias training to policy changes, customised to your challenges. - Comprehensive DEI tracking: Beyond surveys, Diversio tracks demographics, pay equity, promotion rates, and more in one dashboard. It adds scientific rigour to DEI strategy by combining data with social science expertise.
Typical use cases: HR and Diversity Officers use Diversio to move from intent to impact. For example, a company can identify that Black employees report lower inclusion in mentorship opportunities. Diversio might flag this through sentiment analysis and recommend a structured mentorship programme. By following these data-driven nudges, organisations create measurable change – such as improved retention of underrepresented staff – and can prove ROI on DEI initiatives.
Access Tool: Diversio’s Website
What it does: Syndio is a specialised DEI tool that uses AI to ensure fair compensation within organisations. It analyzes payroll and HR data to uncover pay gaps across gender, ethnicity, or other groups, then provides recommendations to remediate inequities. Essentially, Syndio acts as a pay equity watchdog, helping companies correct unfair pay practices and monitor compliance over time.
Core features & benefits: - AI-driven pay gap detection: Automatically flags statistically significant pay disparities (e.g. if women in certain roles earn 5% less than men on average) and identifies the likely causes. This takes the guesswork out of complex compensation analysis.
- “What-if” scenario planning: Syndio allows HR to simulate salary changes – for instance, how would increasing salaries for a certain group affect overall equity? – and then recommends pay adjustments to close gaps responsibly. - Compliance and reporting: Helps organisations comply with equal pay laws by generating reports and an audit trail of improvements. Many companies have used Syndio to publicly demonstrate progress on pay equity (a strong signal of their commitment to DEI).
Typical use cases: Compensation and HR analysts use Syndio during annual salary reviews or merger due diligence to identify hidden biases in pay. If a tech firm finds an ethnicity-based pay gap in engineering, they can act quickly on Syndio’s recommendations for raises or role reevaluations. Over time, using Syndio leads to more transparent and merit-based compensation, boosting trust and morale among employees who see fairness in action.
Access Tool: Syndio’s Website
Comparative insight: Each of these DEI tools addresses bias at different stages – Textio at the job ad stage, Pinpoint during resume screening, SeekOut in sourcing, Syndio in compensation, and Diversio at the organisational culture level. Together, they illustrate how AI can hardwire fairness into HR processes. By leveraging such tools, companies have not only improved diversity metrics but also created a more inclusive culture where employees feel heard and valued.
Building a thriving company culture requires listening to employees and celebrating their contributions. AI is supercharging how organisations gather feedback, gauge morale, and recognise great work. From intelligent survey platforms that pinpoint issues in real time to recognition systems that analyze appreciation trends, these tools help HR leaders make employees feel truly seen. The result? Higher engagement, lower turnover, and data-driven insights into what makes your people tick.
What it does: Lattice is a popular performance management platform that now uses AI to improve feedback and reviews. Its new AI-powered Writing Assistant helps managers craft clearer, more meaningful performance feedback. For example, if a manager’s review comment is vague or biased, the AI might suggest a more specific, constructive phrasing. Lattice also applies analytics to detect patterns, like identifying if feedback skews overly positive or critical, helping calibrate fairness.
Core features & benefits: - AI writing coach: Provides real-time suggestions to make feedback precise, unbiased, and impactful, ensuring employees get actionable input rather than generic praise or criticism. - Continuous feedback loops: Beyond formal reviews, Lattice’s system encourages ongoing check-ins and praise (e.g. a “Cheers” feature for peer recognition) – all of which the AI can analyse to highlight trends or blind spots. - Goal alignment and insights: Lattice leverages AI to align individual goals with company objectives and even predict if certain goals are at risk. This keeps everyone on track and alerts leaders to who might need support.
Typical use cases: Companies use Lattice for performance reviews, one-on-ones, and goal tracking. With AI, managers who might struggle to give feedback benefit from nudges on phrasing (e.g. avoiding gendered language or providing evidence with a critique). HR can aggregate the sentiment of feedback across teams, using Lattice’s insights to identify if any group feels undervalued or if recognition is uneven. Overall, Lattice helps create a culture of continuous growth – all reinforced by AI to ensure consistency and fairness.
Access Tool: Lattice’s Website
What it does: 15Five is an employee feedback and performance platform known for its weekly check-ins and high-five recognition. With AI enhancements, 15Five now provides personalised coaching and goal alignment suggestions. It uses machine learning to analyse weekly survey responses and OKR progress, then guides managers on how to respond or adjust goals for better outcomes. For example, if multiple team members flag workload issues, the AI might prompt the manager to reprioritise tasks or acknowledge the strain.
Core features & benefits: - Weekly pulse & sentiment analysis: Employees answer quick questions each week. AI sifts these comments to identify mood or concerns (like burnout signals) so managers can act immediately rather than waiting for annual surveys. - AI goal alignment: The system continuously checks if individual goals tie into company objectives, and uses predictive algorithms to suggest course-corrections to keep everyone aligned. - Recognition and engagement: 15Five includes a “High Five” feature for peer recognition, and AI can highlight frequently praised values or employees. This helps leaders spot who your culture champions are and ensure good work gets noticed across the board.
Typical use cases: 15Five is often deployed by organisations moving away from annual reviews towards a continuous feedback model. Employees feel heard through regular check-ins (e.g. answering “What’s going well this week?”), and managers get AI-driven coaching on being better leaders – like reminders to follow up on a concern raised three weeks ago. The platform’s analytics show engagement trends and can even predict who might be disengaging, enabling early intervention. The result is a more responsive, engaged workplace where feedback flows freely and issues don’t fester.
Access Tool: 15Five’s Website
What it does: Culture Amp is a leading employee engagement and experience platform, and it has embraced AI to deepen its insights. It offers research-backed surveys (annual, pulse, DEI, etc.) combined with AI-driven analytics like sentiment analysis and smart benchmarks. Culture Amp’s AI Comment Analysis can summarise thousands of open-ended responses to pinpoint key themes (e.g. common frustration with remote communication) and even detect the emotion behind comments. Additionally, its AI Coach feature provides suggestions to managers on how to improve team engagement based on the data.
Core features & benefits: - Sentiment & text analysis: Uses natural language processing to automatically read employee comments and extract prevailing sentiments (positive, neutral, negative) and topics. This helps HR quickly grasp what employees are feeling across the organisation.
- Personalised insights and action ideas: For any low-scoring area (say, career development), Culture Amp’s platform suggests evidence-based actions and resources. It’s like having a people science consultant on tap – e.g. advising a manager that recognition could boost a low engagement score, and providing tips to do so. - Bias and DEI tools: Culture Amp also bakes in DEI analytics – it can remind managers of common biases when giving feedback and highlight demographic disparities in survey results. This ensures follow-up actions are equitable and inclusive.
Typical use cases: HR teams run quarterly pulse surveys on Culture Amp and use the AI-generated reports to brief executives on culture health, often within hours of a survey closing. For example, if “work-life balance” emerges as a top issue in comments, the AI highlights it and HR can rapidly respond (perhaps introducing flex-time policies). Managers receive their team’s results with suggested focus areas; e.g. “Team X’s score on ‘learning and development’ is low – consider weekly 1:1s to discuss growth,” drawn from Culture Amp’s vast benchmark library. This AI-assisted approach means feedback isn’t just collected – it’s translated into meaningful action to improve retention and morale.
Access Tool: Culture Amp’s Website
What it does: Bonusly is an employee recognition and rewards platform that harnesses AI to make appreciation more impactful. Employees give each other small bonuses (points) along with messages of thanks. Bonusly’s AI analyzes these recognition patterns to identify frequently praised behaviours and high performers. It also personalises reward recommendations based on what it learns about each person’s preferences and what motivates them.
Core features & benefits: - Insightful analytics: By tracking who is recognizing whom and for what, Bonusly provides HR with social graphs and trend reports. For example, AI might reveal that a particular team has a recognition drought, or that “collaboration” is the most cited company value last month. These insights help leaders reinforce the right behaviours and address silos.
- Personalised rewards: Rather than a one-size-fits-all catalog, Bonusly’s AI suggests rewards that each employee will love (from gift cards to charitable donations), informed by their past redemptions and peer trends. This keeps recognition meaningful and boosts engagement – people feel the company knows what makes them tick. - Real-time morale boost: The platform’s live feed lets everyone see appreciation flowing across the organisation. AI can spotlight exceptional contributions (e.g. an engineer receiving an unusual volume of bonuses, indicating outstanding work). This fosters a culture of gratitude and celebration.
Typical use cases: Companies use Bonusly to amplify their recognition culture, often alongside engagement surveys. For instance, if survey results show employees crave more recognition, introducing Bonusly gives a structured yet fun way to encourage it. HR might then monitor the Bonusly AI dashboard to see recognition frequency climb and correlate that with improved engagement scores. Managers also leverage Bonusly’s insights to ensure no good work goes unnoticed – if AI shows someone is consistently being recognised for mentoring others, that could inform promotion or reward decisions. In short, Bonusly makes praise frequent, visible, and data-informed.
Access Tool: Bonusly’s Website
Workhuman – Social Recognition with AI Analytics
What it does: Workhuman is a global leader in employee recognition, known for its Social Recognition® platform. Its latest Workhuman iQ suite infuses AI to turn recognition data into powerful business insights. Workhuman’s system not only facilitates peer-to-peer recognition and rewards, but also uses AI to analyse those recognition moments to gauge organisational health. It can identify emerging leaders, measure team morale, and even act as a “coach” for giving more meaningful appreciation messages.
Core features & benefits: - Human Intelligence insights: Workhuman’s AI mines the rich data of who thanks whom and for what, then provides leaders with snapshots on how recognition impacts retention, engagement and even skill development. For example, a spike in cross-department recognition might signal improved collaboration. These real-time insights help HR demonstrate the ROI of recognition on hard metrics like turnover.
- Recognition Advisor (AI coach): This feature is like a virtual mentor for managers using the platform. It can suggest wording for recognition messages to align them with company values and maximize impact. If you’re thanking an employee, the AI ensures the message is specific and tied to their strengths, turning a simple “good job” into something truly resonant. It also gleans insights from these interactions – e.g. noticing if a team hasn’t been giving recognition and nudging leaders to step it up. - Culture connectivity: AI in Workhuman can detect cultural strengths and weaknesses. For instance, if innovation is rarely mentioned in recognition, maybe that value isn’t alive in practice. By quantifying values mentions and engagement, Workhuman enables data-driven culture building.
Typical use cases: Large enterprises use Workhuman to power company-wide recognition programmes – often replacing antiquated “employee of the month” schemes with a dynamic, everyone-to-everyone system. The AI insights help executives see the invisible patterns in their culture. Josh Bersin, a noted HR analyst, highlighted that Workhuman’s platform uses AI to reveal organisational strengths and opportunities via recognition data – identifying skills and behaviors that drive success. For HR, this means recognition isn’t just a feel-good exercise; it becomes a strategic tool. Many companies also leverage these insights during performance reviews (to provide 360-degree feedback) and succession planning (those who are frequently recognised for certain competencies might make strong future leaders). In essence, Workhuman shows that when you honour your people, AI will help you harness that positivity to inform broader talent strategies.
Access Tool: Workhuman’s Website
Comparative insight: In this category, AI proves that nurturing employees is both an art and a science. Lattice and 15Five weave AI into continuous performance and feedback, ensuring coaching is constant and personalised. Culture Amp brings analytical rigour to understanding engagement, while Bonusly and Workhuman turn recognition into actionable intelligence. Together, they highlight a truth: happy, heard employees drive business success. By adopting these tools, organisations are seeing higher engagement and stronger cultures – for example, companies using AI-driven feedback tools have significantly more employees who feel their performance reviews are fair. In short, AI helps HR listen at scale and act with heart, creating workplaces where people thrive.
Finding and hiring the right talent has traditionally been a time-consuming puzzle. AI is dramatically speeding up and sharpening recruiting – automating repetitive tasks, sourcing better candidates, and removing biases to yield fairer outcomes. The following AI recruiting tools are helping companies hire faster and smarter, from screening resumes and interviewing to engaging candidates like customers. They free up recruiters to focus on the human side of hiring: building relationships and evaluating fit, while the AI handles the heavy lifting and data crunching.
What it does: Eightfold AI is a leading talent intelligence platform that uses advanced machine learning to manage the entire talent life cycle. In recruiting, Eightfold’s AI analyzes candidates’ skills and potential, rather than just past titles, to match people to the right roles (even if they don’t have a “perfect” resume). It can instantly screen a vast pool of applicants and surface those who might be great fits but would be overlooked by traditional keyword filters. Eightfold also brings in rich labour market data to predict future talent needs.
Core features & benefits: - AI matching “beyond resumes”: Eightfold’s most praised feature is its ability to find “hidden gem” candidates. By focusing on skills, experience, and learnability, it might match a candidate to a role even if their CV doesn’t directly list the job title – for example, recognising that a veteran with logistics experience could excel in a supply chain manager role. This expands talent pools and supports more equitable hiring by reducing reliance on pedigree.
- Bias elimination: Eightfold explicitly removes identifying information and evaluates candidates on merit factors, helping ensure diverse hiring. Its algorithms are designed to promote skills-and-potential-based decisions, which studies show can lead to more diverse outcomes. - Predictive talent analytics: The platform can forecast hiring needs and talent market shifts – e.g. alerting HR if data science skills are becoming scarce in your region so you can pipeline candidates early. It also supports internal mobility (finding candidates within your company for new roles) and succession planning with the same intelligence.
Typical use cases: Enterprises use Eightfold to handle high-volume recruiting (it can sift through millions of profiles) and to improve hiring quality. For example, after implementing Eightfold, companies often report a faster time-to-fill and an increase in candidates who are successful long-term hires. A global firm might feed its entire ATS database into Eightfold; the AI might then rediscover a silver-medalist candidate from last year who is perfect for a new opening. Eightfold’s AI has been noted to help fill roles faster and boost skills-based hiring at scale. It’s like giving your recruiting team a superpower: the ability to see potential and future fit, not just what’s on paper.
Access Tool: Eightfold AI’s Website
HireVue – AI Video Interviewing and Assessment
What it does: HireVue is a platform for on-demand video interviews and AI-driven assessments. Candidates record video or play AI-powered game-based assessments, and HireVue’s algorithms evaluate their responses to gauge skills and competencies. Notably, HireVue’s AI can analyse aspects of video interviews – such as speech content and intonation – to help predict job success without bias towards irrelevant traits. (HireVue has phased out analysing facial expressions to focus on more job-relevant data like word choice, to ensure fairness). By automating initial interviews, HireVue enables recruiters to screen far more candidates quickly and consistently.
Core features & benefits: - Convenient anytime interviews: Candidates can record their responses to structured interview questions at their convenience. AI then scores and ranks these interviews, highlighting top candidates for recruiters to review, which vastly speeds up the initial screening process. - Skills assessments and games: HireVue offers validated game-based assessments measuring cognitive abilities, personality traits, and job-specific skills. These fun, engaging exercises generate data that the AI evaluates to predict job performance (often more objectively than traditional tests). - Diversity and consistency: Every candidate gets a fair shot by answering the same questions or games. HireVue’s AI evaluation is calibrated to focus on relevant competencies, helping reduce human biases that can creep in during live interviews. Companies have noted that HireVue allows them to consider a broader, more diverse talent pool (since scheduling no longer limits how many people you can interview). And with 24/7 availability, geography and time zones are no longer barriers.
Typical use cases: Many large organisations (retailers, banks, tech firms) use HireVue to handle graduate recruitment or first-round screening where thousands of applicants apply. For example, Unilever famously automated its early hiring with HireVue, leading to time-to-hire reduction by 90% and a significant increase in candidate diversity. A recruiter might start her morning with a HireVue dashboard showing AI-ranked interviews from overnight – maybe 200 candidates have been screened by the AI while the team slept, with the top 50 ready for human review. HireVue also excels in situations requiring rapid hiring, like seasonal jobs or large call centre ramp-ups, ensuring quality isn’t sacrificed for speed. It transforms a once daunting stack of resumes into an efficient, insightful process, focused on talent and potential rather than who has the “best” CV.
Access Tool: HireVue’s Website
Paradox – AI Recruiting Assistant “Olivia”
What it does: Paradox is the creator of Olivia, a conversational AI assistant that automates the most tedious parts of recruiting. Think of Olivia as a 24/7 digital recruiting coordinator: she chats with candidates via text or chat interfaces, screens them with simple Q&A, answers their questions, and instantly schedules interviews with your hiring team by syncing calendars. Paradox’s AI is especially powerful for high-volume hiring (retail, hospitality, etc.) where speed and responsiveness make all the difference.
Core features & benefits: - Conversational screening: Olivia engages candidates with friendly, human-like chat. For example, when someone applies, she might ask “Do you have a valid driver’s license for this role?” or “This job requires weekend shifts, are you available then?” – qualifying candidates in real time. Suitable candidates can be progressed automatically, so recruiters spend time only on qualified folks.
- Instant interview scheduling: One of the biggest wins – Olivia can coordinate calendars and book interviews without any human intervention. A store manager could come into work to find five interviews lined up for the week, all scheduled by the AI overnight. No more back-and-forth emailing. - Candidate experience & engagement: Candidates get immediate feedback and updates. They can ask the chatbot questions about the role (“What’s the pay range?”, “Where is the office located?”) and get instant answers, improving transparency and keeping them engaged. The platform supports over 100 languages, critical for global companies.
Typical use cases: Paradox shines for organisations that handle large applicant volumes or need to move fast. Fast-food chains, supermarkets, and logistics companies use it to hire thousands of frontline workers – often reducing time-to-hire from weeks to days. For example, a hospital network using Paradox could screen hundreds of nurse applications in a weekend and schedule top candidates for interviews on Monday, drastically accelerating staffing for critical roles. During a recruitment event or career fair, Olivia can handle registration, pre-screen attendees, and book follow-up interviews on the fly. Internally, recruiters find that Paradox frees them from repetitive tasks (a LinkedIn survey showed recruiters spend 78% of their time on admin tasks) – instead, they can focus on high-value activities like interviewing and relationship-building, with Olivia as their tireless assistant. The ROI is clear: shorter hiring cycles, lower drop-out rates, and happier candidates who aren’t left waiting.
Access Tool: Paradox’s Website
What it does: Greenhouse is a widely used Applicant Tracking System known for its structured hiring approach. Recently, it has stood out by integrating AI-powered content generation tools directly into its recruiting workflows. This means Greenhouse can help recruiters and hiring managers automatically write engaging job descriptions, outreach emails, and other recruitment content using advanced text-generation models. By leveraging AI, Greenhouse aims to save recruiters time and improve the quality of candidate communications.
Core features & benefits: - AI-generated job postings: Recruiters can input basic info about a role, and Greenhouse’s AI will draft a polished job description, complete with inclusive language and appealing wording. This is invaluable for consistency and speed, especially for companies that post dozens or hundreds of roles.
- Email and message crafting: The platform can also draft personalised outreach emails to candidates or follow-ups, helping talent teams connect with candidates more effectively. Instead of a generic template, the AI might add tailored touches based on the job or the candidate’s background. This can boost candidate response rates since the communication feels more authentic and less robotic. - Workflow integration: Because it’s built into the ATS, the AI content feature appears right where recruiters work – no need to copy-paste from an external AI tool. For example, when moving a candidate to an interview stage, a recruiter might get a suggested email inviting them to schedule, already written in a warm, professional tone.
Typical use cases: Companies using Greenhouse as their ATS can turn on these AI features to standardise and enhance their recruitment marketing. A tech startup, for instance, ensures every job ad reflects its employer brand without burdening hiring managers to become copywriters – the AI does the heavy lifting, and HR just reviews and tweaks. It’s also a boon for lean HR teams; a single recruiter can generate tailored messages for 50 candidates in minutes, where it would have taken hours before. Greenhouse’s overall ATS capabilities (interview kits, scorecards, etc.) combined with AI content generation means the platform not only helps you track candidates, but also attract and engage them more effectively. In short, Greenhouse is marrying structure with creativity through AI, ensuring that even as processes scale, the human touch in candidate communication isn’t lost.
Access Tool: Paradox’s Website
What it does: Phenom (often known as Phenom People) is a talent experience platform that uses AI to tailor the hiring journey for each candidate. It powers career sites that dynamically personalise job recommendations to visitors, much like Netflix or Amazon do with content. Phenom’s AI chatbot answers candidate questions and guides them through applications, and it provides recruiters with AI insights on candidate engagement. Phenom doesn’t stop at hiring – it also has modules for internal mobility and employee development, making it a broad talent platform, but its forte is delivering a consumer-like experience in recruiting.
Core features & benefits: - Personalised career site & job matching: When a job seeker visits a Phenom-powered site, the AI recommends roles based on their profile or browsing behaviour (e.g., “Because you viewed Marketing jobs in London, here are similar openings you might like”). This makes it far more likely for candidates to find suitable roles, improving conversion rates.
- Conversational chatbots: Phenom’s AI assistant can handle FAQs (“What’s your remote work policy?”), help candidates check application status, and even screen them with targeted questions. This improves responsiveness and keeps candidates engaged rather than dropping off if they can’t find information. - Talent analytics for recruiters: On the backend, Phenom provides a unified view of the talent pipeline, showing metrics like which sources are yielding the best candidates, and predicting drop-off points. AI highlights where you might need to intervene – for example, if a highly qualified candidate hasn’t been contacted within a few days, it nudges the recruiter to reach out, lest you lose them.
Typical use cases: Phenom is popular with mid-to-large organisations aiming to treat candidates like customers. Companies integrate it with their ATS (like Workday or others) to create a modern front-end that attracts talent organically. For instance, a global bank using Phenom can offer a seamless experience where a software engineer visiting its site immediately sees tech job openings that fit their skills, rather than having to search a generic list. Recruiters, in turn, love that Phenom nurtures candidates automatically: sending follow-up content to passive candidates (like relevant blog posts or events) and re-engaging past applicants when new roles arise. Overall, Phenom’s AI helps organisations fill roles faster by not letting good candidates slip away – one study found organisations using AI for candidate experience saw a 35% reduction in drop-off during the application process. It’s about making candidates feel valued and informed at every step, which in today’s market can be a decisive advantage in winning top talent.
Access Tool: Phenom’s Website
Comparative insight: AI recruiting tools address the funnel from end to end. Eightfold and Phenom widen the funnel, finding and attracting talent in smarter ways (and even predicting future needs). HireVue and Paradox accelerate the mid-funnel by automating screening and interview scheduling with consistency and care for candidate experience. Greenhouse’s AI and similar ATS integrations polish the process with better content and efficiency. The impact is profound – early adopters of AI recruiting have cut time-to-hire by as much as 75%, and improved quality-of-hire, since AI can surface strong candidates that humans might miss. Moreover, by removing bottlenecks and biases, these tools contribute to more diverse hiring and a better experience for applicants, who get quicker responses and more personalised interaction. In a competitive talent market, such advantages can mean the difference between winning a great candidate or losing them – hence why AI has become the recruiter’s indispensable ally.
Beyond specialised areas, some AI tools span multiple HR functions or tackle broad workforce challenges. These general-purpose AI HR tools act as Swiss Army knives – providing insights and automation across hiring, performance, engagement, and more. They often focus on higher-level analytics, decision support, or streamlining HR service delivery. Below are top cross-functional AI tools leading the charge in transforming HR as a whole, driving innovation in everything from strategic workforce planning to daily HR support.
What it does: Visier is a leading people analytics platform that turns workforce data into actionable insights for HR and business leaders. It aggregates data from HR systems (HRIS, ATS, engagement surveys, etc.) and uses AI to identify patterns, correlations, and predictions. Visier essentially provides an AI-powered lens on your organisation’s health – helping answer questions like “Which factors drive turnover in our sales team?” or “How does diversity in leadership compare to last year, and what predicts promotion rates?” – all through intuitive dashboards and predictive analytics.
Core features & benefits: - Workforce intelligence: Visier comes with hundreds of pre-built analytics, from diversity and inclusion metrics to flight-risk models. Its AI sifts through data to highlight anomalies or hotspots – e.g. flagging that engineers under one manager have significantly lower engagement or predicting who might leave in the next 6 months based on patterns. - “What-if” planning: You can model scenarios like hiring 50 people next quarter or a 10% budget cut and Visier shows the projected impact on metrics like workload, attrition, or promotion rates. This helps HR make data-driven strategic decisions, backed by AI simulations rather than gut feeling.
- Executive-ready insights: Visier’s AI doesn’t just dump data – it provides narratives and highlights. For example, it might automatically surface: “Resignations in the London office are 20% higher than forecast, primarily among new hires – a red flag for onboarding issues.” These insights allow leaders to address problems proactively.
Typical use cases: HR analysts and business partners use Visier in quarterly business reviews to provide leadership with a holistic view of people metrics – kind of like a CFO’s financial report, but for talent. Companies credit Visier with helping reduce turnover and improve diversity by pinpointing exactly where to focus (for instance, identifying pay gaps or engagement drops in specific demographics). During the pandemic, many organisations used Visier’s predictive models to anticipate and plan for fluctuating staffing needs. Essentially, Visier equips HR with the same analytical power other departments have (like sales or finance), powered by AI to find the signal in the noise. Its motto could well be: “From instinct to insight” – turning HR’s wealth of data into strategic gold.
Access Tool: Visier’s Website
What it does: Humu is an innovative platform founded by former Google HR leader Laszlo Bock, which uses machine learning to send personalised “nudges” to employees and managers. These nudges are small, tailored suggestions, delivered typically via email or text, that encourage people to take actions that improve team dynamics, performance, or well-being. For example, Humu might prompt a manager on Friday: “Take 5 minutes to thank each team member for something they did this week”, knowing from data that appreciation boosts morale. It’s like a gentle coach in your ear, grounded in behavioural science and AI insights about what each team needs.
Core features & benefits: - Personalised nudges at scale: Humu’s AI analyses data (engagement surveys, performance metrics, etc.) to determine which nudges will be most impactful for which individual. One person might get a tip to practice active listening in their next meeting, while another is nudged to take a break if they’ve been working long hours. These suggestions are scientifically validated to drive positive change, yet feel highly personal and relevant. - Focus on managers and teams: Many nudges are aimed at managers – helping build better habits like giving regular feedback, setting clear goals, or checking in on workload. Over time, these bite-sized interventions can transform a team’s culture. Humu essentially helps busy managers be better leaders, one small action at a time. - Measurable impact: Humu’s dashboard shows how nudge adoption correlates with improvements in survey scores or performance metrics. For instance, teams that acted on nudges about meeting effectiveness might see collaboration scores rise next quarter. This closes the loop, proving the ROI of those little actions (Humu claims nudges can increase desirable behaviours by up to 250%).
Typical use cases: Companies often roll out Humu after an engagement survey or during a culture initiative to ensure insights lead to action. Rather than just telling managers “improve engagement”, Humu hand-holds them with concrete micro-actions. In practice, employees have reported that Humu nudges feel like timely reminders from a wise friend – for example, a nudge to a remote worker to reach out to a colleague socially, combating isolation. A financial firm using Humu saw upticks in engagement and performance after nudges encouraged more recognition and 1:1s; managers liked it because it was like “management coaching on autopilot.” In essence, Humu operationalises the mantra that culture change happens through daily habits: it uses AI to identify which habits matter most, and nudges people until those habits stick.
Access Tool: Humu’s Website
What it does: Cornerstone OnDemand is a major player in learning and talent management systems. With AI integration, Cornerstone’s platform now intelligently assesses employee competencies and identifies skill gaps, then recommends learning content or career opportunities to bridge those gaps. It effectively transforms your learning management system into a proactive career coach. For example, if an employee aspires to a leadership role, Cornerstone’s AI can chart which skills they need (perhaps project management, advanced Excel) and automatically suggest training courses, mentors, or stretch assignments to get them there.
Core features & benefits: - AI skills engine: The platform uses AI to map skills across roles and individuals. It might reveal that the marketing team, as a whole, lacks data analysis skills compared to industry benchmarks, or that a salesperson has 3 of the 5 skills for a sales manager role. This insight is gold for both succession planning and personalised development.
- Personalised learning recommendations: Cornerstone delivers Netflix-style suggestions for courses, videos, or reading, tailored to each person’s goals and gaps. It also adapts as you learn – if you complete a course in Python, it may next suggest a project or an advanced course to build on that knowledge. This keeps employees continuously growing in ways aligned to company needs. - Career pathing and internal mobility: The AI can highlight internal roles a person could transition into (sometimes ones they hadn’t considered). By analysing their skills and interests, it might suggest, “With some training in X, you could become a Data Scientist – here’s a path.” This not only motivates employees with career vision, it also helps companies fill roles from within by unlocking hidden talent.
Typical use cases: Organisations use Cornerstone’s AI to supercharge talent development programs. For instance, a consulting firm might use it to ensure each consultant has the right mix of soft and hard skills for client projects – the AI identifies who might need training in a new software that’s trending. HR and managers often consult Cornerstone’s insights during performance reviews to discuss future growth with employees, armed with concrete data and learning plans. It’s also a key tool for diversity in advancement: by objectively matching people to opportunities by skill, it can mitigate bias in promotions. Many companies report that Cornerstone’s AI has increased learning uptake (employees engage more when content is relevant) and helped create a learning culture where people feel the company invests in them personally. In short, it turns learning and development from a static catalogue into an interactive, strategic career growth engine.
Access Tool: Cornerstone OnDemand’s Website
What it does: Leena AI is an AI-powered HR assistant that automates employee support and HR service delivery. It’s essentially a chatbot for your workforce, handling common queries and tasks across HR, IT, finance and more. Available on platforms like Slack, Teams or an HR portal, Leena can answer questions (e.g. “How many vacation days do I have left?”), help employees complete processes (like submitting a leave request), and even push out announcements or pulse surveys. By doing so, it reduces the load on HR helpdesks and provides employees with instant, 24/7 assistance.
Core features & benefits: - Instant Q&A and knowledge retrieval: Leena is connected to company HR policies, FAQs, and systems. Ask it anything from benefits details to payroll cut-off dates, and it will fetch the answer from the handbook or database. This ensures employees get consistent, accurate information quickly, rather than waiting days for an email reply. - Transacting routine requests: Beyond info, employees can take action via chat – “Olivia (the bot), book me a day off next Monday” or “Update my address.” Leena guides them through the necessary steps, integrates with HRIS to record it, and confirms completion. It’s like having a personal HR assistant at everyone’s fingertips, eliminating forms and confusion. - Integrated analytics: All those interactions provide HR with insights. Leena’s dashboard shows trending questions, where people are confused, even sentiment in queries. For example, a spike in questions about parental leave might signal awareness to improve or communicate that policy. By spotting such trends, HR can proactively address issues (maybe a new policy orientation session). Also, if employees are frequently asking something that isn’t in the knowledge base, HR can quickly add it, continuously improving the system.
Typical use cases: Leena AI is often one of the first steps in HR digital transformation. Companies deploy it to handle the deluge of repetitive questions that HR teams get, freeing HR to focus on complex, strategic work. Employees, especially younger ones used to chat interfaces, love the immediacy – it feels like chatting with a helpful colleague rather than slogging through a portal. A manufacturing company with many frontline workers might use Leena via mobile to ensure even non-desk employees can get HR help anytime. Within weeks of launch, it’s common to see HR ticket volume drop significantly (Leena reports over 60% reduction in repetitive queries for some clients) and employee satisfaction with HR services rise, because problems are solved in seconds not days. The HR team can then channel energy into improving programs rather than answering where the payslips are located for the hundredth time. As a bonus, Leena AI’s multi-department capability means the same bot can assist with IT (“How do I reset VPN?”) or Finance (“What’s the travel reimbursement policy?”), consolidating support and breaking down silos. It’s a great example of AI making work simpler and more human-centric – employees get what they need with less frustration.
Access Tool: Leena AI’s Website
What it does: Gloat is an AI-driven internal talent marketplace platform that helps large enterprises unleash the potential of their workforce. It uses AI to match employees with internal opportunities – be it stretch projects, mentorships, gig work, or full-time roles – based on their skills, interests, and career aspirations. For example, if a marketing associate wants product management experience, Gloat might suggest a short-term project in the product team that fits their skill profile. This not only develops the employee but also fills business needs faster by tapping into internal talent.
Core features & benefits: - Dynamic talent profile & matching: Each employee has a profile (often auto-generated from their resume, LinkedIn, and internal performance data). Gloat’s AI continuously updates these profiles with new skills learned and experiences gained. It then intelligently matches employees to opportunities – sometimes revealing non-obvious fits, like an engineer suited for a data analysis project due to their problem-solving skills. This ensures companies make full use of the skills already in-house.
- Career development and retention: Employees can see clear pathways for growth within the company. The AI might highlight roles they could grow into and the skills they’d need to get there, demystifying career progression. This transparency and mobility greatly boost retention – people are less likely to leave if they can find their next challenge without leaving the company. - Workforce agility: From the organisation’s perspective, Gloat creates a fluid talent pool. If a new strategic project needs staffing, instead of only hiring externally or disrupting departments, managers can list the project on Gloat. The AI then finds internal candidates (even from different regions or divisions) who match and might be interested. It’s like an internal LinkedIn, enabling companies to redeploy talent swiftly to meet changing priorities.
Typical use cases: Many Fortune 500 firms (like Unilever, Schneider Electric) have implemented Gloat to future-proof their workforce. A common initial use case is reducing skill gaps: if data science talent is in short supply externally, Gloat can identify employees with adjacent skills and facilitate upskilling and part-time assignments in data projects – essentially growing your own experts. HR business partners use Gloat’s analytics to see skill inventories across the company, identify areas to hire or train, and ensure diversity of talent in different pipelines. During reorgs or downsizing, Gloat has been used to mitigate layoffs by finding roles for employees whose positions are eliminated. One company reported that after adopting Gloat, internal fill rate of roles dramatically increased, saving on recruiting costs and retaining institutional knowledge. Employees often cite the platform as a game-changer – instead of waiting for their manager to open a door, they can proactively seek opportunities, which makes them feel more empowered and engaged. Gloat exemplifies using AI to create a borderless, opportunity-rich workplace, benefiting both individuals and the business.
Access Tool: Gloat’s Website
Comparative insight: These cross-functional tools underscore a key theme: AI in HR isn’t just about efficiency, it’s about unleashing potential. Visier provides a strategic “big picture” for informed decision-making, while Humu drives behaviour change on the ground, one nudge at a time. Cornerstone and Gloat focus on growth – ensuring employees evolve and find pathways within the company, which in turn fills skill gaps and future-proofs the organisation. Leena AI, meanwhile, shows that even the everyday HR tasks (answering questions, processing requests) can be elevated by AI to be quicker and more user-friendly. Together, these tools make HR more proactive, personalised, and strategic. They illustrate that when AI handles analysis and routine work, HR professionals can concentrate on human work – fostering culture, coaching, and leading change. The outcome is an HR function that’s not only more efficient, but more empathetic and impactful, helping people and organisations to thrive in tandem.
AI is no longer a futuristic concept in HR – it’s here, transforming how we hire, develop, and care for our people every day. As we’ve explored, the top AI HR tools span all facets of the employee journey: from writing a bias-free job post, to picking the perfect new hire, to recognising a star performer, to guiding an employee’s next career move. They bring speed, intelligence and fairness to processes, allowing HR teams to focus on high-touch human interactions where they matter most. Equally important, these tools reinforce a more inclusive and engaging company culture – one where decisions are data-driven and unbiased, feedback is continuous, achievements are celebrated, and every employee sees a growth path.
Adopting AI in HR is fundamentally about being more human-centred, not less. By automating drudgery and illuminating insights, AI frees HR to empathise, strategise, and lead with compassion backed by evidence. As British businesses and those worldwide embrace these innovations, they are finding that productivity and positivity rise together. People feel heard and supported, managers make better decisions, and organisations become more agile and resilient. In a world of work that’s changing faster than ever, AI provides the tools to not just keep up, but to build workplace cultures where both employees and companies can truly flourish. The future of HR is here – and it’s bright, inclusive, and inspiring.
By subscribing, you agree to receive email related to content and products. You unsubscribe at any time.
Copyright 2025, AI Reporter America All rights reserved.
