Human Resources has always been about people. But somewhere along the way, the job became more about processing than people—screening resumes, answering benefits questions, managing compliance documentation, coordinating interviews. Administrative burden displaced relationship building.

AI is shifting that balance. The tools below handle the high-volume, repetitive aspects of HR work, creating space for professionals to focus on what they entered the field to do: supporting employees and building great organizations.

Whether you’re a recruiter, HR generalist, CHRO, or HR tech specialist, these AI tools are transforming how human resources gets done.

Recruiting and Talent Acquisition

HireVue

HireVue provides AI-powered video interviewing and assessments that help companies identify strong candidates earlier in the process. Candidates complete video interviews on their own time, and AI analyzes responses against job requirements.

The platform has evolved significantly in response to bias concerns. Current versions focus on structured interviews with job-relevant questions, providing consistency that reduces human bias rather than replicating it. HireVue now publishes extensive documentation about their AI methodology and fairness testing.

For high-volume hiring—retail, hospitality, contact centers—HireVue enables screening at scale while maintaining candidate experience.

Paradox (Olivia)

Paradox’s AI assistant Olivia handles recruiting conversations from first contact through interview scheduling. Candidates text or chat with Olivia, who answers questions, collects information, and coordinates schedules without recruiter intervention.

For candidates, the experience is immediate and convenient. For recruiters, it means focusing on qualified candidates rather than scheduling logistics. Organizations using Paradox report 90%+ reduction in time-to-schedule and significant improvements in candidate satisfaction.

Olivia is particularly effective for roles with high application volume. She never gets overwhelmed, never delays responses, and never loses track of candidates.

SeekOut

SeekOut helps recruiting teams find candidates who aren’t actively applying. The platform uses AI to search public profiles, identify skills matches, and surface diverse candidates who might be overlooked.

What sets SeekOut apart is its focus on diversity and inclusion. The platform helps recruiters find underrepresented candidates, build diverse pipelines, and track diversity metrics across the hiring process.

For technical recruiting, SeekOut’s understanding of skills, technologies, and career patterns makes it particularly valuable. The AI knows what skills transfer between roles and which candidates are likely to be open to opportunities.

Eightfold AI

Eightfold provides an AI-powered talent intelligence platform that matches people to opportunities based on skills, experience, and potential. The platform handles external recruiting, internal mobility, and career development on a unified system.

The AI understands career trajectories—which roles lead to which, what skills people typically develop, and where high performers come from. This intelligence drives matching that goes beyond keyword matching to genuine fit assessment.

Organizations using Eightfold report improvements in quality of hire, time to fill, and internal mobility rates.

Resume Screening and Assessment

HireEZ

HireEZ aggregates candidate information from across the web, creating comprehensive profiles that go beyond resume data. The AI identifies skills, experiences, and potential that candidates might not have listed, giving recruiters deeper insight into fit.

The platform’s diversity features help organizations build balanced pipelines. You can set diversity goals and track progress without compromising on qualification requirements.

Pymetrics

Pymetrics takes a different approach to assessment: gamified cognitive and emotional evaluations that predict job success without relying on resume credentials. Candidates play games that measure traits like attention, risk tolerance, and learning speed.

The AI then matches candidates to roles based on cognitive profiles rather than pedigree. This opens opportunities for non-traditional candidates who have the right traits but not the traditional background.

For organizations committed to skills-based hiring, Pymetrics provides an alternative to resume-based screening that’s both fairer and more predictive.

Onboarding Tools

Enboarder

Enboarder creates personalized onboarding experiences guided by AI. The platform coordinates the new hire journey across HR, IT, facilities, and hiring managers, ensuring nothing falls through the cracks.

The AI adapts onboarding based on role, location, and employee type. A remote hire gets different content than an office-based employee. A senior leader gets different connections than an individual contributor.

Organizations using Enboarder report faster time-to-productivity and improved retention during the critical first-year period when turnover is highest.

Talmundo

Talmundo focuses specifically on preboarding—the period between offer acceptance and start date when companies often lose new hires. The AI keeps candidates engaged, answers questions, and builds connections before day one.

The platform also handles compliance documentation, equipment requests, and administrative tasks, so the first day focuses on welcome rather than paperwork.

Employee Experience and Engagement

Lattice with AI

Lattice provides performance management, engagement surveys, and career development tools with AI enhancement. The platform can analyze survey responses to identify themes, predict flight risk, and suggest interventions.

For managers, Lattice’s AI helps write better feedback, prepare for reviews, and identify development opportunities. The platform prompts specific, actionable feedback rather than generic comments.

Culture Amp

Culture Amp uses AI to make sense of employee feedback at scale. The platform identifies drivers of engagement, predicts turnover risk, and surfaces issues before they become crises.

What distinguishes Culture Amp is its focus on action, not just measurement. The AI suggests specific interventions based on your data and benchmarks what works across similar organizations.

Peakon (Workday)

Peakon, now part of Workday, provides continuous listening through frequent pulse surveys analyzed by AI. The platform tracks engagement trends, compares to benchmarks, and provides manager dashboards for action.

The AI analysis goes beyond aggregate scores to identify specific drivers. Why is engineering engagement declining? What’s causing sales turnover? The platform provides answers, not just numbers.

HR Service Delivery

Leena AI

Leena AI provides an intelligent assistant for HR service delivery. Employees ask questions about policies, benefits, time off, and other HR topics, and Leena provides immediate answers without ticket queues.

For HR teams drowning in employee questions, Leena handles 70-80% of inquiries automatically. The remaining complex issues get routed to humans with full context from the AI conversation.

Espressive Barista

Espressive’s Barista assistant understands natural language questions across HR, IT, and facilities. Employees get answers without knowing which department to ask or how to phrase their questions.

The platform learns from your content and previous interactions, improving accuracy over time. Organizations using Espressive report significant reductions in internal support costs while improving employee satisfaction.

ServiceNow HR Service Delivery

ServiceNow has integrated AI throughout its HR service delivery module. Virtual agents handle routine requests, predictive intelligence routes cases efficiently, and workflow automation ensures consistent processes.

For enterprise HR departments, ServiceNow provides the scale and integration needed to serve thousands of employees without proportional headcount growth.

Learning and Development

Degreed

Degreed uses AI to personalize learning recommendations based on skills gaps, career goals, and learning history. The platform aggregates content from internal and external sources, surfacing relevant learning without employees having to search.

The AI tracks skill development over time, providing visibility into workforce capabilities. HR and L&D leaders can see where skill gaps exist and whether learning investments are closing them.

EdCast (Cornerstone)

EdCast provides a learning experience platform with AI-powered personalization. The platform can curate learning pathways, recommend content, and track progress toward skill goals.

For organizations investing in upskilling and reskilling, EdCast makes learning accessible without overwhelming employees with content they need to sort through themselves.

Compensation and Benefits

Salary.com with AI

Salary.com has integrated AI into compensation analysis, making market pricing faster and more accurate. The platform can match roles to market data, identify pay equity issues, and model compensation scenarios.

For compensation teams managing pay decisions across hundreds or thousands of employees, AI assistance ensures consistency and market alignment without manual analysis for every decision.

Benify

Benify provides benefits administration with AI that personalizes recommendations. The platform helps employees understand and optimize their benefits choices based on their individual situations.

During open enrollment, the AI guides employees through decisions, explaining trade-offs and suggesting selections that match their needs. Utilization of valuable benefits increases when employees actually understand what’s available.

Compliance and Documentation

Mineral (formerly ThinkHR)

Mineral provides compliance guidance with AI assistance. HR professionals can ask questions about employment law, and the platform provides jurisdiction-specific answers with supporting documentation.

For small and medium businesses without employment attorneys on staff, Mineral provides the compliance confidence they need to avoid costly mistakes.

SHRM AI Assistant

SHRM has launched AI tools that help HR professionals navigate complex situations. The platform provides guidance on everything from terminations to accommodations to workplace investigations.

The AI draws on SHRM’s extensive knowledge base and legal expertise, providing practical guidance that reflects current best practices and legal requirements.

Getting Started with HR AI

Implementing AI in HR requires careful attention to fairness and compliance:

Bias testing is essential. AI systems can perpetuate or amplify bias in hiring and personnel decisions. Require vendors to demonstrate fairness testing and conduct your own audits of outcomes.

Transparency matters. In many jurisdictions, candidates and employees have rights to know when AI is being used in decisions affecting them. Establish clear policies and disclosures.

Keep humans in the loop. AI should inform decisions, not make them autonomously for consequential personnel matters. Maintain human review for hiring, termination, and other significant decisions.

Protect data privacy. HR handles sensitive personal information. Ensure AI tools meet data protection requirements and don’t use employee data for unauthorized purposes.

Start with efficiency, not decisions. Begin with AI that handles administrative tasks—scheduling, answering questions, processing paperwork—before moving to AI that influences personnel decisions.

The HR professionals thriving in 2026 are using AI to reclaim the “human” in human resources. AI handles the processing; people handle the relationships, judgment calls, and employee support that made them choose HR careers in the first place.

That’s the promise of HR AI: not replacement, but restoration of what the field was always meant to be.