HR

What changes for HR with AI?

What changes for recruiting with AI?

If AI schedules, drafts, and triages the inbox, is the executive assistant the tasks or the trusted judgment about what the principal actually wants?

Does compensation benchmarking still need a dedicated analyst when AI can model market pay in real time?

Do we still need a human HR business partner when AI can draft policy answers, performance reviews, and most employee-relations correspondence?

Should performance reviews still be written manually when AI can draft them from a manager's notes and work history?

Who has leverage now — candidates flooding every job with AI applications, or employers filtering with AI at the same scale?

Is the recruiter's job dead now that AI sources, screens, and schedules candidates end to end?

What's a resume even for when both sides use AI to write and read it?

Is the structured interview still worth doing manually when AI can generate and score it, or does that just move the bias problem?