The Only AI Use Cases in HR That Actually Make Sense
Bonus: The Secret Sauce of High-Response Tech Outreach
Welcome back to HRCircle — your weekly pulse-check on the forces reshaping HR.
This week: Hiring is stuck in an AI doom loop. Legal heat, failed tech rollouts, and broken systems are forcing HR to rethink everything. Plus, smarter ways to connect retirement and health benefits — and a playbook to finally fix hiring dysfunction.
Let’s get into it 👇
🗞️ This week in HR
🤖 Hiring is in ‘an AI doom loop,’ Greenhouse CEO says - Read More
🔗 How to Connect the Dots Between Retirement, Health Benefits for Workers - Read More
👨🏼⚖️ AI in hiring faces a legal reckoning: HR lessons from ‘Mobley v. Workday - Read More
📉 Why many AI in HR projects fail—and how Hitachi got it right - Read more
🔍 Hiring Is Broken: How to Disrupt the Dysfunction - Read More
🛠️ Trending Tools
1️⃣ Tezi - The Recruiter That Never Sleeps
👉 Remember when you thought ChatGPT was impressive? Well, Tezi just raised $9M to build an AI recruiter that handles the ENTIRE hiring process. We're talking end-to-end automation, from finding candidates to scheduling interviews. No human required
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2️⃣ 11xAI - Building Digital Employees
👉 These absolute madlads at 11xAI aren't building HR software, they're building "autonomous digital workers." Think of it as hiring an AI employee that never calls in sick, never asks for a raise, and works 24/7
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3️⃣ When - Finally, Someone Cares About Offboarding
👉 When raised $4.6M to solve a problem literally everyone ignores – what happens to employees AFTER they leave. Their AI helps people navigate post-employment transitions and maintain healthcare access.
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4️⃣ Protex AI - AI That Prevents Workplace Accidents
👉 Protex AI uses computer vision to predict and prevent workplace accidents before they happen.Workplace safety is literally life and death, plus it's expensive when things go wrong. AI that can prevent accidents saves both lives and money. Hard to argue with that ROI.
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5️⃣ Metaview - Interview Notes That Write Themselves
👉 Metaview automatically generates interview notes and candidate scorecards so recruiters can focus on actually talking to people instead of frantically scribbling notes. And if you are an avid reader of FullStack HR, you know them by now!
💡 HR Spotlight
Maximizing returns 3 methods to evaluate HR technology ROI 👉🏻 (Link)
The effects of AI on firms and workers 👉🏻 (Link)
Fast-Tracking Hospitality Hiring: Strategies to Reduce Candidate Drop Off 👉🏻 (Link)
🤿 Deep Dive
Not Creepy, Actually Helpful: Using AI in HR Without Freaking Everyone Out
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Let’s admit it—most of us didn’t get into HR because we love tinkering with software. But lately, AI tools are everywhere. And if you’re not at least experimenting, you’re starting to feel behind.
Still, no one wants to be the HR team known for ghostwriting feedback with a robot or letting an algorithm decide who gets an interview. That’s where the discomfort comes in.
So how do you use AI in ways that make your team more effective—not less human?
Here are three no-nonsense ways to bring AI into your HR stack without making it weird. These are already working for HR folks in the trenches—and they don’t require a PhD in prompt writing.
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✅ 1. Drafting Policies & Handbooks (Faster, Not Dumber)
Skip the blank page panic. Use AI to generate a solid first draft, then fine-tune for tone, compliance, and company culture.
Real Use Case:
One People Ops manager used ChatGPT to draft a compassionate bereavement policy in 10 minutes. She tweaked it with her legal team and rolled it out that same week.
Prompt to try:
“Write a bereavement leave policy for a remote-first U.S. startup with 100 employees.”
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💬 2. Writing Better Job Descriptions (That Don’t Sound Robotic)
AI tools like ChatGPT or Writer can cut the fluff and help flag biased language or jargon. They’re also great for tailoring tone to match your brand and role.
Prompt to try:
“Rewrite this JD to appeal to mid-level software engineers who value autonomy, inclusion, and team culture.”
You’ll still need to review and tweak—but it gets you 80% there, fast.
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📋 3. Creating Personalized Onboarding Plans
AI can help map out clean, role-specific 30-60-90 plans, freeing you to focus on making the experience welcoming.
Prompt to try:
“Create a 30-60-90 onboarding plan for a remote customer success manager at a B2B SaaS company.”
You’ll get a rough structure you can adapt with real-world context.
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👀 One Rule: Be Upfront
If you’re using AI in anything people-facing—job posts, feedback summaries, candidate communication—just tell folks. People are curious, not clueless. It builds trust when they know what’s automated vs what’s not.
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TL;DR
You don’t need to overhaul your stack or run an AI pilot with a fancy name. Just start with small, visible wins:
• Draft faster
• Write clearer
• Onboard smoother
The goal? More time for conversations. Fewer hours in Google Docs.
Want tool recs, prompt packs, or examples from real HR teams? Hit reply—we’ll include a mini toolkit in the next drop.
— The HRCircle Team