Well, that was fun.
I am 100% confident that I am not the first person to try this. I sat down to write this very posting and thought “I could use some help”. A few basic ideas, a few requirements and here we go…
AI in HR: When Automation Isn’t the Answer
A small technology-forward company got excited about AI. They implemented an automated system to flag potential performance issues based on login times, email frequency, and project completion rates. Within a month, they’d flagged their most productive employee, who happened to work early mornings and took deliberate breaks to avoid burnout. The system saw “irregular patterns” and recommended a performance conversation. It took a manager to step in and say: “This person is doing great work. The algorithm is missing the context.”
That’s the thing about AI in HR: it’s seductive because it promises efficiency. But small companies don’t have the luxury of one-size-fits-all solutions. Your people are known. Your decisions matter. And the stakes of getting it wrong are real.
Where AI Might Help (With Caveats)
A consulting firm we know considered using AI to screen initial job applications. On paper, it sounded efficient. Less time wasted on obvious rejections. But here’s the reality: their hiring decisions depend on understanding how a candidate’s background fits their specific client needs, their culture, their growth trajectory. That requires judgment. That requires conversation. An algorithm can’t replicate that, and trying to do so risked missing great candidates or, worse, introducing bias into hiring.
Instead, they invested in clarity: better job descriptions, clearer evaluation criteria, training their selection team. Boring stuff. Effective stuff.
What Actually Matters
When you’re running a 30-person company, you don’t need AI to tell you about HR problems. You need clarity on your policies. You need consistency in how you apply them and a vote of confidence when it’s time to scrap your policy. You need a thought partner to help you think through what’s going on before your decisions become problemsbefore you’re documenting a termination, managing a compliance issue, or facing a lawsuit.
Here’s what we’ve learned working with our clients: most HR problems don’t happen because of bad people. They happen because of unclear expectations, inconsistency, or decisions made without thinking through the downstream effects. Those are judgment calls. They require someone who understands and respects you, your industry, and your specific situation.
That’s the work. Not automating decisions. Making sure the decisions you make are thoughtful, consistent, and defensible.
(Ok, I had to edit that thing 5 times, and train the tool what not to say. Time saved? None. What do you think?)
I must add that we’re having a lot of fun figuring out how AI will serve us. If you’re not learning, you’re not living.
Ready for expertise, not algorithms? Let’s talk.
Jonna, Suzanne, Lisha and Karen
The above/attached information is not a legal advice. It should not be considered as a legal opinion as to which laws apply or as to how any law applies to a particular situation. Companies or individuals should seek advice of Counsel with regards to their situation.