1. Readiness isn’t tech first — it’s culture first

Before launching any AI initiatives, Brandon emphasized the importance of leadership, talent, and culture over tooling or governance.

“Do we have clarity on what excellence looks like? Do we have a culture of experimentation and intellectual honesty? If not, we’re just riding a hype cycle.”

The big takeaway: If your org can’t answer why you’re using AI or who it’s for, your tools won’t matter.​

2. Start with the problems you already care about

When figuring out where to start with AI, Brandon shared Zapier’s three-part impact framework: efficiency, quality, and employee experience. They won’t implement anything unless it supports all three.

“AI should help us do something faster, better, and make the job more human.”

You don’t need a perfect roadmap. Just start by asking: where are we spending too much time or delivering inconsistent quality?

3. Don’t underestimate the "AI debt"

Jenny introduced the concept of AI debt: all the tools and workflows teams start building without long-term usability in mind. In phase one, it’s about getting people to use AI. But in phase two, the challenge becomes scale and consistency.

"You build a bunch of things. But is anybody actually using them?"

Her advice: Designate AI enablers inside your team who can help others get past the initial learning curve and make tools people actually adopt.

4. Build vs. buy? First, audit what you already have

Not every AI problem needs a new tool. Valerie encouraged HR teams to look at their existing stack.

“A lot of your current tools are already integrating AI. Unlock what you’re already paying for.”

And if you're working with a leaner stack? Even a basic custom GPT pulling from centralized HR data (engagement scores, exit interviews, HRBP notes) can unlock powerful insights fast.

5. Think like a product team: demo, iterate, ship

Each guest demoed actual tools they've built with their teams. The standout theme: fast iteration over perfection.

Valerie showed how Workleap rebuilt performance reviews using AI, cutting manager review time by 50-70% and pulling insights from tools like Slack and peer reviews.

Jenny shared Vercel’s lightweight leaderboard to promote working in public on Slack and a custom GPT trained on their CEO's voice to help recruiters write better outbound messages.

Brandon walked through Zapier’s AI-powered hiring intake workflow — replacing static templates with dynamic, high-quality docs for JDs, interview guides, and rubrics.

"We don't have to choose between quality and efficiency. With the right tools, you get both."

6. AI makes it easier to stop being the bottleneck

A recurring theme: these tools make HR less of a blocker and more of an enabler.

Jenny summed it up well:

"We’re no longer pestering hiring managers to fill out their intake forms or performance reviews. The system just does it."

And that’s the real win: not just better tools, but better ways of working for everyone.

‍