1. Don’t wait for a mandate. Start experimenting.

Sarika didn’t wait for a company-wide AI strategy to get going. She spotted inefficiencies in their onboarding process and built a pilot using Kinfolk to automate pre-boarding and onboarding tasks. It was a win-win: managers saved time, employees had a better experience, and the team repurposed a coordinator role into a recruiting role.

“I knew I needed a win. I needed to be able to showcase something that we did... and be able to demonstrate a win off of that.”

Her advice: start small, focus on one pain point, and show real outcomes.

2. AI transformation should live in HR

Too many HR teams still see themselves as a back-office cost center. Sarika argues it’s time to flip the script. HR leaders are uniquely positioned to drive change — if they understand the business and can connect talent strategy to company outcomes.

“My nontraditional HR background helps. I’m thinking about where the business is going, and then how to get people there.”

If HR doesn’t lead the AI shift, who will?

3. Build for the AI-enabled employee

Vidyard launched an AI-powered assistant, Kinley, that acts as a career coach inside Slack. Employees can ask Kinley for growth advice, feedback tips, or how to get promoted — all based on real data and context from inside the org.

“It’s not to replace the manager. It’s to help employees come prepared with a plan, so that conversation with their manager is actually productive.”

Sarika’s team is giving employees a self-serve way to grow their careers — and it’s working.

4. Change is cultural before it’s technical

Rolling out AI tools isn’t just about tech. It’s about fear, psychology, and trust. Sarika intentionally made their rollout fun, human, and inclusive — with memes, open office hours, and Slack channels where people could roast themselves with ChatGPT.

“We didn’t send a scary company-wide email. We talked about the ‘what’s in it for me’ at a team standup. That made all the difference.”

She created space for employees to explore and be curious, not just comply.

5. HR teams are scared — and that’s a problem

Sarika’s seen it firsthand: internal surveys with 20% response rates from HR teams. That’s fear talking. And it’s dangerous.

“If HR isn’t on board and ready, that’s a major problem for the future. You can’t wait to be told what to do. You have to lead.”

Her challenge to HR: carve out time, test tools, get curious, and don’t wait. This is your moment.

6. Start with the business, not the buzzwords

AI can do a lot. But Sarika keeps it simple: what’s the business problem? What’s slowing people down? Then find a tool or system that solves that. Her frameworks always start with clarity:

• What are we solving?
• Who does it impact?
• How will we measure success?

“You don’t need to AI-wash everything. Just build something that makes work better.”

If you’re still on the sidelines, let this be your permission to jump in.