Laci Loew

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Longer job searches. Résumés increasingly written—or optimized—by artificial intelligence. AI-driven screening tools have contributed to skyrocketing application volumes while also increasing the risk of qualified candidates being filtered out prematurely, especially as generative AI fuels résumé inflation and keyword stuffing. At the same time, new AI-driven hiring platforms, credentials and even proposed job marketplaces from technology leaders promise to “fix” what’s broken in talent acquisition. For senior HR and business leaders, the question is no longer whether AI will influence hiring, but how much trust organizations should place in these tools—and at what cost. Members of the Senior Executive HR Think Tank have experience across industries in talent acquisition, employee experience, DEI, workforce analytics and the responsible use of AI in HR. Their experience reveals a consistent truth: AI can unlock measurable value, but only when paired with strong governance and human judgment.  Below, they expand further on the issues at hand for HR professionals today and weigh in on whether AI-driven hiring platforms and credentialing systems are solving real problems—or simply shifting complexity to a new layer of the process.

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Diversity and inclusion aren’t just important talking points—they’re tied directly to organizational performance. In a 2025 survey, 81% of C-suite leaders said their organizations had seen a positive correlation between DEI programs and customer loyalty; 77% cited a positive correlation between DEI programs and financial performance. As workplaces navigate shifting employee expectations and sharper public scrutiny around equity and representation, leaders are recognizing that progress demands more than aspirational statements; it requires defined strategies, measurable outcomes and accountability at every level. As expectations rise, leaders are pressing for clarity: Which DEI strategies truly work, and how do you measure meaningful progress? Members of the Senior Executive HR Think Tank have a front-row view into what helps diversity and inclusion efforts gain traction—or fall flat. Below, five of them share how organizations can move beyond performative approaches and build DEI practices rooted in employee experience, leadership commitment and data-driven evaluation.

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In the world of talent acquisition and technical hiring, a seismic shift is quietly underway. Earlier this year, Meta announced it is piloting a new kind of coding interview: one in which candidates may use AI assistants during the process. According to a report in Wired, Meta states it “is developing a new type of coding interview in which candidates have access to an AI assistant. This is more representative of the developer environment that our future employees will work in, and also makes LLM-based cheating less effective.” Meanwhile, companies like Anthropic have changed their minds about AI use during hiring, and Google will be adding in-person interviews back in their process as a reaction to AI-assisted cheating. These developments all raise provocative questions for senior HR and talent leaders: Should companies shift to evaluating candidates based on how effectively they can work with AI rather than solely on how they perform without it? And if so, how should hiring, assessment and performance metrics evolve accordingly?  The Senior Executive HR Think Tank—a curated group of senior leaders in employee experience, talent acquisition, DEI, performance management and AI in HR—is watching this shift closely. Below, they examine how this trend may reshape hiring practices and offer actionable strategies for implementation.

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In today’s tight labor market, benefits beyond salary increasingly define competitive differentiators. According to forecasting by Transamerica, around 47% of employers are expected to offer a comprehensive financial wellness program by the end of 2026. For HR leaders who feel they may already be falling behind, that statistic should ring an alarm bell rather than provide comfort. As part of the Senior Executive HR Think Tank, we regularly convene expert voices across employee experience, talent, performance, DEI and AI-driven HR. Their collective wisdom underscores that financial wellness is no longer optional—it’s rapidly becoming table stakes in the war for talent. This article explores what that shift means in practice and outlines the specific dimensions of financial wellness support HR decision‑makers need to prioritize now.

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The sudden buzz around the “Gen Z Stare”—that blank, expressionless look sometimes captured in retail, hospitality or frontline settings—has triggered intense online debate. Some interpret it as disengagement, others see it as discomfort. But to dismiss it as mere meme fodder would be a mistake. In retail and service sectors, managers are increasingly attributing the Gen Z stare to broader soft‑skills gaps—leading to steeper onboarding costs and internal friction. Members of the Senior Executive HR Think Tank—a curated group of experts in talent acquisition, DEI, employee experience, performance management and AI in HR—also view the phenomenon as more than social media theater. They see it as a signal, or a symptom, of generational norms clashing in real time.

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Recruit Holdings’ July announcement that it would lay off approximately 1,300 employees—around 6% of its HR technology workforce—as part of a strategic move toward artificial intelligence signals a pivotal juncture for talent acquisition. Other major companies, including Meta and Microsoft, have made similar cuts to their staff to allow for greater focus on AI initiatives. With AI taking such priority for a growing number of businesses, what does this mean for the future of recruiting? Members of the Senior Executive HR Think Tank—comprising experts in employee experience, talent strategy, DEI, performance management and AI in HR—offer compelling evidence and actionable strategies for leaders navigating this complex transition. Understanding what this move suggests about the future of recruiting is critical for enterprise leaders aiming to stay ahead of the AI curve.