Ulrike Hildebrand

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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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For professionals across industries, work-life balance is more than just an HR buzzword—it’s a practical, measurable and expected benefit. Employees increasingly value company cultures that foster flexibility, inclusion and personal support. And a focus on team members’ well-being isn’t just a net positive for employees—organizations that offer robust flexibility see a higher percentage of employees become “high performers.”  The HR strategists, talent experts and people scientists of Senior Executive HR Think Tank have seen that, while some companies are making meaningful progress toward better balance, others risk falling short of employee expectations. Here, a group of them reflect on what “work-life balance” really means to professionals and forward-thinking companies.

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Members of the HR Think Tank share how they’re harnessing AI to improve hiring, performance, and talent development—while protecting the human judgment, ethics, and empathy that remain central to effective leadership.

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As quiet quitting continues to surface across industries, HR leaders are moving past trendy terminology and tackling the real issue: disconnection. Members of the Senior Executive HR Think Tank share how they’re spotting early signs of disengagement and rebuilding workplace connection through trust, communication and consistent leadership.

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As organizations move away from degree-based hiring, the focus on skills, micro-credentials and apprenticeships is rising. This shift brings new opportunities for inclusivity and agility—but also introduces challenges in evaluating talent fairly and effectively. HR Think Tank members share expert insights on navigating this transformation.