Candidates use AI to write applications. Companies use AI to filter them. Everyone ends up frustrated. So how do we break the hiring doom loop?<a href="https://www.linkedin.com/in/sharawnconnors" target="_blank" rel="noopener noreferer">Sharawn Tipton</a>, Chief People Officer at Greenhouse, joins Johannes Sundlo to discuss what happens when you give candidates a chance to speak before judging their CV.We explore voice AI interviews, the candidates recruiters might otherwise miss, and why transparency, the option to opt out, and clear human accountability matter. Sharawn also shares how her own HR team uses AI every day, how she thinks about AI slop, and what she believes HR leaders should stop doing on Monday.Plus, a lesson from her grandmother that applies surprisingly well to AI.

Candidates use AI to write applications. Companies use AI to filter them. Everyone ends up frustrated. So how do we break the hiring doom loop? Sharawn Tipton, Chief People Officer at Greenhouse, joins Johannes Sundlo to discuss what happens when you give candidates a chance to speak before judging their CV. We explore voice AI interviews, the candidates recruiters might otherwise miss, and why transparency, the option to opt out, and clear human accountability matter. Sharawn also shares how her own HR team uses AI every day, how she thinks about AI slop, and what she believes HR leaders should stop doing on Monday. Plus, a lesson from her grandmother that applies surprisingly well to AI.

Candidates use AI to write applications. Companies use AI to filter them. Everyone ends up frustrated. So how do we break the hiring doom loop?<a href="https://www.linkedin.com/in/sharawnconnors" rel="noopener noreferrer">Sharawn Tipton</a>, Chief People Officer at Greenhouse, joins Johannes Sundlo to discuss what happens when you give candidates a chance to speak before judging their CV.We explore voice AI interviews, the candidates recruiters might otherwise miss, and why transparency, the option to opt out, and clear human accountability matter. Sharawn also shares how her own HR team uses AI every day, how she thinks about AI slop, and what she believes HR leaders should stop doing on Monday.Plus, a lesson from her grandmother that applies surprisingly well to AI.

Breaking the hiring doom loop with Greenhouse CPO Sharawn Tipton

You can get everyone using AI and still have very little to show for it.Syed Ali Abbas, Global VP of People for Business Units at HelloFresh, joins me to talk about what the company is doing with AI and how it judges whether the work is paying off.We discuss the data cleanup behind its AI efforts, a US pilot offering 350 recipes to more than 25,000 customers, and what happens when the pace of change leaves employees and managers struggling to keep up.Abbas also explains why HelloFresh gave people time to learn before building AI into performance expectations, starting with a skills self-assessment that neither HR nor managers could see.And we get into his objection to HR leaders trying to become the CTO, along with the work he wants HR to focus on: redesigning workflows, developing people, and helping the business get results.

You can get everyone using AI and still have very little to show for it. Syed Ali Abbas, Global VP of People for Business Units at HelloFresh, joins me to talk about what the company is doing with AI and how it judges whether the work is paying off. We discuss the data cleanup behind its AI efforts, a US pilot offering 350 recipes to more than 25,000 customers, and what happens when the pace of change leaves employees and managers struggling to keep up. Abbas also explains why HelloFresh gave people time to learn before building AI into performance expectations, starting with a skills self-assessment that neither HR nor managers could see. And we get into his objection to HR leaders trying to become the CTO, along with the work he wants HR to focus on: redesigning workflows, developing people, and helping the business get results.

AI Adoption Is Meaningless Without Outcomes | Syed Ali Abbas, HelloFresh

In May I argued that AI is a work tool, not a perk. Three months and a lot of client work later, the gap between the people who have it and the people who don't is not closing. It's growing, and most organizations are fuelling it without meaning to.In this episode:- Why well-intentioned license decisions end up splitting your workforce in two- The two cohorts living side by side in the same organization, one running fast with their own Claude and ChatGPT setups, one barely started- The mechanism behind it, licenses follow whoever is comfortable asking- Why one client is taking AI access to the union negotiating table, and why I think they're right- Equal opportunity has to include the tools, not just the loud and vocal- The real missing piece, nobody has defined why AI matters for this organization- Why leaders can't be strategic about AI without being practical with it firstLinks mentioned:- AI Is a Work Tool, Not a Perk → https://www.fullstackhr.io/p/ai-is-a-work-tool-not-a-perkSubscribe to the FullStack HR newsletter → https://fullstackhr.io

In May I argued that AI is a work tool, not a perk. Three months and a lot of client work later, the gap between the people who have it and the people who don't is not closing. It's growing, and most organizations are fuelling it without meaning to.In this episode:- Why well-intentioned license decisions end up splitting your workforce in two- The two cohorts living side by side in the same organization, one running fast with their own Claude and ChatGPT setups, one barely started- The mechanism behind it, licenses follow whoever is comfortable asking- Why one client is taking AI access to the union negotiating table, and why I think they're right- Equal opportunity has to include the tools, not just the loud and vocal- The real missing piece, nobody has defined why AI matters for this organization- Why leaders can't be strategic about AI without being practical with it firstLinks mentioned:- AI Is a Work Tool, Not a Perk → https://www.fullstackhr.io/p/ai-is-a-work-tool-not-a-perk Subscribe to the FullStack HR newsletter → https://fullstackhr.io

Still building the B-team

First episode of the new interview series with people who do stuff with AI, not people who talk about AI. <a href="https://www.linkedin.com/in/joeshahmoradian/" target="_blank" rel="noopener noreferer">Joe Shahmoradian</a> runs talent acquisition for EMEA at Morningstar, and everything in this episode is running in his team today.In this episode:<ul><li>How his team cut post-call admin by 75% with AI transcription on screening calls, and why the first tool got killed</li><li>Amira, the AI teammate that works like a journalist and turned five-day market intelligence reports into 90-minute video briefings</li><li>The AI clone Joe built before paternity leave, and what it did when he prompted it maliciously at 1 AM</li><li>Morningstar's playbook for adoption at scale, an AI Academy, a champions community that grew from 5 to nearly 200, and an idea hub with real ownership</li><li>What Joe would do in his first 90 days at a company starting from zero, and why governance comes before agents</li><li>Why the workforce of the future is humans and agents as teammates, and why the discourse needs more boldness</li></ul>With Joe Shahmoradian, Director of Talent Acquisition EMEA at Morningstar.Links mentioned:<ul><li>Joe Shahmoradian on LinkedIn → <a href="https://www.linkedin.com/in/joeshahmoradian/">https://www.linkedin.com/in/joeshahmoradian/</a></li><li>FullStack HR newsletter → <a href="https://fullstackhr.io">https://fullstackhr.io</a></li></ul>

First episode of the new interview series with people who do stuff with AI, not people who talk about AI. Joe Shahmoradian runs talent acquisition for EMEA at Morningstar, and everything in this episode is running in his team today. In this episode:How his team cut post-call admin by 75% with AI transcription on screening calls, and why the first tool got killedAmira, the AI teammate that works like a journalist and turned five-day market intelligence reports into 90-minute video briefingsThe AI clone Joe built before paternity leave, and what it did when he prompted it maliciously at 1 AMMorningstar's playbook for adoption at scale, an AI Academy, a champions community that grew from 5 to nearly 200, and an idea hub with real ownershipWhat Joe would do in his first 90 days at a company starting from zero, and why governance comes before agentsWhy the workforce of the future is humans and agents as teammates, and why the discourse needs more boldnessWith Joe Shahmoradian, Director of Talent Acquisition EMEA at Morningstar. Links mentioned:Joe Shahmoradian on LinkedIn → https://www.linkedin.com/in/joeshahmoradian/FullStack HR newsletter → https://fullstackhr.io

First episode of the new interview series with people who do stuff with AI, not people who talk about AI. <a href="https://www.linkedin.com/in/joeshahmoradian/" rel="noopener noreferrer">Joe Shahmoradian</a> runs talent acquisition for EMEA at Morningstar, and everything in this episode is running in his team today.In this episode:<ul><li>How his team cut post-call admin by 75% with AI transcription on screening calls, and why the first tool got killed</li><li>Amira, the AI teammate that works like a journalist and turned five-day market intelligence reports into 90-minute video briefings</li><li>The AI clone Joe built before paternity leave, and what it did when he prompted it maliciously at 1 AM</li><li>Morningstar's playbook for adoption at scale, an AI Academy, a champions community that grew from 5 to nearly 200, and an idea hub with real ownership</li><li>What Joe would do in his first 90 days at a company starting from zero, and why governance comes before agents</li><li>Why the workforce of the future is humans and agents as teammates, and why the discourse needs more boldness</li></ul>With Joe Shahmoradian, Director of Talent Acquisition EMEA at Morningstar.Links mentioned:<ul><li>Joe Shahmoradian on LinkedIn → <a href="https://www.linkedin.com/in/joeshahmoradian/" rel="noopener noreferrer">https://www.linkedin.com/in/joeshahmoradian/</a></li><li>FullStack HR newsletter → <a href="https://fullstackhr.io" rel="noopener noreferrer">https://fullstackhr.io</a></li></ul>

AI Transformation in HR: Redesigning Work Without Losing Human Judgement with Joe Shahmoradian

In this episode, Johannes Sundlo explores a growing issue inside organizations adopting AI: the creation of an “A and B team.”Some employees get access to AI tools, licenses, education, and experimentation opportunities. Others are left behind. Not because of role or capability, but because of interest, visibility, or who happened to push hardest internally.Johannes argues that this is becoming one of the most overlooked leadership and employer branding challenges in AI adoption.He discusses:<ul><li>Why selective AI access creates organizational inequality</li><li>The hidden cultural risks of AI “elite groups”</li><li>Why the cost argument often falls apart under scrutiny</li><li>The chicken-and-egg problem of AI adoption</li><li>Shadow AI and the risks of unsupported tools</li><li>Why HR cannot leave this entirely to IT</li><li>How AI access is increasingly becoming a workplace infrastructure question, not an innovation experiment</li></ul>This is not a conversation about hype or future speculation. It’s about what happens inside organizations right now when some employees are allowed to work with modern tools while others are expected to continue without them.A practical reflection on leadership, fairness, AI adoption, and the future of work.

In this episode, Johannes Sundlo explores a growing issue inside organizations adopting AI: the creation of an “A and B team.” Some employees get access to AI tools, licenses, education, and experimentation opportunities. Others are left behind. Not because of role or capability, but because of interest, visibility, or who happened to push hardest internally. Johannes argues that this is becoming one of the most overlooked leadership and employer branding challenges in AI adoption. He discusses:Why selective AI access creates organizational inequalityThe hidden cultural risks of AI “elite groups”Why the cost argument often falls apart under scrutinyThe chicken-and-egg problem of AI adoptionShadow AI and the risks of unsupported toolsWhy HR cannot leave this entirely to ITHow AI access is increasingly becoming a workplace infrastructure question, not an innovation experimentThis is not a conversation about hype or future speculation. It’s about what happens inside organizations right now when some employees are allowed to work with modern tools while others are expected to continue without them. A practical reflection on leadership, fairness, AI adoption, and the future of work.

AI Is a Work Tool, Not a Perk

<a href="https://www.fullstackhr.io/p/are-we-all-going-to-be-sims" target="_blank">Read the piece here.</a>
Will the physical office be replaced by a digital one? 
 
Alternatives to the physical office are popping up like mushrooms. In a very short time, I'vefound well over twenty companies, all of which launched in the last couple of years. 
 
But is that the future? 
 
Could you imagine sitting in a digital office instead of a physical one? Will we see more or less of this in the future? 
 
I am trying to take an extremely pessimistic and an extremely optimistic look at the future in this article.

Read the piece here. Will the physical office be replaced by a digital one? Alternatives to the physical office are popping up like mushrooms. In a very short time, I'vefound well over twenty companies, all of which launched in the last couple of years. But is that the future? Could you imagine sitting in a digital office instead of a physical one? Will we see more or less of this in the future? I am trying to take an extremely pessimistic and an extremely optimistic look at the future in this article.

<a href="https://www.fullstackhr.io/p/are-we-all-going-to-be-sims" rel="noopener noreferrer">Read the piece here.</a>
Will the physical office be replaced by a digital one? 
 
Alternatives to the physical office are popping up like mushrooms. In a very short time, I'vefound well over twenty companies, all of which launched in the last couple of years. 
 
But is that the future? 
 
Could you imagine sitting in a digital office instead of a physical one? Will we see more or less of this in the future? 
 
I am trying to take an extremely pessimistic and an extremely optimistic look at the future in this article.

Are we all going to be Sims?

Read the article at <a href="https://www.fullstackhr.io/">https://www.fullstackhr.io/</a>

Read the article at https://www.fullstackhr.io/

Read the article at <a href="https://www.fullstackhr.io/" rel="noopener noreferrer">https://www.fullstackhr.io/</a>

Will outcome-based leadership conquer the world?

Everyone's getting into HR.

This post is one of these posts where I have to underscore, today we're going to talk about the future. What is the metaverse and why should I, as an HR person bother? 
<a href="https://www.fullstackhr.io/p/the-metaverse-and-hr">It's the audio version of this post.</a>

This post is one of these posts where I have to underscore, today we're going to talk about the future. What is the metaverse and why should I, as an HR person bother? It's the audio version of this post.

This post is one of these posts where I have to underscore, today we're going to talk about the future. What is the metaverse and why should I, as an HR person bother?&nbsp;
<a href="https://www.fullstackhr.io/p/the-metaverse-and-hr" rel="noopener noreferrer">It's the audio version of this post.</a>

The Metaverse and HR

When an organization grows, you need to grow. 
Read the full piece over at <a href="//fullstackhr.io" target="_blank">fullstackhr.io</a>

When an organization grows, you need to grow. Read the full piece over at fullstackhr.io

When an organization grows, you need to grow. 
Read the full piece over at <a href="//fullstackhr.io" rel="noopener noreferrer">fullstackhr.io</a>

Scaling your role.

Read the article over at <a href="https://fullstackhr.substack.com/" target="_blank">fullstackhr.io</a>

Read the article over at <a href="https://fullstackhr.substack.com/" rel="noopener noreferrer">fullstackhr.io</a>

Four HR Podcasts you should listen to.

Fullstack HR is a podcast by HR professionals for HR professionals, hosted by Johannes Sundlo, an active HR manager shaping the future of work. We dive deep into the latest trends in HR, AI, and digital tools, offering insights from someone in the trenches daily. Whether you’re looking to future-proof your HR strategies or stay ahead of industry shifts, this podcast delivers actionable advice and expert perspectives to elevate your HR game.
 <a href="https://www.fullstackhr.io?utm_medium=podcast" target="_blank">www.fullstackhr.io</a>

Business

Management

Fullstack HR is a podcast by HR professionals for HR professionals, hosted by Johannes Sundlo, an active HR manager shaping the future of work. We dive deep into the latest trends in HR, AI, and digital tools, offering insights from someone in the trenches daily. Whether you’re looking to future-proof your HR strategies or stay ahead of industry shifts, this podcast delivers actionable advice and expert perspectives to elevate your HR game. www.fullstackhr.io

Fullstack HR is a podcast by HR professionals for HR professionals, hosted by Johannes Sundlo, an active HR manager shaping the future of work. We dive deep into the latest trends in HR, AI, and digital tools, offering insights from someone in the trenches daily. Whether you’re looking to future-proof your HR strategies or stay ahead of industry shifts, this podcast delivers actionable advice and expert perspectives to elevate your HR game.
 <a href="https://www.fullstackhr.io?utm_medium=podcast" rel="noopener noreferrer">www.fullstackhr.io</a>

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