What we’ve learned putting AI to work in HR.
Notes from our engineers and HR practitioners on permissions, provenance, pay transparency and the rules that govern AI at work. 18 notes since November 2025.
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- № 05What leaves with them.When an HR veteran retires, the HR system keeps every record and loses every reason. Nine in ten organisations say they do not capture that knowledge. An assistant that works from records alone inherits the gap.Perspective5 min read
- № 04Why we reward our agents for refusing.Most AI is scored on how often it answers. In HR, a confident wrong figure costs far more than an honest gap. Here is what the research says about why models guess, and how we design agents that stop, say why, and hand the question to a person.Field note4 min read
- № 03Hybrid cut quits by a third. Your policy says something else.A randomised trial of 1,612 employees found that two days a week at home cut resignations from 7.2% to 4.8%, with no measurable cost to performance or promotion. Most companies have a written policy, a lived practice, and no number of their own.Research3 min read
- № 02Exit interviews name overload first and the boss second.A 2025 study of 78 prior studies, a survey and 312 exit-interview transcripts found that people leave for three or four reasons at once, that work overload comes first, and that the boss is rarely the only reason. Reading exit interviews one at a time is why HR keeps hearing the wrong thing.Research3 min read
- № 01The CFO clicks the number. What opens?A citation that links to a source is not the same as a claim the source supports. Benchmarks keep finding the gap, and HR is where it costs the most. Here is how we tie each figure in a brief to the record behind it, and where that is still hard.Engineering note5 min read
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