How Well Is Your People Team Using AI?
A scored profile of AI in HR operations — sourcing, screening, employee experience, knowledge access, and the ethics line that separates leverage from surveillance.
- A scored profile across 6 dimensions — see exactly where you're strong and where the gaps are.
- Your biggest opportunities, mapped to specific next moves.
- A personalized video walkthrough from Shawn (optional) — a real read on your results.
Most people teams aren't asking whether AI belongs in HR anymore — they're asking how to use it well. The recruiter pasting candidate emails into ChatGPT. The HRBP who built a personal prompt library for review-cycle drafting. The onboarding coordinator who quietly turned on the vendor's new AI feature without telling anyone. AI is already inside your people operations. The question is whether your team is getting team-wide leverage from it, or whether it's a scatter of individual hacks that nobody owns and that occasionally cross a line nobody drew.
This HR AI Leverage assessment scores your people team across six operational dimensions in about six minutes — sourcing and screening, employee experience and self-service, performance and feedback synthesis, knowledge and policy access, onboarding and learning personalization, and the ethics line that separates leverage from surveillance. It's built from 27 years of technology leadership and the same operational lens a fractional Chief AI Officer would bring to a first conversation with the head of People Operations.
What the HR AI Leverage assessment measures
Leverage is operational, not strategic. The assessment scores six dimensions independently so you can see where the team is already getting lift and where individual hacks haven't scaled into team-wide practice: Sourcing & Screening (how AI is helping recruiters surface and shortlist candidates), Employee Experience & Self-Service (whether employees can get HR answers without filing a ticket), Performance & Feedback Synthesis (how AI turns 1:1s, reviews, and surveys into usable signal), Knowledge & Policy Access (whether HR and employees can find the right policy answer fast), Onboarding & Learning Personalization (whether new hires and growing employees get role-fit paths), and Ethics & Trust Boundaries (whether your AI uses respect the trust line that makes everything else possible). The final question maps the specific workflows where leverage would compound first.
Why operational leverage matters more than AI strategy in HR
Strategy decks don't save HRBP time. The leverage that actually changes how a people team operates comes from specific workflows — a recruiter who got back four hours a week on outreach drafting, an employee assistant that closes 60% of tier-1 questions without a human, a review-cycle prep flow that takes managers from a weekend project to a Tuesday afternoon. Those wins are operational, repeatable, and visible. They also have to live inside a clear trust line: employees know when AI is involved, every employment-affecting decision has a named human accountable for it, and the team has decided what it will not deploy even if the vendor ships it.
What you get at the end
You'll see an overall HR AI Leverage score, a band that describes where the team stands (from Pre-Foundation through High-Leverage Team), a per-dimension breakdown across sourcing, employee experience, feedback synthesis, knowledge access, onboarding, and ethics, and a map of the workflows where the team's next leverage gains will come from. From there you can request a personalized video walkthrough — a short, recorded read on your specific results and what a fractional Chief AI Officer engagement would do for your people operations. No generic sales deck.
Frequently asked questions
How is this different from the CHRO AI Readiness assessment?
That assessment is strategic — built for CHROs, General Counsel, and CFOs weighing the enterprise AI plan and the EEOC, ADA, OFCCP, and state bias-audit posture behind it. This one is operational — built for the people team actually doing the work: recruiters, HRBPs, employee experience leads, HR-tech operators. It measures the day-to-day leverage your team is getting from AI in specific workflows, not the enterprise risk posture sitting above them.
Who is this assessment for?
Heads of People Operations, HR operations leads, talent acquisition leaders, employee experience leads, HRBP managers, and HR-tech operators — anyone who runs or builds the day-to-day workflows the people team executes. It's equally useful for an HR ops leader wanting a structured read on where the team is getting AI lift and where it isn't.
How long does the assessment take?
About six minutes. It's 18 scored questions across six operational dimensions plus a final workflow-mapping question covering sourcing, employee experience, feedback synthesis, knowledge access, onboarding, and operational support. Your progress auto-saves, so you can leave and resume without losing answers.
Is the assessment free?
Yes. The assessment and your scored results are completely free. You can optionally request a personalized video walkthrough of your results, which is also free.
Does this assessment advocate for AI surveillance of employees?
No. The assessment explicitly scores whether your team has drawn — and holds — a clear line between AI uses that help employees and AI uses that surveil them. The Ethics & Trust Boundaries dimension treats employee notice, the human-decision standard for employment-affecting decisions, and vendor AI review as positive practices, not friction. Leverage and trust are not in tension; they reinforce each other.