AI alone is not a value proposition; it’s about solving real workforce problems and creating meaningful impact.” Hadeel Al-Tashi, head of SHRM Labs, breaks down what it takes to drive true innovation in HR. Discover insights into SHRM’s Workplace Tech Accelerator, challenges faced by HR tech startups, and how technology can transform the future of work.
AI alone is not a value proposition; it’s about solving real workforce problems and creating meaningful impact.” Hadeel Al-Tashi, head of SHRM Labs, breaks down what it takes to drive true innovation in HR. Discover insights into SHRM’s Workplace Tech Accelerator, challenges faced by HR tech startups, and how technology can transform the future of work.
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[00:00:05] Nichol: Welcome to the AIHI project. I'm Nichol Bradford shr M'S. Executive and Residence for AI plus HI. Thanks for joining us. Each week we sit down with visionaries from business tech and HR to provide deep insights, actionable strategies, and practical advice for harnessing the transformative power of artificial intelligence and human ingenuity. This week we're diving into HR Innovation, startup Acceleration in the future of workplace technology with Hadeel Al-Tashi, manager of the Workplace Innovation Lab at SHRM Labs. Hadeel, welcome to the AIHI Project.
[00:00:44] Hadeel: Hi Nichol. Thanks so much for having me.
[00:00:46] Nichol: I really appreciate you being here and what we love to do with our guests is we really like to start with their journey. So can you tell us what led you to focus on HR tech innovation [00:01:00] and venture investment at SHRM Labs? How did you, how did you come to this place?
[00:01:05] Hadeel: Yeah. Um, great question. I am not an HR, um, practitioner. My background is not in HR at all. Um, my career, Nichol has always been at the intersection of technology, innovation and social impact. I have worked in non-profit startups, uh, venture capital firm, and led uh, corporate innovation lab, giving me a broad perspective on how ideas.
[00:01:33] Take shape and how they scale. Um, I joined SHRM around the pandemic to help, uh, build the innovation lab and the venture capital arm, um, and to launch the, uh, key programs like the Workplace Tech Accelerator. Um, COVID, as you know, was a pivotal time. For hr, um, uh, suddenly, you know, HR got, um, into the spotlight and organizations [00:02:00] recognized that people are the core of businesses of every business, uh, for that matter.
[00:02:06] And HR technology plays a critical role in that, in helping businesses navigate through workplace challenges. Um, and that excited me. I love a good challenge and I was very excited to join SHRM. And lead SHRM Labs and support, um, build this innovation, uh, lab and build this community of HR technologies.
[00:02:30] Um, and, and that's what truly excites me. SHRM has deep connections in the HR community. Um, we gain real time insights into what organizations truly need, allowing us to support, uh, startups that are solving for, uh, the right problems.
[00:02:49] Nichol: That's great. Um, can you, for our audience, just tell them a little bit about the program that you just finished recruiting for the Workplace Tech Accelerator.
[00:02:59] Hadeel: [00:03:00] Yeah, so our Workplace Tech accelerator program is an 18 week long program where we invite a very small cohort of companies to participate in, um. They're all future of work HR technologies, um, that, that we are very much excited about. And the essence of the program, Nichol, is we help them understand the pain points of hr.
[00:03:28] We connect them with leaders in the space so they are truly, uh, continuing to innovate and, um, enhance their solutions to address these real, uh, problems in the workplace.
[00:03:41] Nichol: I can imagine having, having your finger on the pulse of what companies are experiencing really helps you look at the startups that apply to the program. Can you. us a little bit about what are the key factors that [00:04:00] you look at when you are considering selecting a company for the program?
[00:04:03] Hadeel: Yeah, so SHRM is a mission oriented organization. At the end of the day, we serve our members. And so our members' needs are the most important thing when, um, we are evaluating these applications. Um. And, um, so we always align that whole evaluation and selection, um, process with our members' needs and priorities.
[00:04:28] So that's, that always comes on top. Um, and then after that, Nichol, it's, it's very much like any accelerator program or other, uh, venture capital firms, right? We look at the problem, we look at the solution. Does the solution address a critical HR problem? Um, you know. As I mentioned before, does it align with our mission and where we're seeing, um, if the, the, the, um, solutions could potentially be?
[00:04:56] And then we also look at the traction. Do they have customers? Who are their [00:05:00] customers? What sorts of impact have they made, uh, within their customer base? Um, and then we look at the technology itself. How unique is it? How are they using, how are they leveraging and using ai? Um. You know, data automation and all of these things.
[00:05:16] And, uh, we look at, uh, these tools even further, you know, and, and look, are they using it eth uh, ethically, um, and, and responsibly? Are there certain things that we just need to be aware about there? Um. And then, you know, the most important thing is also the team, right? The founding team who's on the board.
[00:05:35] Um, are these, um, uh, team members that are going to truly stick around for a long time and continue to execute and make an impact in, in this space? Or, um, are there any like potential red flags that, um, you know, could prevent them from making that impact in the future?
[00:05:52] Nichol: one of the things I'm really curious about is what were biggest. Pain points that [00:06:00] our, our membership we're having. Like what were the, 'cause I think it's a really exciting time to be in innovation, especially with, you know, AI and blockchain and like all of the things that are coming in.
[00:06:12] And so we're definitely gonna talk about companies that we're selected, but I'm also really curious, what were the problems that you knew going into this cycle were some of the things that companies and members were facing?
[00:06:28] Hadeel: Yeah, that's a, and there's a lot of it, Nichol, where do I start? But, um, essentially, you know, the biggest thing is the talent, right? Um, how do you get the right talent? How do you upscale rescale? How do you move talent within the organization? Um, um. Employee experience is huge. Um, the same way you as a consumer, you want things to be customizable for you, right?
[00:06:56] Um, and, and that will enhance your experience as a consumer. What does that mean for you [00:07:00] as an employee with all sorts of benefits that are available to you? How, how do we ensure that me, you know, and new mom for example. Will have the resources that I need, um, to thrive in the workplace. And, you know, someone else that has other priorities at a different stage in the workplace has the benefits that they need to scale and thrive in the workplace.
[00:07:21] Um, and, um, productivity is another big one. Um, uh, that, um, um, you know, that it's on top of mind of a lot of HR leaders, you know, with. Budgets, how do you ensure your, your workforce is productive? They're operating, um, in, in, in the most efficient ways, uh, possible. Um, and so there's definitely a lot and, and we, um, resort to the, the research teams, uh, reports that they put out there and, um, and what.
[00:07:50] They're listening from our members. Um, and, you know, we talked internally as well to different team members that are interacting with our members at the individual level, but also at the [00:08:00] enterprise level. And just understand from them what are the biggest pain points. And uh, like I said, Nichol, there's, there's a lot going in.
[00:08:07] Um, uh, but, but we try to focus on, on what, what are the, the top ones. And I think I've, I've mentioned those.
[00:08:13] Nichol: That's so interesting. Uh, one of the things that. We see on the research side too, is exactly what you said. It's like the companies are trying to find talent. They're trying to understand how to be more productive. really interested in the employee experience and making that better that. You know, it ties to enabling more innovation
[00:08:43] Hadeel: Mm-hmm.
[00:08:44] Nichol: enhancing productivity. So it's very interconnected and, and, um, I love our research team. They do such good work. And so now flipping to the founder side and the company side, also from your vantage [00:09:00] point, because you have this incredible vantage point of seeing both on the. side, what companies really need, and then also seeing what founders are creating and building. would you say would be a common misconception that a HR tech founder has about building a company in this space? So when you're looking at, at the applications in the batch, uh, what, what are the things that you think that they might miss?
[00:09:30] Hadeel: Yeah, it's so funny. We've been running this program for the past four years and um, I feel when we were evaluating the applications for this year, there's a lot more AI startups that have ever seen. Seen. Um, but I, I wanna emphasize that, you know, AI alone is not a selling point, right? Mm-hmm. Um, AI is not a tool, um, uh, is a tool, sorry.
[00:09:54] And it's, it's not a value proposition. And so, um, just because you stick an AI [00:10:00] to your solution, whether it actually is an AI solution or not, it doesn't make it all of a sudden super attractive, for, employers, and I feel like sometimes founders tend to focus a little bit more on that rather than the actual HR problem that they are solving.
[00:10:19] Um, and so, um, and you know, on, on, on that note too, I, I, um, would I. Um, I feel sometimes, you know, I look at an application or look at a solution, it's like, oh my gosh, this is amazing. Um, the, the technology sounds very interesting and, and complex, and it do, it does X, y, and Z, but there's just some nuances that, that are missing in terms of, you know, compliance.
[00:10:44] How does that, you know, integrate with the different HR workflows that are already in place? Place, what does that mean for employee engagement, uh, diversity inclusion and so forth? Like, I feel sometimes, um, the, some founders are just too excited [00:11:00] about the technology itself and they're not necessarily focusing on the impact or the problem that they are, uh, a truly, you know, solving for.
[00:11:08] Nichol: Yes. I, I see that too. Um, as you know, I have a venture fund and I invest in. What we call human potential technologies, of which HR tech is one subset of it. And I also have seen that the number of companies that just add AI to it and really it's kind of a chat bot, and really missing like what is the core problem that needs to be solved?
[00:11:36] Because at the end of the day, gonna get to a place where AI is electricity.
[00:11:44] Hadeel: Okay.
[00:11:44] Nichol: just electricity. It's kind of like while ago when, um, at the beginning of this, of the, that first internet boom
[00:11:52] Hadeel: Mm-hmm.
[00:11:54] Nichol: everyone just sort of added, um, you know, uh, added, you [00:12:00] know, the word web or something like that to
[00:12:02] Hadeel: Yeah.
[00:12:02] Nichol: and it didn't really. You know, it was sort of, it's sort of like adding the word electricity when you buy a lamp. And so understanding the core problem is also, uh, the biggest misconception that, that I see also coming in from founders, like are they, they excited about the technology and then just searching for a problem?
[00:12:26] Hadeel: Hmm.
[00:12:26] Nichol: they really subject matter experts? Do they deeply understand a problem? Uh, are they able to solve it entirely for one? You know,
[00:12:35] Hadeel: Mm-hmm.
[00:12:36] Nichol: uh, client, um, in a way that delights that client and then they move on from there or not. Um, so, um, it's, it's interesting to hear you say that about, um, the, the companies that we've seen too. Okay. Let's turn to the companies that we did select. Let's start with Bytes. So Bytes helps companies create bite-sized mobile [00:13:00] friendly employee training content. Tell us about that company and why you selected it.
[00:13:06] Hadeel: Absolutely. So Bytes is a social media inspired platform, and it was designed to streamline training and knowledge sharing. Um, the way that their clients describe them, Nichol, is essentially if an LMS. Um, uh, an LMS and TikTok had a baby, it would be bites. Um, so it looks and feels like, uh, a, a TikTok super engaging.
[00:13:35] Uh, what was really impressive about their solution is the impact. So it only takes 14 minutes. For, um, any organization to create content, whereas a traditional organization, it can take them well months, um, and it's super expensive, whereas through the platform, um, you can do it instantly. Um, and then the, in terms of engagement, um, [00:14:00] they have 95%, um, in engagement with their, with their, um, uh, content.
[00:14:06] So it's, it's, uh, we believe that solutions like. Bite, um, and specifically bite. They are, um, you know, changing the, the whole, uh, game of, of micro learning. And this is extremely fundamental for frontline workers. Uh, they work with people who are desk list who don't have access to a laptop and, uh, you know, having that experience, having.
[00:14:28] That easy access to content that you can get through WhatsApp, through text is, is just super, um, fundamental. Um, and, and can, can help with organizations making sure that their, um, uh, workforce is, upscale and, um, you know, you can imagine there's so much impact that can happen and as a result of that.
[00:14:48] Nichol: Yes. And you know, the age of AI that we're moving into, the ability to upskill and reskill people quickly in a format that works for them [00:15:00] is going to be really essential for the future of work. So I love that you picked that one. move on to refresh software. They're tackling employee experiencing by unifying benefits tools. Communication into one platform. Tell us about refresh.
[00:15:18] Hadeel: Yeah. So, um, the problem, um, that we're hearing over and over again, call when we're talking diff to different HR leaders, um, and executives, is that the employee experience is fragmented. And honestly, we're not just hearing it from the, the HR practitioners, but also employees. Um, HR has. Multiple, um, so many applications and tools for benefits, engagement, communications.
[00:15:46] And what's so unique about Refresh is they are, think of them as a super app and it brings all these tools together. So you, as the HR manager, you only have. That one platform [00:16:00] that you can, um, manage all of these things. And then for me, as the employee, I can only access that one Super app that's completely white labeled.
[00:16:09] Um, and, you know, it looks and feels like my organization's brand, um, and I can access the tools that I need. That's customizable just to me. Um, and I kind of mentioned this earlier, like for me as a new mom, maybe there's certain benefits that I wanna see, whereas someone else who is in a different stage in their lives, they probably wanna see other benefits that, um, you know, speak to their needs and their priorities in their lives.
[00:16:33] And so, um, that's what excited us about. Fresh. And what's unique about them is they work with frontline workers specifically. And again, these, um, workers, they don't have all the time in the world to, um, you know, access and log in to tens of platforms and they just have, um, having one place that they can go to for everything that they need is, um, just gonna drive efficiency.
[00:16:59] Nichol: Yes. [00:17:00] And one of the things that I noticed when I looked at their, um, when I looked at their website and, and went through everything was just, I love the ui ux. You know, one of the things that often happens is that you'll have, even with tech companies, you'll have. Their external product is beautiful and well designed, but the internal products look like they're from 1990, you know, and so Refresh just has this really great ui ux interface that, know, treats, uh, an employee as well as a customer. so I, I really thought that was special about them.
[00:17:42] Hadeel: Yeah.
[00:17:42] Nichol: Yeah. Okay. So the, the third is transcripts, and that's a blockchain for employment verification and credentials. And I am really curious about that because a lot of times when you, when people think about blockchain, they think about crypto and this is [00:18:00] so much different than that.
[00:18:02] Hadeel: Yeah, so blockchain, um, introduces a new level of security and efficiency in, in the workplace and workforce management. Um, it streamlines, um, streamlines, uh, verification processes, reduces fraud and empowers. Employees to own their data. Um, what got us really excited about transcripts is there aren't a lot of solutions that, um, are in this space that make the impact that, um, they have done with their customers.
[00:18:34] Um, and I, I wanna, uh. Give you just an example of the impact, um, that they have made. So for one of their enterprise customers. Um, um, and maybe let me give you some context there. You as an employee, so I'm Hadeel, I work at SHRM. If I wanna apply for a loan, HR needs to contact and connect with the bank, verify that I work there, verify my salary, and all of that fun stuff.
[00:18:57] Um, now, um, if [00:19:00] SHRM shares that information with a bad actor for whatever reason, by mistake. Things happen. Um, SHRM could be fined significantly, you know? Um, and so what transcripts does is it allows, um, um, one employees to initiate and, um, um. Expedite that whole process. So you're not waiting on, you know, uh, Jessica from HR to, you know, process that.
[00:19:30] And she has a million other things to do and God knows if she'll have time to do it before the end of the day or not. Um, and, and it just streamlines that whole process. But also, um, that liability, I as employee, I take that away from the employee. Lawyer. And so now my employer's not necessarily liable at going to any bad actors anymore.
[00:19:49] Um, so transcripts is very innovative in, in, in this space and, and we're very excited, um, um, to have them part of the cohort. And going back to the impact that they've [00:20:00] made for one of their customers, um, they were spending over, uh, almost 300 hours a month, um, doing income and employment verifications.
[00:20:09] Through transcripts, they were able to reduce that number to an hour a month. Like, can you imagine now HR professionals are not necessarily doing these, um, mundane tasks and repetitive tasks, but rather have the time to do more strategic work, um, in the workplace.
[00:20:27] Nichol: Well, and also, you know, really allowing HR professionals to do the coaching and development and all of the other things that, you know, many people who come into this, this function. Like that's, that's really what they wanted to do. They wanted to help people.
[00:20:42] Hadeel: Mm-hmm.
[00:20:43] Nichol: um, you know, employee and salary verification is not what they had in mind. Uh, when they decided to become an HR professional, often.
[00:20:53] Hadeel: Yeah.
[00:20:53] Nichol: Yeah. in general, I, I'd like to switch to overall workplace innovation. we've talked about [00:21:00] some of the things that you've seen, uh, what are some of the things that you would like to see that, um, just aren't being developed, haven't been developed yet, or haven't shown up yet, but are real, um, workplace problems that need innovation?
[00:21:16] Hadeel: that's an interesting question. Um. I think, um, and, and I, I feel like there are technologies out there that maybe touch on this in a little bit one way or another. Um, but I, I think the, the, the big one really is, is guilt, uh, skills-based hiring. I feel like there's a huge, huge opportunity for that. Um, and, and I have yet to see more technology in that space, um, uh, to address this, this big problem.
[00:21:44] Um, but I think, you know, as, as we're thinking about, um. Moving forward and, and the trends that we would like to see in the space. Um. Anything that can help hr, you know, do more of the strategic work and less of that [00:22:00] admin repetitive, boring task is, is always gonna be a plus. Um, uh, you know, anything around more of, um, i, I AI solutions around wellbeing and.
[00:22:13] Personalization, I think is gonna be, um, uh, really helpful. Anything that's, um, uh, predictive and not reactive is, is gonna be really huge, um, in the future. And Nichol, and, and as we talk about AI and, and, and we've, I've come across, uh, you know, uh, solutions in, in this space. Um. You know, ethical AI is very important, um, in, in this space.
[00:22:38] And so I'd love to see more, you know, um, maybe there, there will be a lot more demand for white box, um, AI versus, you know, the, the black box AI of. Here, you, you know, this person got that rating, or this person needs to be hired without providing the explanation. Like, why did you come to that decision?
[00:22:59] [00:23:00] Right. So I think there, there's a lot more opportunity for technology to, um, um, invest more in, in this space.
[00:23:08] Nichol: And one of the things that I've been thinking about too is, you know, the. Employees and employers have a, there's a bit of a social contract to use, sort of like a, a social neuroscience and psychology standpoint. So there's a, there's a social contract and sometimes it's implicit, sometimes it's explicit. It sounds like the company mission and some other things, and certainly leadership and culture sets the tone,
[00:23:36] Hadeel: Mm-hmm.
[00:23:38] Nichol: of the social contract, I think the mechanism. Because it's across the employee lifecycle. I think HR, in many ways, manages the mechanism of the social contract, you know, and, and so I, I think that, [00:24:00] um. Responsible AI is going to live in hr.
[00:24:05] Hadeel: Mm-hmm.
[00:24:05] Nichol: going to be enabled by it, but it's going to live in HR because it's about what you said, the white box ai. Am I being treated fairly?
[00:24:15] Hadeel: Mm-hmm.
[00:24:15] Nichol: supported? Um, you know, do I understand how I'm being evaluated? and so that's everything from onboarding. So
[00:24:25] Hadeel: Mm-hmm.
[00:24:25] Nichol: hiring, onboarding. You know, benefits, what gets approved, what doesn't get approved, um, promotions,
[00:24:33] Hadeel: Mm-hmm.
[00:24:34] Nichol: you know, like that whole employee life cycle. And because AI is going to show up in the tools that are being used across it. Even though there might be mission and culture that comes from the top, the tone from the top, plus the culture across the organization, HR is really holding the social contract through the
[00:24:57] Hadeel: Mm-hmm.
[00:24:57] Nichol: that impact the employee lifecycle. [00:25:00] So I, I, I, one of the things that I'm expecting, one of my predictions, uh, this is not assurance prediction, this is a Nichol prediction, is I think that, I think that the HR function is going to own responsible AI within the organization.
[00:25:17] Hadeel: Yeah, I definitely agree with that.
[00:25:18] Nichol: Yeah. okay. let's talk about how HR startups struggle and when they're struggling to scale. ' cause it's quite hard actually to get enterprise contracts to get in there. Uh, what are some of the common pitfalls that you've seen the early stage companies have, um, and how, how should they navigate them?
[00:25:39] Hadeel: Yeah. Um, so the biggest thing in HR is really understanding the HR buyer, and this is what we really focus the accelerator program on, um, helping these founders and truly understand. That buyer journey, who are the decision makers, who are the potential champions? And in HR it is [00:26:00] very unclear. And depending on then there really isn't one method or process that applies to all.
[00:26:07] And I think that's just the challenge of, um, the HR industry as a, as a whole and selling to hr. Um, but that, that's a big, big challenge I think. Um. The other thing is, um, over engineering the product. Sometimes they, they invest too much on, you know, nice to haves and not focusing on like the true needs of, of the hr, you know, function and, and profession.
[00:26:32] Um, I think in the underestimation of, um, integration as well, HR has so many tools, um, as is, and your tools need to very well integrate in what already. And, um, that, that's, um, another big one. And I would say the last one maybe here is, um, ignoring a change management. Uh, it's so important you have this amazing solution, help HR and, and, and businesses and employers understand how they [00:27:00] can.
[00:27:00] Easily adopt your solution. Um, and how can you provide more support and training to these teams so they can best utilize your solution, um, so they can see the outcomes that you're claiming that, that they will see.
[00:27:15] Nichol: And how do you see HR innovation evolving over the next five years? And, and sort of, and what role will investors have in shaping that future? So how can you know, we via SHRM Labs, me, via my fund and other people who are investing in this space, how can we support that innovation for hr?
[00:27:37] Hadeel: Yeah. Um, I think we talked about what, what we're going to see in, in the future, um, in terms of what are the priorities. Um, and I think VCs and, investment firms, they are gonna play a critical role in, Accelerating the, types of solutions that are gonna solve, real [00:28:00] businesses. I think, investors are going to, seek a balance between the technology and the impact, the human impact that these solutions are gonna make within the organizations, to ensure that.
[00:28:17] The AI solution augments rather than replaces the HR decision making, function because I really feel like we're never gonna get to a place where AI replaces hr. It's, always gonna augment, and, support that HR and empower that, HR function.
[00:28:38] Nichol: I agree. I agree. so final question, and I'm gonna ask it from two different perspectives because you have this unique vantage point where you see what the. HR leaders need and what their pain points are. And then you also, you know, have just reviewed [00:29:00] hundreds of founders and companies. So for an HR leader who is following our conversation and they're reviewing a lot of different technologies, uh, what is the, what is the, the piece of advice you would give them navigating.
[00:29:19] Uh, the future of HR innovation and, and how to what they're looking at when they're looking at potential solutions.
[00:29:29] Hadeel: Yeah, and it's, it's a crowded space, right Nichol? There's, there's definitely a lot of noise and. This is where I, I highly recommend HR professionals to, to learn to tap into, um, whatever resources is available to help them understand, um, what their needs are within their organizations. Help understand what types of solutions they're looking for, um, that could make an impact within the organization.
[00:29:56] But, um. Don't shy away. Um, you [00:30:00] know, technology is your friend and it is supposed to empower you in the workplace and, um, uh, you know, help you take that seat, um, uh, in, in that decision making table, and, um, propose the solutions that truly will impact the people within your organization. But definitely learn more.
[00:30:19] There's. A lot of things evolving very quickly. Um, but, but don't be overwhelmed. I think your podcast does a great job, Nichol, that like educating you bring in different experts, um, you know, in, in the space to talk about different, um, areas that HR professionals need to learn about when it comes to innovation and AI and all of that.
[00:30:39] But, um, highly encourage, um, uh, you know. Professionals to, you know, expand your knowledge, learn more about what, uh, tools you, you can put in place to understand your needs, your people needs within your organization. And don't be afraid to listen to demos and learning more about the solutions that are out there.
[00:30:59] And, [00:31:00] um, I think SHRM is a great partner in that, uh, in, in supporting them understand, uh, what they need to listen for and what are some things that they need to, uh, keep in mind.
[00:31:10] Nichol: Yes. And one of the pieces of advice that I give them is I to really understand what their problems are. Because if they don't want, they understand what their problems are then, and they, and they don't know it intimate intimately. And I, I love what you said about really, also knowing, having the tools that allow you to really understand your problem. Because if they don't, then the vendor solution,
[00:31:38] Hadeel: Mm-hmm.
[00:31:38] Nichol: shapes their problem.
[00:31:40] Hadeel: Mm-hmm.
[00:31:41] Nichol: them saying, here's my problem. And, you know, and then using that as the lens to decide the vendor. Um, and so that, that's my advice to them too. And then, okay. So for HR tech founders listening, what's the, the, the biggest piece of advice you would give to [00:32:00] them?
[00:32:00] Hadeel: Yeah, I, my biggest advice is listen to the HR professionals, um, they are your partners in, in this, uh, space. Uh, so listen to them. Make sure that you're solving real problems. And, um, I. Solving them in the right way, and you will not know. And this is particularly true for, uh, a lot of these technologists and innovators that don't have HR experience there, they, there's that disadvantage.
[00:32:26] And so I would say open your ears, listen to what, uh, HR professionals need in their workplace, and make sure that you are truly solving a, a real HR problem.
[00:32:36] Nichol: Excellent. Excellent, excellent. Okay, so that's it for this week's episode. A big thank you to Hadeel for sharing your insights on hr, innovation, ai, and the future of workplace technology.
[00:32:50] Hadeel: Thanks for having me, Nichol.
[00:32:51] Nichol: And thank you so much for coming, and before we wrap up, everyone. In the audience, I encourage you to follow the AIHI project [00:33:00] wherever you enjoy your podcast.
[00:33:02] And if you found today's conversation valuable, please take a moment to comment, lead for review, and spread the word. Uh, it really makes a difference. And finally, you can find all of our episodes on our website at SHRM dot org slash AIHI. Thanks for joining the conversation and we will catch you next time.