We’ve already seen how individual agents and agent teams collaborate—drawing on company-specific data to solve problems and automate complex tasks. In this post, we’ll take a closer look at how these expert teams can transform the way HR operates in your organization.
A recent study by Forrester Research (A Human-Centered Approach to AI in the Workplace) noted that 70% of people leaders “believe AI will be crucial for success in HR in the next five years” and that 73% of employees are in favor of more AI use in their companies.
This study identified 5 use-cases that will be the drivers of AI growth in HR departments in the next 5 years, with leaders ranking these as most valuable in the following order:
- AI-driven career path recommendations
- Internal gig and job matching
- Conversational experience leveraging genAI
- Candidate matching
- AI-assisted development plans
In this post we will explore how each of these use-cases can be addressed with a virtual team of agent experts. We’ll consider a Sentienta team that is managed by an HR Generalist in the organization with access to employee employment history.
Employee-data Security
Note that the agents on this team are managed within the Generalist’s account and employee information is not available outside of this account. That said, one should never include PII like social security numbers or other sensitive data in queries.
Bias in AI Models
AI models, including large language models (LLMs), reflect the biases present in the data they were trained on. In HR contexts—such as employee evaluations, communication, or support—this can lead to unintended discrimination or reinforcement of existing inequalities. These models lack awareness of context, fairness, or legality, and may produce seemingly reasonable outputs that subtly encode bias. These models should never operate autonomously in sensitive HR functions. Human oversight is essential to identify errors and ensure decisions remain fair, ethical, and comply with workplace policies.
AI-driven career path recommendations
To grow professionally, employees often need help navigating career paths within their organization. HR plays a vital role by understanding job roles, required skills, and employee strengths. With input from managers, HR can match employees to roles that fit their abilities and help chart a clear path for advancement.
An HR Career Coach agent can assist the HR Generalist in mapping out an employee career development internally. With access to role descriptions, organizational charts, and examples of successful career progressions, the agent can suggest roles that align with the employee’s past experience and future goals.
To enable this, company documents and employee information can be added to the team dialog using one of the methods described in Integrating Your Own Data into Team Dialogs.
Internal gig and job matching
In many mid-size and large organizations, job openings often go unnoticed by employees who could be ideal candidates. HR plays a key role in bridging this gap—matching available roles with employees ready for new challenges. By adding a Career Mobility Specialist agent to the HR team, companies can enhance this process. This agent, equipped with access to all current openings and their job descriptions (in formats like spreadsheets, documents, or PDFs), can collaborate with the HR Generalist to accelerate internal hiring and support employee growth.
Using this job data alongside each employee”s work history, the agent can surface strong internal matches—helping fill roles efficiently while promoting career development within the company.
Conversational experience leveraging genAI
Both new and long-term employees need access to documents that help them understand and navigate the company effectively. These include the Employee Handbook, a company Culture deck, possibly a company org chart and for new employees a welcome packet describing tools, logins, workspace and support channels. Even long-term employees need access to HR-managed information such as their employee benefits and employment history.
It is often difficult for employees to find what they need from these sources, and often turn to HR staff for help. Deploying a Sentienta Assistant to the company website gives employees quick access to the needed information and saves HR staff time and effort.
Candidate matching
One of the most recognized uses of AI in HR is talent sourcing—screening large numbers of resumes, which is both tedious and time consuming. Tools ranging from keyword filters to powerful language models now make this process much simpler.
Like the Career Mobility Specialist agent that helps with internal moves, a Talent Matching agent can evaluate open roles by comparing them to internal job descriptions and required qualifications. What’s different is that it also reviews resumes from external applicants or integrates with sourcing agency APIs. With both agents active, companies can consider the best options from inside and outside. The agent’s reasoning is visible in the team dialog, helping the HR Generalist understand and explain placement decisions.
AI-assisted development plans
As noted before, employees seek help from HR to grow their careers, and we’ve seen how the HR Career Coach can design a career path that makes sense given the structure of the organization and the skills and aspirations of the employee. However, an important part of this path is the mastery of new skills and experience in roles that are essential for a career’s next level.
A Career Growth Advisor agent works with the Career Coach and the employee’s work history to determine the current skill level and gaps that must be filled in order to take the next step. This agent creates personalized and contextual development plans that support job mastery, skill building, and long-term career goals. By aligning currently-available learning opportunities with real-time performance and aspirations, employees can take ownership of their growth and thrive in their careers.
Final Thoughts
This post explored how expert agents, when supported by rich company data, can bring to life the five HR use-cases identified by Forrester. From streamlining onboarding to improving talent sourcing and internal mobility, these applications show the real potential of automation in reshaping HR operations.
Forrester research also highlights employee excitement about AI’s growing presence in HR—especially its ability to reduce wait times for answers, simplify decision-making, and provide personalized support. When implemented thoughtfully, AI-powered tools don’t just create efficiencies for HR staff—they also foster a more self-sufficient and empowered workforce.
As adoption accelerates, organizations have the opportunity to rethink how decisions are made, how careers are built, and how information is shared—making HR a more responsive, data-driven partner for every employee.
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