atlas copilot

Let’s get one thing straight: If coaching in your company is only for execs or “high potentials”… That’s not development. That’s discrimination. And you’ve been taught to normalize it. You’re told: “Not everyone needs coaching.” “Workshops are enough.” “Only leaders should get that kind of support.” But here’s the truth: 🚫 Leadership isn’t built in boardrooms. 🚫 Performance doesn’t improve once a year. 🚫 And coaching isn’t a luxury. It’s survival. - When you gatekeep coaching, you gatekeep growth. - When you ignore frontline managers, you sabotage culture. - When you treat coaching like a perk, you fail your people. The best companies know this: Coaching belongs in everyone’s pocket. In real time. Every day. 🎬 That’s what we unpack in the latest 𝐓𝐑𝐀𝐈𝐋𝐁𝐋𝐀𝐙𝐄𝐑𝐒 episode with Anand Chopra-McGowan, Managing Director Europe at Valence. 💡 How AI coaching puts a coach in every pocket 💡 Why context and memory make AI coaching different 💡 What companies like Delta and Experian are learning from Nadia 👇 Watch the full episode below. ♻️ Repost to help HR leaders reimagine coaching at scale. 📥 Save this post for your next HR strategy session.

Don’t fall into this trap 👇🏼 (Too many companies still do) » They rely on CVs. » They obsess over degrees. » They hire based on pedigree, not potential. And then they wonder why the wrong people keep getting through. Here’s how to do it better: 1️⃣ Start with skills-based assessments ↳ Filter for ability, not paper credentials. ↳ Skills predict performance. CVs don’t. 2️⃣ Use AI to cut bias, not add it ↳ Structured scoring beats gut feelings. ↳ Fairer process, stronger hires. 3️⃣ Focus on soft skills ↳ Problem-solving. Curiosity. Communication. ↳ These are what AI can’t replace. 4️⃣ Screen at the top of the funnel ↳ Don’t waste interviews on the wrong candidates. ↳ Let skills decide who makes it through. 5️⃣ Keep it human where it counts ↳ AI can rate answers. Only you can test culture fit. ↳ Balance efficiency with empathy. At the end of the day, you have two choices: 1. Keep hiring like it’s the past. 2. Build for the future. 🎬 That’s what we unpack in the latest HR Leaders Podcast episode with Wouter Durville, Co-Founder & CEO of TestGorilla. 💡 Why CVs and degrees are becoming obsolete 💡 How AI and skills-based hiring make recruitment fairer 💡 The human skills that matter most in the AI-powered future of work 👇 Watch the full episode below. ♻️ Repost to help HR teams move beyond CVs. 📥 Save this post for your next hiring strategy session.

AI won’t just change tools. (That’s the part too many leaders miss) They chase shiny pilots. They celebrate demos. But they never redesign the actual work. And then they wonder why nothing scales. Here’s the truth: AI is not a feature. It’s a new operating model. If you want to unlock real value, start here: 1️⃣ Redesign the workflow → Don’t bolt AI onto broken processes. Fix the process first. 2️⃣ Get your foundations right → Dirty job data = dirty AI. Clean architecture is non-negotiable. 3️⃣ Secure it from day one → No governance, no privacy, no scale. Period. 4️⃣ Think pilot → scale → If it can’t scale technically and economically, it’s not worth piloting. 5️⃣ Free humans for judgment → Automate the routine. Augment the complex. Preserve the work only humans can do. AI can give you 20–40% productivity gains. But only if you lead with design, not hype. Because AI won’t replace HR. But HR leaders who fail to redesign work with AI? They will get replaced. 🎬 That’s what we unpack in the latest 𝐓𝐑𝐀𝐈𝐋𝐁𝐋𝐀𝐙𝐄𝐑𝐒 episode with David Doe, EVP HR Global Functions at Shell. 💡 How Shell is embedding AI into HR, from job evaluation to analytics 💡 Why scaling AI requires strong data, integration, and governance 💡 The skills HR must build as AI reshapes the future of work 👇 Watch the full episode below. ♻️ Repost to help HR leaders scale AI with impact. 📥 Save this post for your next HR strategy session.

AI skills aren’t enough There, I said it. Too many companies are obsessing over technical training. And ignoring the human skills that actually make AI work. Because here’s the truth: Anyone can learn to use a tool. Not everyone can spot the right problem to solve. Over the years, I’ve seen the same pattern: Tech skills get you in the door. Human skills keep you in the room. So when I build teams for the future, I look for: 1️⃣ Curiosity ↳ Do they ask why before they ask how? 2️⃣ Adaptability ↳ How do they respond when the plan changes overnight? 3️⃣ Critical thinking ↳ Can they challenge assumptions instead of just following the process? 4️⃣ Storytelling ↳ Can they make the complex simple so others actually get it? 5️⃣ Collaboration ↳ Do they lift others up, or make it about themselves? 6️⃣ Resilience ↳ Do they bounce back, or spiral when things get hard? 7️⃣ Ethics ↳ Do they think about impact, not just output? Tools change fast. People skills last. 🎬 That’s what we unpack in the latest HR Leaders Podcast episode with Lucia Bucci, Divisional CHRO for Employer Services International at ADP. 💡 How to prepare your HR team for the AI future 💡 Why trust and authenticity beat any policy 💡 The skills HR teams need to stay relevant That’s why I’ll always bet on humans who can adapt.  Not just those who can code. Do you agree? 👇 Watch the full episode below. ♻️ Repost to help HR leaders embrace the AI shift. 📥 Save this post for your next HR strategy meeting.

Most leaders get AI in learning wrong. They think it’s about: ↠ Fancy tools ↠ More content ↠ Bigger budgets It’s not. It’s about this: ↠ Faster results ↠ Measurable performance ↠ People actually doing the job better If your “training” takes months, you’re already behind. - AI can cut time-to-proficiency in half. - It can turn weeks of design into hours. - It can give every employee a coach in their pocket. That’s not the future. That’s now. Stop measuring courses completed. Start measuring skills applied. Because the companies winning in 2025? They aren’t training more. They’re training smarter. 🎬 That’s what we unpack in the latest 𝐓𝐑𝐀𝐈𝐋𝐁𝐋𝐀𝐙𝐄𝐑𝐒 episode with Julie Stone, SVP of Learning & Performance at TTEC. 💡 How AI chatbots cut training time by up to 80% 💡 The “wizard” tools slashing design timelines by 400–800% 💡 Why mindset (not tech) is the biggest barrier to AI in L&D 👇 Watch the full episode below. ♻️ Repost to help L&D leaders modernize training. 📥 Save this post for your next learning strategy brainstorm.

93% of people trained in AI. None of it was mandatory. Here's 7 steps on how top teams made that happen: That stat alone should make you pause. Most companies are still forcing training. The best ones? They're making people want to learn. Here’s how: 1️⃣ Make it safe to not know AI is scary - for everyone. Start by normalizing fear, not ignoring it. 2️⃣ Shift from courses to experiments No one wants more theory. Let people build and learn as they go. 3️⃣ Don’t call it training Call it what it is: curiosity, exploration, hacking, discovery. 4️⃣ Celebrate failure loudly If failing gets you applauded, people stop hiding their best ideas. 5️⃣ Lead with tone, not tech People follow energy, not dashboards. If leaders aren't excited, no one else will be. 6️⃣ Let learning happen at the edge The most useful ideas won’t come from L&D. They’ll come from teams solving real problems. 7️⃣ Ask better questions “What did you experiment with this week?” is more powerful than “Did you do the training?” AI isn’t just a tool. It’s a cultural unlock. The organizations moving fastest aren’t just training harder. They’re learning smarter, in the flow of work, not outside it. 🎬 That’s what we unpack in the latest 𝐓𝐑𝐀𝐈𝐋𝐁𝐋𝐀𝐙𝐄𝐑𝐒 episode with Alex Laurs, Chief Learning Officer, Americas at EY. 💡 How to drive AI adoption without forcing it 💡 Why culture is the real unlock (not software) 💡 What it takes to move from “training” to “tinkering” 👇 Watch the full episode below. ♻️ Repost to help HR teams make AI real (and human). 📥 Save this post for your next L&D strategy session.

HR compliance is quietly breaking teams. Here's 5 biggest compliance problems you'll face: 1️⃣ It’s scattered → Info lives in PDFs, inboxes, and legal memos, none of it easy to trust. 2️⃣ It’s slow → By the time you get an answer, the moment to act has passed. 3️⃣ It’s expensive → Routine questions shouldn’t cost $300/hour. 4️⃣ It’s inconsistent → Local teams interpret policies differently, increasing risk. 5️⃣ It’s reactive → Too often, compliance is checked after decisions, not before. The result? 🕒 Hours lost chasing clarity 📉 Reduced confidence in decisions 💸 Legal bills that blow up budgets ⚠️ Exposure that keeps CHROs up at night But what if compliance became effortless? What if guidance was embedded in your flow of work? That’s why atlas copilot partnered with Deel: Get instant, country-specific HR compliance answers- across 150+ countries - in seconds. ✅ Leave rules in Sweden ✅ Termination laws in Brazil ✅ Payroll costs in Connecticut All without the guesswork. Or the legal bill. 📬 Want to see how it works? Everything you need to master global compliance is in the newsletter below: → Live demos → Real-world use cases → Practical ways to cut risk, cost, and confusion 📌 Plus: 25% off for our LinkedIn network → https://lnkd.in/djPJpTMS ♻️ Repost to help others escape compliance chaos 👥 Tag a teammate buried in policy questions right now

I’ve been in HR long enough to know this pain. That’s why I’m so damn proud of this one: I know that sinking feeling when someone asks: “Are we even compliant there?” 👉 The frantic Slack messages. 👉 The endless PDFs. 👉 The late-night calls to outside counsel at $300 an hour. I hated it. Because every hour spent scrambling was an hour not leading. And I’m so damn proud of what I will share with you now: We just launched something I wish existed my entire career. Global HR compliance in 5 seconds. We’ve partnered with Deel, the all-in-one payroll and HR platform for global teams, so you can command employment matters guidance across 150+ countries. Get instant and precise answers in the flow of work so you can make compliance your baseline - not your challenge. With atlas copilot × Deel you can master: ✅ Leave policies in Sweden ✅ Termination rules in Brazil ✅ Payroll costs in Connecticut You get the answer before your coffee cools. This isn’t a feature. It’s a new operating model. Keeping up with employment matters in every country used to take hours - or lawyers. Now its as fast as the speed of thought. No more waiting. No more guessing. Just precise, real-time guidance - at a fraction of the $300+/hour legal cost. And I have a special offer for my LinkedIn Network: 🔗 Secure your 25% off now - top operators don’t wait around → https://lnkd.in/djPJpTMS 📌 Want to see what else you can do in Atlas? Check out the newsletter below for live demos, real-world use cases, and how to cut risk and scale globally without the chaos. ♻️ Repost this to help your network stop paying $300/hour for answers that now take 5 seconds. 👥 Tag a teammate who’s buried in compliance calls.

I used to think AI in HR was just hype. But I was wrong. Buzzwords in boardrooms. Demos that never made it past pilot. The real problem wasn’t AI. It was us. 📊 65% of HR leaders say AI boosted productivity and efficiency. But most companies are still stuck in theory. Why? ➟ No foundation ➟ No ownership ➟ No adoption ➟ No trust So what happens? 🚫 Learning is generic 🚫 Support is reactive 🚫 Workforce planning stays outdated 🚫 HR becomes a bottleneck 5 steps forward-thinking teams are doing right: ✅ Embedding AI into daily workflows ✅ Building trust with everyday use ✅ Scaling learning beyond compliance ✅ Turning data into action ✅ Leading with HR, not just IT AI isn’t here to replace us. It’s here to multiply our impact. Want to move from theory to practice? 👇 That’s exactly what the 𝐓𝐑𝐀𝐈𝐋𝐁𝐋𝐀𝐙𝐄𝐑𝐒 series is about. In this series, we’re diving into how the world’s top HR teams are putting AI to work - at scale, and in real life. We’ll be joined by global HR and tech leaders sharing how they’re transforming hiring, learning, and employee experience - powered by AI. 🎬 Episode #1: Giancarlo Palà, Global Head of IT HR at Nestlé We go inside how one of the world’s largest employers is using AI to create a frictionless, human-centered, enterprise-wide experience. From skills-based learning to workforce planning and daily chatbot habits, Giancarlo shows what it really takes to scale AI across HR. Watch the full episode below ⬇️ ♻️ Repost to help HR teams lead the AI transformation. 📥 Save this post to bring these strategies to your team.