As new AI tools become more sophisticated and as technologists better tune them to the needs of their organizations, HR and business leaders are grappling with new considerations about who or what is doing that work.

AI tools can already tackle really simple tasks well, and they are getting more complex, according to Bryan Ackermann, head of AI strategy and transformation at Korn Ferry. What’s now considered “talent” in the world of work is (again) evolving as organizations look to leverage more agentic AI solutions to increase efficiencies and productivity.

Then there are HR tech systems, such as Workday’s new AI agent system of record, which recognize this shift and are building governance tools inside their HCMs. Last December, AI developers also built Job For Agents, a job board-type website aimed at connecting AI engineers who “didn't know where to deploy their agents” and for companies that “didn't know what AI could actually achieve.” (No, no robots are applying to positions…yet).

“Now you’ve got both sides of the talent pipeline beginning to think about agents in the same breath as they would think about a full-timer, a part-timer, a temp, a contractor,” Ackermann said.

For more on the human-AI continuum, keep reading here.—AD

There’s no better feeling for HR pros than seeing the success of a well-used and well-liked employee program. No better feeling, indeed, except when the program also benefits your company's bottom line.

That’s the case for Hilton’s employee travel program. The perk, called Go Hilton, is a worker favorite, and brings in millions of dollars in revenue each year.

Using Go Hilton, employees and their friends and family members can stay at a Hilton property for steeply discounted rates. Team member rates include up to 40 nights per year, and the majority of hotels are priced at tiered flat rates, ranging from $40 to $80 per night. Friends and family rates grant 70 nights annually at 50% off the best available rate.

“Travel is core to what we do,” Lora Lawler, Hilton’s SVP of total rewards and HR technology, told HR Brew. “We have such a unique opportunity to use travel and our founding purpose to really engage our team members.”

The perk wasn’t always beloved, however. In fact, it was a source of major frustration before undergoing a revamp a decade ago.

For more on how Hilton revamped the benefit, step right this way.—PM

When new hires are offered equity in a startup company, it’s sometimes compared to a lottery ticket.

Should the company go public, the employee has a chance to get rich off the shares they were offered when they joined—especially if they got in early. Workers at companies like Meta and Airbnb, for instance, have seen their wealth skyrocket following initial public offerings (IPOs) thanks to equity.

These days, the chance of winning the equity lottery looks much slimmer, though, as companies are taking longer to reach the IPO stage. While analysts expected to see the IPO market pick up this year, the Trump administration’s tariff policies have dashed those hopes. Companies that expected to go public in 2025, such as Klarna and StubHub, recently paused those plans.

Delayed IPO timelines raise questions for employees who receive equity as part of their compensation, and hope to one day realize the value of those shares. To retain these workers, HR teams should prioritize transparency, and consider letting employees sell their shares to investors outside the company, experts told HR Brew.

Keep reading for more on how workers view equity these days.—CV