Real cases of
AI-Native HR
In this recorded session for CHROs you see, from the inside, three Comp clients already running HR at the most advanced level of AI in production currently.
- Recorded
- July 21
- Format
- Recording · with Q&A
- Cases
- 3 Comp clients
The full session, including the live Q&A. Register to get the recording by email.
Three Comp clients and three challenges every CHRO knows.
Cases from clients running AI-Native HR with Comp. Who they are, what was broken, why that was the right path for the client, and how the process looks now, adopting the highest level of AI in production today.
What it means to "operate at N4".
The session opens by framing the level of decision intelligence the three cases reached, and why it is different from everything the market calls "AI in HR" today.
Continuous performance, with AI recommending every decision.
The performance cycle at this company stopped being a periodic event and now runs continuously, all year. AI tracks the real work by cross-referencing a huge range of data, structured and unstructured (from goals met to Slack conversations), and recommends every calibration, merit or promotion decision. The manager approves, edits or rejects. Comp designed the entire process and business rules before building technology to operationalize it.
People operations running on their own, under approval.
In this case, People tasks run automatically, without "joining a queue". For every day-to-day request (from someone's time off to a benefit change), AI shows up with the action ready, the context of that person and the policy, and recommends what to do. The team just approves, and gets its time back for what's strategic.
The recruiting funnel run end to end by AI.
In a high-volume hiring operation, AI now runs the funnel end to end: it reads each candidate against the role's real profile, screens them and recommends who advances, without lowering the bar. The team decides with one click, from sourcing to offer.
Open Q&A.
Live questions, answered with what's running inside Comp's clients.
The most advanced level of AI in HR is already in production.
In the white paper "What it means to be AI-native", Pedro Bobrow and Christophe Gerlach define an area's AI maturity across five levels. The three companies in this session operate at N4, decision intelligence: the agentic layer proposes the decision based on the team's learning and executes it, and the human approves, edits or rejects. It is the most advanced level observed in production.
"The leap between AI that executes and AI that decides proactively is huge. Some of our clients have already reached that level. That's what we want to show in this session."
Pedro is co-founder and CHRO of Comp and co-wrote Comp's AI maturity white paper. He took AI deep into his own People operation, which already operates at N4, the decision-intelligence level.
Built for CHROs.
It's for those who lead the People strategy end to end and want to see AI deciding in HR in practice.
The People strategy.
You are the top People leader at your company (CHRO or equivalent) and sit where strategy is decided.
What's already in production.
You've seen enough talks about "the future of work". You want to see what's already running.
That it's not buying software.
You want this running at your company, and you already understand the path isn't buying a piece of software.
Want this running at your company?
First, see the three client cases. Then, reach out for a conversation: we'll look at your HR and show you where to start.