This interview is with Dominic Laskowsky, CEO & Founder at autoMEE.

Dominic Laskowsky, CEO & Founder, autoMEE

Dominic, welcome to HR Interviews! Could you start by telling our readers a bit about your journey in the world of Human Resources? What ignited your passion for this field?

My journey in HR began with a desire to create positive change within organizations, where people are truly at the center of success. I started out by exploring the challenges businesses face in attracting, retaining, and nurturing talent. This led me to found "We Can Do HR," a platform dedicated to innovating HR solutions that meet the evolving needs of modern workforces. What really ignited my passion for HR was the realization that traditional methods were often falling short in today’s fast-paced world. As technology advanced, I saw an incredible opportunity to leverage AI to solve some of HR’s most pressing issues, like improving efficiency and enhancing the employee experience. This passion for integrating technology into HR ultimately led me to create Automee, focusing on automation and AI solutions. Recently, being recognized on the Financial Times list was a rewarding milestone, as it validated our mission and the impact we’re making. Additionally, delivering a lecture on AI in HR at MDX London this year was a great honor. It allowed me to connect with professionals and students who are just as passionate about the future of HR, and it reaffirmed my belief that AI can transform how we approach human resources. My goal has always been to create tools that empower HR professionals to spend more time on meaningful interactions and less on administrative tasks, which I believe is key to building thriving workplaces.

From your early days in HR to your current role, what are some key experiences or pivotal moments that have shaped your perspective on the HR profession?

Reflecting on my journey in HR, several pivotal moments have profoundly shaped my perspective, particularly regarding the role of AI in the field. Early on, I realized that HR was often burdened with repetitive, time-consuming tasks that detracted from its core mission: supporting and developing people. This realization was a turning point for me, as it highlighted a clear need for innovation. One of the most significant experiences came while working on "We Can Do HR," where I witnessed firsthand how technology could enhance HR processes. However, it wasn’t until I began exploring AI that I truly saw the potential to transform HR on a larger scale. Seeing how AI could automate mundane tasks—like data entry and candidate screening—freed up HR professionals to focus on strategic initiatives and build stronger connections with employees. Another key moment was being invited to speak at MDX London this year on AI in HR. Preparing for that lecture allowed me to delve deeper into how AI can reshape the profession. It reinforced my belief that AI is not about replacing human roles but about augmenting them. By automating repetitive tasks, AI enables HR professionals to direct their energies toward activities that require empathy, creativity, and insight—areas where humans naturally excel. Through these experiences, I've come to view AI as a catalyst for change in HR. It has the power to optimize operations while allowing HR to remain fundamentally human-centric. This balance of technology and human connection is what continues to drive my passion for integrating AI into HR.

Many of our readers are eager to break into the HR field. What advice would you give your younger self or someone just starting their HR career?

If I could go back and give my younger self advice or speak to someone just starting out in HR, I’d say this: Embrace continuous learning, and don’t be afraid to experiment with technology, especially AI. The HR field is constantly evolving, and so should you. When I first started, I quickly learned that the most effective HR professionals are those who can adapt and are open to innovation. In HR, your role isn’t just to manage policies and processes, but to make a real impact on people’s lives and help the organization grow. That’s where technology, particularly AI, becomes a powerful tool. Familiarize yourself with emerging technologies, and think about how they can solve challenges within HR. AI, for example, can handle the repetitive tasks that often bog down HR, allowing you to focus on more strategic and meaningful work. This way, you’re not just becoming a tech-savvy HR professional—you’re positioning yourself as a forward-thinking leader. Another piece of advice: Never underestimate the power of empathy and human connection. Technology can enhance our efficiency, but at its core, HR is about people. Take time to listen, be approachable, and understand the human element of every decision you make. Balancing this with a keen interest in technology will set you up for a successful and fulfilling career in HR.

You've spoken before about the importance of a streamlined onboarding process. Can you share an example of a company that's doing onboarding exceptionally well and what makes their approach so effective?

AI plays a crucial role in this streamlined process. Through AI-driven systems, Netflix is able to personalize the onboarding experience, tailoring it to individual roles and preferences. For example, they use AI to facilitate introductions, automatically setting up meetings between new hires and key team members, which helps them build connections right away. This blend of AI and human connection creates a robust and effective onboarding experience that supports new employees both operationally and culturally, setting a strong foundation for their journey with the company.

Let's talk about the role of technology in HR. What are some of the most promising ways you see AI and automation transforming the HR landscape in the coming years?

AI and automation are poised to revolutionize the HR landscape in ways that go beyond administrative efficiency, reshaping how organizations manage talent and engage with employees. One of the most promising transformations is in talent acquisition. AI-powered tools can now handle initial candidate screening, match applicants with roles that suit their skills, and even assess cultural fit through predictive analytics. This not only speeds up hiring but also enhances the quality of hires by reducing unconscious biases and providing data-driven insights.

With the rise of remote work and evolving employee expectations, how can companies adapt their HR strategies to attract and retain top talent in this changing landscape?

To attract and retain top talent in the age of remote work, companies should focus on flexibility, technology, and culture. Offering flexible work arrangements, such as remote or hybrid options, is now essential, as employees prioritize work-life balance. Companies should also invest in digital tools for seamless communication and collaboration, ensuring remote teams stay connected and engaged. Additionally, providing opportunities for learning and development helps meet employees’ expectations for career growth. Access to online training and mentorship programs can boost job satisfaction and retention. Lastly, cultivating an inclusive culture that values diversity is crucial. Regular team-building activities, open feedback channels, and strong DEI initiatives reinforce a sense of belonging and attract talent looking for a supportive work environment. By embracing these strategies, companies can effectively adapt to the evolving needs of today’s workforce.

Work-life balance is a hot topic these days. How can HR leaders foster a workplace culture that prioritizes employee well-being without compromising productivity?

HR leaders can foster a workplace culture that prioritizes well-being by integrating practices that support both employee health and productivity. One approach is to encourage flexible work arrangements, such as remote work or adjustable schedules. This allows employees to better balance their personal and professional responsibilities, which can reduce stress and improve focus. Flexibility shows employees that their well-being is valued, fostering loyalty and engagement. Promoting a culture of open communication is also essential. Regular check-ins and feedback channels give employees the space to discuss their workload and personal needs. By being responsive to employee feedback, HR leaders can address concerns that might affect productivity and morale, making adjustments as needed.

Diversity, equity, and inclusion (DE&I) are more critical than ever. What are some tangible steps companies can take to create a truly inclusive and equitable workplace for all employees?

To build a truly inclusive and equitable workplace, companies should focus on actions that go beyond policies and reflect genuine commitment. First, expanding recruitment efforts to attract diverse talent is essential, as is providing ongoing DE&I training to raise awareness and combat unconscious bias. Establishing Employee Resource Groups (ERGs) can also offer valuable support and insights from various backgrounds.

Looking ahead, what are some of the biggest challenges and opportunities you foresee for the HR profession in the next 5-10 years?

In the next 5–10 years, one of the biggest challenges for HR will be navigating the rapid pace of technological change. As AI and automation continue to evolve, HR professionals will need to balance the integration of these technologies with the need to maintain a human touch in the workplace. This will involve not only implementing new tools but also ensuring that they are used ethically and inclusively, without reinforcing biases or creating a sense of depersonalization among employees.

On the opportunity side, these same technologies present HR with the chance to enhance decision-making through data analytics, allowing for more personalized employee experiences and targeted strategies in areas like talent acquisition, retention, and development. Additionally, the shift toward remote and hybrid work has opened the door for HR to rethink how they build culture and foster engagement in a dispersed workforce. This flexibility can allow organizations to tap into a more diverse talent pool, enabling HR to drive inclusivity and collaboration on a global scale.

Thanks for sharing your knowledge and expertise. Is there anything else you'd like to add?

As a final note, I’d like to invite everyone to watch my recent lecture at MDX London on “AI in HR.” In it, I dive deeper into how artificial intelligence is transforming human resources and discuss practical strategies for integrating AI effectively while maintaining a people-first approach. Whether you’re in HR, tech, or just interested in the future of work, I think you’ll find valuable insights on the topic. Thanks again, and I hope to see you at the lecture!