I see a bright future for the way we work, one where people leaders, founders, and HR teams all have the support they need to focus on what really matters: people.

As Co-Founder and CEO of Humaneer, I’m proud to be leading the team reimagining how businesses manage their people operations through AI. Our platform, Mak, helps anyone doing HR handle the heavy lifting of compliance, admin, and process so they can focus on culture, strategy, and impact.

With over 20 years in the people space, building and leading global teams, I know the daily juggle of managing people and running a business. That’s why we built Humaneer: to make people operations faster, smarter, and more human.

I also sit on the UNSW HR Advisory Board, helping shape the future of HR and the next generation of leaders driving change in how we work.

Careen Redman-Matthews

Hey Melbourne friends 👋

I'm just a little bit excited about coming to see you this week and its the perfect trip of meetings, catch ups and fun... 

Speaking of fun... one of my most favourite events in the calendar - House Of Talent (HoT) where humaneer Viren Thakrar from In The Game and Andrea Kirby from Talent Table is happening Thursday. 

I am SO EXCITED to catch up on the dance floor Bridget Thakrar GAICD Adam Axon Tammie McDonald Sharna Peters Ilona Charles Matt Vido Jodi Rosenthal Nick Sayer-Gearen (MBA, MAHRI) Nick Sayer-Gearen🕺🪩💃

And we still have a few tickets left... Tamara Di Veroli Deepak Singh Lisa Lie 😜

Hurry up Thursday, its going to be an awesome event all about connection, not content 🙌

👉 If you want to grab one of the last tickets - https://lnkd.in/g7WCVHJj

Careen Matthews

CEO & Co-Founder | The platform for the HR work most systems ignore

Melbourne... You delivered! 

House of Talent last night was EPIC. I mean where else would you find a room full of People people, DJs, Play-dough, sax player, dancing and moments of connection and conversations. 

Massive thanks to Viren Thakrar from In The Game and Andrea Kirby Talent Table who  humaneer co-labed alongside - you are legends. 

The music was SPOT ON (as always Viren who was joined by WLSN (a.k.a Luke Wilson), Peanut Butter Melly and Rad Bee)

Massive shout out to our fellow hosts Jody Smith Bridget Thakrar GAICD and Adam Axon - you ROCK!

It was great to see you Tamara Di Veroli Ellen Hooper Eva Pool Ryan Ng Michael Thompson Sharna Peters Kasia Gourley Ilona Charles Nikki Tugano, MAPPCP Victoria Hill Jodi Rosenthal Matt Vido, Pakinam Elashram (those figures me made 😂)

We have an industry full of incredible humans, and there is something truly special in all being in the room together. 

Thanks everyone for creating such a safe space to make connections and have meaningful conversations. 🫶

If HR feels expensive, wait until you see the cost of getting it wrong.

We’re in a different risk environment now.
Legislation has been changing faster than most internal capability can comfortably keep up with. Employee claims are rising.
Expectations around fairness, transparency and due process are higher than ever.

And yet most HR systems still do one thing well. They record what happened. They store documents. They log approvals. They track outcomes.

But they don’t support the thinking that happens before, during  and after a decision.

And that’s where the real risk sits.

In the judgement. In the interpretation of context. In the drafting of documentation that may be scrutinised years later and in the nuance that never quite makes it into the system.

When complexity increases and support doesn’t evolve with it, HR absorbs it.
Until they burn out. Or leave.
And when they leave, so does the context behind thousands of decisions that were never fully captured.

That’s not a people problem. That’s a governance risk.

Modern people risk requires modern decision support. Because risk doesn’t disappear. It compounds.

And this is one of the reasons we built Mak by humaneer - give me a shout if you want to see it in action 😀

As HR, are we conditioned to have all the answers?

I lived in that trap for years.

Someone walks in with a problem. The "fixer" in me kicks in immediately.
Must. Have. The. Answer. Now.

But this is what happened: No boundaries. A team that stops thinking for itself. And I was carrying everything. Always.

Here`s how I personally shifted from fixer to asker.... 
because I realised that asking the right questions is more powerful than knowing all the answers. 

( I still use this super simple framework daily....)

👉 Start with WHY
Why does this problem actually exist? Why hasn't it been solved already? Why does it matter right now?
This stops you treating symptoms. It gets you to the real issue fast.

👉 Move to WHAT
What do we actually know vs what are we assuming? What does a good outcome look like? What would make this decision defensible?
This separates facts from noise. And keeps you honest.

👉 Then WHO
Who has dealt with this before? Who carries the most risk here? Who needs to be part of the solution?
This one is underrated. The right people in the room changes everything.

👉 The HOW
How will we know if it's working? How do we move forward without all the information? How do we protect the people involved?
This is where thinking turns into action.

Sounds simple? It is. 

WHY- WHAT-WHO-HOW

And it cuts through almost every situation I've faced in HR and leadership. And it stops you becoming the answer machine everyone depends on.

Hands up if you've ever lived in fixer land 🙋‍♀️ I'd love any tips you have....

One thing I’ve learned building humaneer and speaking to hundreds of our HR peers is....

The hardest part of the job isn’t legislation. It’s the judgement.

Legislation is written down. (albeit a total nightmare to navigate)
But judgement? That sits in our heads.

The experience, context, and the instinct we as HR develop over time.

The problem is… Most HR systems were built for process - Tracking approvals, storing documents, recording outcomes, providing intelligent workforce analytics. (which is awesome BTW).

But they don’t support the moment when we have to stop and ask:
Is this the right decision? And WHY is this the right decision?

Thats when we balance legislation with context. Thats when we are asking ourselves; What happens if we do this? What happens if we don’t?

So (arguably) the most important part of our roles …
Still happens outside the systems, that were created for us. 

Usually in our head. Most of the time under pressure. And always with real consequences.

Which means we have been carrying judgement… without any support.

Until now.

Maybe that’s why nearly 100 companies have already trusted us enough to use what we’ve built.

Because we know what’s at stake. And we don’t take that lightly 🚀

Hey HR friends 👋🏼 

I don't want to be dramatic.... but, since so many folks are saying AI will take over the role of HR...let me have a little moment... 

You need to start future proofing yourself! 

And this webinar is exactly the place to start 

It's not a tool demo, it's not showing you how to build AI into your workflows (love all that too) 

This webinar is about understanding exactly what skills we need to enhance NOW to maintain relevance. (dramatic moment over) 

Kimberly Burns and Helena Turpin have brought together this incredible session. 

A deep dive into HR skills, based on evidence and data. 

And a real conversation about what we need to be building and enhancing now as AI continues to shape our roles. 

We thought this was going to be a small group, 

We now have nearly 200 HR professionals joining us to understand exactly how we ensure relevance in our function. 

I'm so stoked to be moderating the chatroom and after having a sneaky peak at the slides this weekend I am PUMPED about the value this brings. 

If there is one webinar you attend this week... this should be it. 

Spaces are now limited... 

⏰Wednesday 1pm AEDT 
💻 - https://lnkd.in/gqzJvPiu

humaneer

Open article: The HR Skills That Survive AI · Zoom · Luma by linkedin.com

The HR Skills That Survive AI · Zoom · Luma

Fractional People Leader | Founder of Stakkd - Join our #HRtech benchmarking beta

Hiii, I’m Jess!
I’m an Australian living in Germany, a boy mum, and the founder of Stakkd.

I’ve spent over 14 years working across corporates, startups, and scale-ups. I’ve seen great HR teams drowning because of the wrong tech infrastructure.

While on maternity leave, I started putting together a Notion table to make sense of all the HR tech out there. It was meant to help a few friends, it ended up helping a lot more. That’s how Stakkd started.

Now I spend my days making sure People and Talent teams find the right HR tech for their business.

I’m also raising a little boy as a build Stakkd, and figuring it out as I go!

Head to the Stakkd platform now to discover the best HR tech: stakkd.tech

And if you’re a vendor who wants to be featured, send me a DM.

Jessie Schofer

Everyone's saying Anthropic just built a 24/7 HR department with Claude Cowork...

buuuut that's not what happened 😅

Here's what ACTUALLY happened.

Anthropic just released about 13 enterprise plugins for Claude Cowork.

(their desktop AI tool for non-tech workers)

ONE of those plugins is for HR.
But it's not magic or anything.

Claude could already draft job descriptions, offer letters, and performance reviews etc.

It's a general AI.... 🙃
Writing stuff is what it does.
And you could also already connect Gmail, Google Drive, and DocuSign.

None of that is new.

What's new is the plugin which is basically a "pre-built toolkit".

Here's what's is inside one:

→ Skills

markdown files that tell Claude how to do specific tasks (like "here's how to write a performance review" in a set format and tone)

→ Slash commands

shortcuts like /onboarding-plan where Claude prompts you for what it needs and then does the rest"

→ Connectors

the plugin already knows which tools it needs so you just sign in and authorise access instead of setting them up from scratch"

→ Sub-agents

not a new AI or separate agent. It's just Claude splitting a big task into smaller pieces and running them at the same time to go faster. This is a built in Cowork feature, not something the plugin adds.

It's faster and more consistent than starting from scratch.

Especially for teams.

BUT

It doesn't say what the plugin is built off... Just that it was "designed with practitioners in the relevant field"

... would be good to know more here tbh

Though it is all open source on GitHub
So you can go look at exactly what's inside

You can also copy it.
Edit the skills.
Rewrite the commands.
And make it your own.

So anyway, it's helpful as a starting point.

But you should build your own version based on how your organisation actually works.

It will give you better results than the generic plugin.

Annnd don’t forget, you also need a paid Claude plan to access it.

And shouldn’t be just throwing any ol’ stuff into Claude.

You can find it at claude.com/plugins

And the details at https://lnkd.in/dd7iUbXm

7 AI tools for People Ops & TA 👇


Sure, you can build your own stuff now.

Buuuut did you know these tools existed already?!
(I didn’t 😅)

For People ops: 
Taito.ai - performance 
Kinfolk - people ops
Borderless AI - global employment platform
Skailer HRM & ATS System - core HR + ATS

For TA:
Brainner - CV screening
MOSH JD- job information system
RoundOne AI - audio interview screening

Some of these you might know, but some not.

I try my best to keep up with the market so you don’t have to.

Find these and over 340+ HR tech and AI tools on stakkd.tech 🤗 


ps. these are all #partners of Stakkd!

I talked to 25 of Europe's top People Leaders 
And the insights are 🔥

Doeke and I regularly have conversations with People leaders.

And always the topic of how they are approaching the AI transformation comes up.

And we noticed there were some great things happening.
(Not like the hype tech bro posts from Linkedin.)

But the reality from inside companies actually doing it.

And all the insights were kinda just lost after the chats.

Which doesn’t help all of us out here trying to navigate all of this too.

So we sat down and asked the best of the best.
Across 21 industries, from small to enterprise companies…

What’s ACTUALLY going on?!

And now we have brought ALLLL the insights into a report for you!

A number of the report contributors came together in Amsterdam and Berlin last week for dinner to discuss, connect and share.

I have to say it was pretty fun and so great to meet people in person in such lovely settings.

(and a nice change from never leaving the house and toddler negotiations)

A big big thanks to Cecily from Harriet for sponsoring the dinners.

BUT WAIT?

How do you get your hands on the People-First, Tech-Forward report you ask?!

We will be doing a live deep dive in just a few weeks with contributors like Hung Lee Annika in der Beek and more to break down what you need to know 🤗 

It really is the blueprint for how we can approach the changes we need to make successfully.

Join us here and get the report first 🤓: https://luma.com/jmvvxaml

Thank you our HR and TA expert leaders who made this happen 🙏 


Alone we can do so little.
Together we can do so much 🫶🏻

I’ve got a serious question for all the men on Linkedin…


Do you get asked all the time to work for free too?!

Because the amount of messages I get asking me to "just have a look" or "give some quick feedback" on a new HR tech product is ridiculous.

And I know it’s not coming from a bad place! 
But there's a pattern here that I can’t ignore.

It feels like women are constantly asked to give their time, knowledge and energy for FREE.

(hence my question…. does this happen to men too?!)

SO many women tell me the same.

The expectation we’re just naturally "helpful”. 
That we’re always available. 
Supportive by default.

Don’t get me wrong, I genuinely love that people find value in my perspective on HR and HR tech.

But it’s hard when "helpful" starts to feel like a full time job that doesn't pay my bills and takes time away from my kid 😅

We’ve all worked so hard to learn what we know.
So these requests are not just a casual favour.

My time is valuable.
Our collective expertise is valuable.

And if my feedback is probably going to make your product better...
...we should probably be talking about a partnership, not a "quick favour".

Asking to be compensated for your work isn't being difficult. 
It's remembering you add value.

Let's do better in 2026!

Let’s stop asking women to work for free 🫶🏻

Thanks for coming to my Ted Talk

So seriously, men of Linkedin, do you get these kind of messages ALL THE TIME too?!?

And women on linkedin, are you sick of it too?! 😅

This is embarrassing to say out loud...


...my bio age went backwards 😭

I was so proud to share I reduced it too.
And yeah... now it's moving in the wrong direction.

I thought I was stilling focusing on me.
But small things slipped.
Annnnndd the data doesn't lie.

I KNOW what to do.
I just stopped doing it often enough....

But I am really sick of having aches at 35 and an inanimate object telling me to sleep and move more 😅

And because nothing good comes without accountability.....

I am challenging myself to 90 days of doing what I know I need to.

I want to reach my birthday this year and be fitter and healthier than ever.

LFG 🔥 🚀 


Annnnnd just remember most people don't have their 💩
even if you think they do 🙃 😬

Only 12% of VC funding went to women-led startups in Europe last year.

Women still earn 77 cents to every dollar.
Women hold just 27% of parliament seats.
1 in 4 countries is rolling back women's rights. 
Around 1 in 3 women globally has experienced violence. 
134 years until we reach gender equality at current pace.

A very, very unhappy internationals women's day from me to you.

We need to do better.

If you thought you were tired…


Try having kids and a career.

Congrats. You just became superwoman. 🦸‍♀️

You’re tired. But unstoppable.

Bringing you another round of non-AI slop news that's worth reading....


I saved these post this week... worth a read.

→ Did you actually READ the Anthropic labour market paper? Matt Bradburn
→ August 2026... EU AI Act 👀 @Thomas 
→ The main skill you need Alicia Grimes
→ How to switch from ChatGPT to Claude Allison King
→ Making JSON easy Paul Karrmann
→ What Anthropic's HR plugin actually is.. by @me 😛

Grab a ☕ and enjoy this week's reads ✨

As always let me know what you think 👇🏻

This newsletter is sponsored by our friends at Remote

AND we are doing a live demo of Remote this week!! Join me here: https://luma.com/8zd0r1tv


ps. I have a bunch of free learning sessions coming up, links at the end of the newsletter 🔥

This newsletter is sponsored by our friends at Remote Payroll shouldn’t be a monthly fire drill. If your HR and finance teams are still chasing timesh

Open article: Keeping up with AI in HR...  by Jessie Schofer • 6 min read

I'm a bit over the whole "HR is behind" narrative.


The people in HR I know, are diving in head first.

BUT.. and there is a big BUT.
There is still a gap.
And it is growing. 
Fast.

So we do need to make sure that individually we move on this.
(even if our workplaces aren't)

Because the pace of change has been ridiculous.

Most of us are heads down, keeping things running, while a whole world of tools keeps moving without us.

And here's what no one wants to hear:

You don't need to outrun AI.
You need to outrun the HR professionals that started six months before you did.

That's the actual race.

You’ve probably all seen the chart from Anthropic.

(its in the comments because it’s been posted so many times I saved you from seeing it again on your feed)

🦋 The blue is what AI is theoretically capable of across different job types.
🍒The red is what people are actually using it for.

That gap in the middle? That's the opportunity.

Management. Business and finance. Legal. These are the areas AI can already do a lot in.

And the people learning how to work with it, direct it, and quality check it are the ones building skills that companies are hiring for.

For HR that means using AI for the repetitive stuff so you can protect your time for the work only humans can do.

That's not a “nice to have anymore”.
That's the job.

And I am sorry, nobody can learn this for you.

Reading posts like this is a start.
But scrolling past is not where you should stop.

You have to get curious, learn new stuff and get hands on!

That's why I run free community webinars for you all.

So we can learn together (me included), come join us!

____________________

💛  Some session you might be interested in:

AI transformation playbook - https://luma.com/jmvvxaml
When not to use AI in TA - https://luma.com/ungtf0x4
Claude CoWork for HR - https://luma.com/af79v2eq
AI Automation for HR- https://luma.com/6zkju96h
Claude Skills for HR - https://luma.com/48c20rzj
n8n for recruiting - https://luma.com/e2v8eagi
Claude Code for HR - coming soon 👀

💛 And some people I follow for AI learning:

Deb Haas ✨
Paul Karrmann
Alexandre Kantjas
Joe Atkinson
Matt Bradburn
Sol Rashidi, MBA

FREE LIVE HR TECH DEMO 🚨

You’ve 100% heard of Remote.
But have you seen what it can do?!

EOR
Global Payroll
Contractor Management
HR automations
AI performance reviews

Join co-host Emily and I to see it in action with Andy from Remote.

📅 Date: 12 March 
⏰ Time: 15:30 CET | 14:30 GMT

Register here to watch it: https://luma.com/8zd0r1tv

ps what tools should we do next? 👇

Open article: Remote Demo: Global HR & Payroll · Luma by luma.com

If you love how fun I am on LinkedIn you should…



follow me on Instagram: https://lnkd.in/dn8tiZGP

✨ spoiler alert.. I don’t talk much about HR tech over there ✨

Just a little end of women’s week shout out to….




Cecily Motley

She’s a female founder and CEO.
She supported me when she didn’t have to.
She’s great fun and also super funny at the same time.

She helped me with how to do sales pitches, confidence and way more than I could ask for.

And she’s MY client 😂

She doesn’t know I am writing this.
But THANK YOU.

Just a little shout out because when women support women, good things happen.

We need more examples of women doing this.

There is space for everyone to win.

Tag a woman who has helped you below

Let’s take this IWD vibe into the rest of the year 🚀

Being uncomfortable is a superpower.


My interview with Natasha Nuytten founding CEO of CLARA was a brilliant look into what it REALLY takes to build when you are deeply committed to doing it right

It's not an overnight success story.

Just an honest talk about risk, showing up authentically and building with people at the centre

Natasha taught me this 👇

→ calculated risk beats blind courage
→ the hardest feedback is often the most important
→ you can have the best product and still have to fight to be heard

Natasha went from 30 years across industries  → founding CEO 📈

She really shows it's possible to be deeply human, take big risks and build something that actually matters without losing yourself in the process.

The episode is out now on Founder Stories 🎧 https://lnkd.in/dvjvR_Bd

ps: if you are building HR tech and want to be on the podcast, reach out 🙂

_____________

Founder Stories is all about the human side of the people who build HR tech, why they started, how they think and what drives them.

Subscribe here so you don't miss any: https://lnkd.in/dZqgTUZk

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