Our managers want to use AI to draft performance reviews and screen candidate resumes to save time, but we are worried about losing our company culture. What parts of our People Component must remain entirely human to protect our Core Values?

Question

Tyler Smith · Accepted Answer

You must draw a hard line around your People Component. AI can optimize operations, but it cannot measure soul, alignment, or integrity. Specifically, evaluating whether a team member lives your Core Values and fits your culture must remain one hundred percent human. You should never use AI to score your People Analyzer. An LLM can analyze words on a page, but it cannot observe the subtle behaviors, trust, and peer interactions that define cultural fit. Similarly, while AI can help draft the initial structure of a job description or summarize a candidate's technical skills, a human must own the GWC evaluation. Determining whether someone gets it, wants it, and has the capacity to do the job requires deep human judgment, emotional intelligence, and shared operational context. If you use AI to screen resumes, you risk creating a sterile, automated hiring pipeline that filters out high performing, non traditional candidates who match your Core Values but do not use the exact keywords an algorithm expects. Keep AI in the background as an administrative assistant that schedules interviews, drafts standardized onboarding materials, or formats training documents. But when it comes to hiring, firing, coaching, and evaluating your people, your leadership team must look candidates in the eye and make the call. Protecting your culture is a human accountability that can never be outsourced to a machine.