AI for HR and Recruiting, With a Person Deciding.
HR and recruiting teams leave with prompts for job posts, candidate replies, interview guides and onboarding they can use Monday, and a clear line AI does not cross.
Chris Sund speaks at SHRM chapter meetings, state HR conferences and recruiting team events about practical AI for HR and talent acquisition: job posts that sound like a real place, faster response to candidates, interview guides, onboarding SOPs and policy drafts. He is COO of Nebula, an AI talent sourcing platform, and has spent a decade in healthcare staffing. The session draws a firm line: AI prepares the work, and anything that decides about a person needs a person deciding.
Why are HR conferences and SHRM chapters booking AI sessions?
Every talent team is being sold an AI tool right now. Some of it is useful. Some of it solves a problem recruiting never had while making the real one worse. HR leaders want someone who uses these tools in a hiring business to show what helps, what backfires and where the legal and ethical lines are.
This session is built for that room. It shows the low-risk, high-value uses first, then names the uses that damage the candidate experience or create exposure, starting with automated scoring and ranking of people.
Job posts that get read
Specific, honest postings built from what the work actually involves, instead of interchangeable requirement lists.
Candidate response time
The metric that moves. AI drafts replies and summaries so recruiters answer more people, faster.
Interviews and onboarding
Better interview guides and onboarding SOPs, drafted from your managers’ own knowledge.
A clear ethical line
No automated scoring or ranking of candidates. AI prepares the decision. A person makes it.
Six places AI gives HR and recruiting teams time back
The workshop is built on six areas. For HR and talent teams, each one is rewritten around hiring, onboarding and policy. Each card links to a full guide.
Find Revenue
Find where your candidates are.
AI researches where the people you need gather: schools, programs, associations, job boards and community groups, and suggests the next three places to show up. Your team picks the plan.
Read the guide→02Win Work
Answer every candidate faster.
Paste in a general candidate question, with personal details removed. AI drafts a clear, human reply and next step. Recruiters answer twelve people in the time it used to take for four.
Read the guide→03Strengthen Your Website
Fix the careers page.
AI reviews your careers page as a job seeker would: can they tell what the work is, what it pays, why to trust you and how to apply? It ranks the five fixes that matter most.
Read the guide→04Create Marketing
Turn one employee story into employer brand.
One real employee story, with permission, becomes a careers page feature, a LinkedIn post, a recruiting email and a short video script. Nothing is invented.
Read the guide→05Organize Operations
Turn interview notes into next steps.
Your own interview and meeting notes become a clean summary for the hiring manager and an action list. AI summarizes. It does not score or rank anyone.
Read the guide→06Build Repeatable Processes
Build onboarding SOPs and policy drafts.
A manager talks through the first week of a new hire for ten minutes. AI drafts the onboarding SOP. Policy drafts are marked for legal review before anyone uses them.
Read the guide→Tell AI Five Things
Every prompt in the session follows the same five-part structure, so attendees can write their own after they leave. Here is how it reads for a recruiter. The full framework is on Tell AI Five Things: The Five-Part Prompt.
Role
Who is it?“Act as a recruiter.”
Task
What should it do?“Write the job post.”
Details
What should it know?“Use the manager’s notes.”
Format
What should it make?“Under 400 words, one way to apply.”
Guardrails
What must it avoid?“Do not invent pay or perks.”
Role+Task+Details+Format+Guardrails
If the first result is weak, add the detail you left out.
Example: a job post that sounds like a real place
This is an example of how the five-part prompt reads for a recruiter. Paste the hiring manager’s notes at the bottom. Specificity is what stops the scroll.
The human-review step: the hiring manager and HR read the post, confirm pay, schedule and requirements are accurate and compliant with your policies, and approve it before it is published. Candidate data never goes into a general AI tool.
More prompts from the workshop, grouped by the six areas, are in the free AI Prompt Library for Business Owners. No email required.
Where AI helps HR, and where it backfires
The session takes the view Chris laid out in AI for Recruiters: What Works, and What Backfires. The tools should protect the human part of the job, not replace it.
Helps: drafting and preparation
Job posts, interview questions, summaries of your own notes, research before a call, and the scheduling and status messages nobody enjoys writing.
Backfires: fake personalization
Generated messages that drop in a job title and call it personal are recognizable. One honest sentence about why you thought of someone beats three paragraphs of manufactured warmth.
Backfires: automated scoring
Tools that rank, score or filter candidates are making employment decisions. That carries legal exposure that varies by jurisdiction and belongs with employment counsel, and it can reinforce past hiring patterns. The session does not teach it.
The rules for a talent team
Candidate data stays out of general tools. Every message is read by the person sending it. Disclosure follows a written policy set with counsel. Anything that decides about a person needs a person deciding.
Keynote, half day or full day
Delivered in person as a SHRM chapter program, an HR conference keynote or breakout, or a hands-on workshop for an HR department or recruiting team.
The six areas in one session
The framework, live examples from all six areas rewritten for your industry, and the Monday Morning close. Works as a general session or a breakout.
Hands-on with your own work
Attendees bring the tasks that eat their week and build their own prompts with the five-part framework, then test them on real examples from their own desks.
Teams build their own workflows
A hands-on workshop where teams build and test their own workflows across the six areas and leave with a written plan for who uses what, starting Monday.
Tailored to HR and recruiting
Before the event Chris asks which roles you hire for, where your process slows down and what your organization allows, then rewrites the examples around your job posts, candidate communication, interviews and onboarding.
The field guide
Attendees get the field guide with every prompt, the worksheets and a simple Monday plan. It is sent to the host as a PDF after the event to share with everyone in the room. Nothing on this site is gated.
Tool-neutral
Every prompt runs in ChatGPT or Claude, or in the tool your organization has already approved. No software to buy, no IT project, nothing to install.
Built for HR professionals and talent teams
The session works for HR generalists, recruiters, talent acquisition leaders and the managers they support. Nothing in it is legal advice, and employment law questions belong with your counsel.
Related pages: SHRM Chapter & State Conference Speaker · HR Conference Keynote Speaker · Recruiting & Talent Acquisition Speaker · Healthcare HR Speaker · AI for Recruiters · AI Keynote Speaker
Proof: HR stages, AI in recruiting, and an AI session that has run live
Chris delivered Take Back Your Time with AI to close the MICA 2026 Fall Business Meetings in Omaha in October 2026 for the Midwest Insulation Contractors Association, and presents it at the NFBA Conference & Expo (National Frame Building Association) in Columbus, Ohio, February 8–10, 2027. Those two rooms are where the session was built: owners and managers with real work in front of them and no patience for hype.
On HR stages, Chris spoke at DisruptHR Omaha 6.0 and DisruptHR Kansas City 6.0 in September 2026. On AI in recruiting, he led a members-only NATHO executive roundtable on candidate sourcing, lead generation and AI in November 2025 as a NATHO board member, and joined Holly Stewart on The Staffing Show for Leveraging AI in Recruitment in March 2026.
He is COO of Nebula, an AI-powered talent sourcing platform, and has spent a decade in healthcare staffing, a business that lives or dies on how fast it finds people and how well it treats them.
His topics are well researched, and he weaves in practical tips and real-life examples that make every session realistic and relatable.
Chris consistently brings knowledge, insight, and practical advice to every presentation, elevating the value he brings to every engagement.
Chris would be an incredible addition to any live audience. Each time he finds a unique way to connect on both a personal and professional level, keeping everyone engaged and attentive.
What HR and Recruiting Planners Ask
Do attendees need AI experience?
No. The session starts with a five-part prompt anyone can learn and builds from there, so people who have never opened ChatGPT can follow along. People who already use AI leave with better prompts, guardrails and a way to check the results.
Which AI tools does the session use?
ChatGPT and Claude. Every prompt runs in either one, and Chris shows the work in both. If your organization has already approved a specific tool, the examples run in that instead. Nobody is asked to buy new software.
Is our data safe?
The session teaches guardrails for exactly that. Resumes, applications, interview notes and anything from your ATS stay out of general AI tools. Use only what your organization has approved for confidential information, and if nothing is approved yet, that is the first project. Every message is read by the person sending it.
Can it be tailored to HR and recruiting?
Yes. Before the event Chris asks which roles you hire for and where your process slows down, then rewrites the examples around your job posts, candidate communication, interviews and onboarding. It can be built for healthcare, staffing, manufacturing or public sector HR teams.
Do you sell software?
No. Chris is COO of Nebula, an AI talent sourcing platform, which is part of why he uses these tools every day, but the session is tool-neutral and is not a pitch for Nebula or any other product.
Keynote or workshop: which should we book?
A keynote fits a general session or breakout: the six areas, live examples and one task to try Monday. A half-day or full-day workshop is hands-on, and teams build their own workflows on their own work. Many groups pair a conference keynote with a workshop for a smaller leadership or practitioner group. The full program is on Take Back Your Time with AI.
Stages I Have Spoken On
