Eightfold AI Change Management

Deploying a new AI recruiting platform is as much about people as it is about technology.

Eightfold change management should run in parallel with technical work so the organisation is ready to embrace the platform.

This phase covers communication, training (detailed in the next section), and ongoing stakeholder engagement to drive adoption.

Here are the key steps at this stage:

Develop a change management plan early

This is critical ideally at project kick-off. Identify stakeholders, craft clear messaging, and schedule change activities.

HSBC looked for implementation specialists with strong change management experience when preparing its Eightfold rollout. They recognised that shifting behaviour is crucial for success. Address “what’s in it for me?” for each user group.

Clarify messages per audience

Recruiters: Show how Eightfold makes work easier by automating sourcing, surfacing better candidates faster, and saving up to 16 hours a week on searches.

Hiring managers: Highlight better shortlists and a more data‑driven process.

Employees: Articulate how internal mobility features increase visibility of career opportunities and offer personalised training recommendations.

Prioritise communication

Keep messages open and frequent throughout the project. Use newsletters, updates, webinars, and dedicated Q&A sessions. Announce milestones to build awareness and excitement.

Eaton’s talent team communicated extensively as they modernised their TA process. They issued regular updates and involved HR and business managers to foster buy‑in.

Make communication two‑way

Provide channels for feedback and respond to concerns. Tackle common AI questions head‑on, such as “Will AI replace my role?” or “Is the algorithm fair?”

AstraZeneca’s leaders emphasise transparency and ethics to build trust. They share the principles guiding AI deployment to show that fairness and consistency are protected.

Engage change champions

Identify influential recruiters, HR business partners, and hiring managers who can advocate for Eightfold.

Many champions emerge from the pilot or UAT and bring enthusiasm back to their teams. Equip them with knowledge and extra training so they can support peers during rollout. Ask senior leaders to champion the change visibly.

For one organisation, regular notes from the CHRO or Head of Talent Acquisition endorsing Eightfold sends a strong signal. When top executives underscore importance, users understand that adoption is a priority, not optional.

Create a user community and support network

Set up forums in Teams or offer in‑person meet‑ups where recruiters can share tips and ask questions. Encourage peer learning.

Early users can share short stories about how they used Eightfold to solve a specific problem. Grassroots support boosts confidence and adoption.

Drive culture change

This can be achieved as a part of the change readiness. Incorporate Eightfold into standard procedures. Route all new requisitions through Eightfold for initial candidate matching before external sourcing.

Ask hiring managers to review Eightfold’s insights as part of selection. Use gentle nudges. Send reminders to users who have not logged in. Share positive results from teams who have. Small behavioural nudges can improve tech adoption over time.

Measure adoption after go‑live

Track login rates, searches, and other usage indicators. Follow up with users or teams that lag. Offer additional training or troubleshooting to remove barriers.

In summary, Eightfold change management is an ongoing effort. This starts before launch and continuing well after to ensure the workforce genuinely adopts Eightfold and fully realizes its benefits.