Top 10 AI Tools Every HR Professional in Chile Should Know in 2025

Chile's HR leaders face a clear choice in 2025: treat AI as a passing trend or a productivity lever that can reshape hiring, upskilling and day-to-day work. A Stanford study finds generative AI could “accelerate” nearly half of the tasks in the country's 100 most common jobs - boosting efficiency for roles from accountants to teachers and potentially reclaiming time equivalent to almost 12% of GDP - while the OECD warns Chile still lags OECD peers on productivity and needs urgent skills investment.

HR can pin early wins to admin-heavy processes, pilot agentic AI responsibly, and pair rollout with training and change management so people do higher-value work.

For practical next steps, read the Stanford study, the OECD analysis on productivity, or explore hands-on training with the AI Essentials for Work bootcamp syllabus (Nucamp) to build prompt and tool fluency for HR teams.

Program	Length	Cost (early bird)	Syllabus / Register
AI Essentials for Work	15 Weeks	$3,582	AI Essentials for Work syllabus (Nucamp) | Register for AI Essentials for Work (Nucamp)

“While there are real concerns about GenAI's impact on the workforce, there's also a major opportunity,” Gabriel Weintraub says.

Methodology: these top 10 tools were shortlisted with a practical, Chile-first lens: start by defining the biggest workforce problems and a clear strategy, assemble a cross-disciplinary buying team, and translate business needs into technical requirements (including international and local compliance and payroll coverage) before hunting vendors; then narrow to a 5–10 vendor shortlist, issue an RFP, run fully scripted demos with real use cases, and pilot the strongest candidates while measuring time-to-hire, time-saved and ROI. This approach follows best practices from TechTarget's step-by-step buyer's guide and the tactical vendor-shortlisting and demo advice from HR practitioners, acknowledges that selecting an HRIS is a multi-week effort like the 15-week average reported in AIHR's HRIS overview, and explicitly prioritizes interoperability and API checks for secure integration in Chilean stacks (see Nucamp's interoperability guidance) so pilots don't become siloed point solutions.

The emphasis throughout: choose tools that solve the hardest, most repetitive pain points (not just automate for automation's sake), require reference checks and adoption plans, and treat selection as an ongoing product-management effort with clear metrics for scaling across Chilean teams.

Selection Step	Why it matters
Define strategy & requirements	Aligns purchase to real HR priorities and compliance
Cross-disciplinary team	Brings HR, IT, finance and managers into decisions
Shortlist, RFP & demos	Ensures vendors prove value on scripted Chilean use cases
Pilot & measure	Validates adoption, ROI and integration before rollout

“Stop saying: ‘well, back in my day, we did things this way.' That's cool, but things have continued to change, right? And we've got to adapt if we want to stay relevant. I hope to always remain curious and sort of have that beginner's mindset, that learner's mindset.” – Andy Storch

Paradox's Olivia is built for the messy reality of high‑volume, frontline hiring - exactly the kind of weekend‑shift, multi‑site recruiting many Chilean employers wrestle with - and it does the heavy lifting via mobile‑first text conversations: short chat‑based applies, instant screening, and automated interview scheduling that can turn a 30‑minute desktop form into a three‑message chat so candidates stay in the funnel.

For HR teams juggling hundreds of hourly roles, Olivia's conversational ATS and CRM streamline scheduling, onboarding and events while tying into major systems (Workday, SAP SuccessFactors, Indeed) so pilots can scale without creating new silos; see the Paradox AI product overview for high-volume hiring or dive into the Paradox High-Volume Hiring Guide for recruiters for playbook ideas and metrics to test locally.

The business case is concrete: faster time‑to‑hire, higher completion rates and real cost savings - helpful when Chilean operations need to staff stores, clinics or logistics hubs quickly without growing HR headcount.

Metric	Reported Outcome
Time-to-apply	58% decrease
Hours saved	40,000 hours per week
Cost per hire	54% decrease
Annual savings	$2M minimum

“Paradox is the first solution that really knew how to do high volume recruitment; it's been a game changer for us.”

Eightfold AI positions itself as a talent‑intelligence engine that Chilean HR teams can use to turn skills, not just résumés, into actionable talent pools: patented matching and a skills‑based engine surface internal and external candidates, while Candidate Masking and a 1,213‑interview validation study claim to eliminate gender bias; one Fortune 500 case reported a 47% jump in diverse hires and NTT DATA's rollout created dynamic profiles for 20,000+ employees to speed internal moves.

For HR leaders in Chile who must balance diversity goals, local compliance and existing stacks, Eightfold's documented Workday and multi‑ATS integrations and enterprise security posture matter - but so does realistic resourcing: deployments can require ~5.1 FTE for configuration and ~6.0 FTE for training, and enterprise licensing runs significantly higher than core modules (research shows core modules from $650/month with enterprise averages cited).

Explore the detailed platform guide at Eightfold AI talent intelligence platform guide - StayModernAI or review features, integrations and pricing notes at Eightfold.ai features, pricing and integrations - SoftwareFinder to judge fit for Chilean pilots and interoperability plans.

Metric	Value / Source
Bias validation	1,213‑interview study - reported gender bias elimination
Diversity outcome	47% increase in diverse hires (Fortune 500 case)
Global reach	Operations in 155+ countries
Internal mobility scale	NTT DATA: dynamic profiles for 20,000+ employees
Implementation resourcing	~5.1 FTE config; ~6.0 FTE training
Pricing	Core modules from $650/month; enterprise avg ~$142,000

HireVue's AI-driven video interviews are a clear case study for Chilean HR teams weighing efficiency against fairness: the company removed its controversial facial‑analysis screening in early 2021 after public pushback, though audio and behavioral signals remain part of its assessments, so buyers must treat the tool as promising but imperfect (see SHRM's coverage of HireVue's facial‑analysis removal and WIRED's explainer on video assessments).

At scale - used by roughly 700 employers and reported to have screened more than 6 million videos - these platforms can speed screening, yet multiple investigations and complaints (including EPIC's 2019 filing) and research show measurable bias risks: facial cues and speech patterns have disadvantaged women, racialized candidates and non‑English speakers, creating a real concern for Chilean applicants evaluated in another language.

Practical takeaway for Chilean pilots: insist on vendor audit reports, disclosure and opt‑out options for candidates, validate models on local Spanish speakers, and keep humans in the loop so hiring stays legal and legitimate rather than opaque automation; imagine a candidate forced into awkward, exact camera framing and constant eye contact while an algorithm assigns a personality score - that's the clarity HR should try to avoid.

Metric	Source / Note
Facial analysis discontinued	Jan 2021 - SHRM / WIRED
Clients	~700 companies reported - WIRED
Videos screened	>6 million reported - WIRED
Privacy / bias complaint	EPIC complaint filed 2019 - multiple sources

“It was adding some value for customers, but it wasn't worth the concern.” - HireVue CEO Kevin Parker (WIRED)

Chile's HR teams evaluating talent‑intelligence tools should watch SeekOut for its blend of agentic AI and deep market visibility: SeekOut Recruit can spin a job description into targeted searches, surface patents, publications or GitHub contributions that otherwise hide in plain sight, and unify internal and external pools so hiring managers see where skills gaps live; the platform's new conversational search also lets sourcers use natural language instead of brittle Boolean strings to find candidates faster.

For high‑urgency roles, SeekOut Spot promises outcome‑driven sourcing - qualified candidates in days - while analytics and diversity filters help track representation across talent markets and competitors.

In short: SeekOut trades manual single‑channel sourcing for data‑driven pipelines and measurable speed gains, a practical option for Chilean companies that need to scale hiring without ballooning recruiter headcount - think fewer hours lost to keyword chases and more time selling the role to ideal prospects.

Learn more on the SeekOut Recruit product page (talent intelligence and sourcing) or read SeekOut's conversational search rollout for recruiters.

Metric	Reported Value / Source
Public profile coverage	“Nearly one billion public profiles.” - SeekOut Recruit
SeekOut Spot speed	Qualified candidates in ~14 days - SeekOut product page
Agentic‑AI time to initial candidates	As fast as ~3–4 days in examples - Madrona writeup

“From the moment we started thinking about SeekOut Assist, the goal was to make recruiting simpler using human‑driven, AI‑assisted flows.” - Claire Fang, SeekOut (news)

Lattice packs the practical features Chilean people teams need to turn cumbersome review cycles into useful development moments: customizable review templates and goal‑tracking that tie performance to OKRs and compensation, AI‑powered peer feedback summaries and performance insights that surface trends across open‑ended feedback, and analytics dashboards that help prove where to invest in skills and retention.

For busy managers - who, according to Lattice's product writeup, collectively spend roughly 210 hours a year on reviews - those AI summaries can reclaim meaningful time, but they work best when outputs are reviewed and localized: Lattice's phrase bank and AI prompts are a handy place to start when drafting clear, specific comments (see Lattice's guide to performance review phrases), and the company's roadmap for AI performance insights and a future

Manager Assist

shows where the product is headed.

Practical caveats for Chile: validate Spanish‑language wording and calibration before rolling AI into ratings (some independent reviews note multi‑language support limits), keep humans in the loop, and pilot with clear success metrics so Lattice augments manager coaching rather than replacing it; learn more in Lattice's AI feature update.

Feature / Plan	Note
Performance Management + OKRs	$11 per user / month (plan)
Engagement add‑on	$4 per user / month - pulse surveys & sentiment insights
Career Development add‑on	$4 per user / month - development analytics & libraries
Compensation add‑on	$6 per user / month - compensation cycles & benchmarks
AI features	AI feedback summaries, Performance & Engagement Insights (product updates)

Leena AI positions itself as a practical, enterprise‑grade conversational HR assistant that Chilean people teams can use to deflect routine tickets, automate onboarding and keep Spanish‑language employees moving - reporting 100M+ employee conversations managed, fast deployments (about 14 days) and automated resolution rates (40%+ reported, with some contracts claiming up to 70% ticket reduction/self‑service).

Its multilingual NLP, prebuilt integrations with major HRIS platforms (Workday, SAP, Oracle) and features for onboarding, payslip extraction, ticketing and pulse surveys make it a strong candidate for pilots in Santiago or regional operations that need quick wins without hiring more staff; see the Leena HR chatbot overview or the Leena marketplace listing for implementation notes and customer feedback.

Practical caveats for Chile: budget for integration effort, validate Spanish phrasing and payroll edge cases, and test ticket deflection on real Chilean use cases before full rollout.

Metric / Feature	Reported Value
Employee conversations managed	100M+ (reported)
Typical deployment time	14 days
Resolution / self‑service	40%+ automated; up to 70% ticket reduction claimed
Multilingual support	Yes - enterprise languages supported (suitable for Spanish)
Integrations	Workday, SAP, Oracle, Slack/Teams and more

“Efficient and intuitive: A great tool for internal HR automation.”

Gloat offers Chilean people teams a clear path to turn hidden skills into on‑demand capacity: its AI‑driven Talent Marketplace maps employee skills, aspirations and projects so internal mobility becomes a realistic fix for tight talent markets rather than a HR wish list, which is especially useful in Chile where upskilling and retention are priorities.

The platform's Workforce Graph and Skills Foundation create real‑time visibility across the organisation, surfacing candidates for short‑term gigs, mentoring and full roles so hiring leaders can redeploy instead of recruiting externally - think spotting the finance analyst who can pivot to a data‑product sprint without months of hiring.

Practical caveats for pilots in Santiago: Gloat is enterprise‑grade and integrates with major systems, but language support has historically been English‑first, so validate Spanish readiness and integration effort before committing.

For a product view and buyer guidance, see the Gloat Talent Marketplace product page and the Gloat internal mobility primer to weigh how it fits local change management and L&D plans.

Feature	Notes
Core offering	AI‑powered Talent Marketplace (skills, projects, mentoring, internal hiring)
Workforce data	Skills Foundation / Workforce Graph - large proprietary dataset and real‑time skills mapping
Integrations	Workday, SAP SuccessFactors, LMS providers (EdCast, Cornerstone, Skillsoft)
Language support	English‑first; confirm Spanish readiness for Chile pilots
Pricing	Enterprise / PEPM models (reported estimates $5–10 PEPM); custom quotes typical

ClearCompany offers Chilean HR teams a tightly unified talent OS that combines ATS, onboarding, learning, performance and compensation with built‑in Talent AI and ClearInsights - so hiring, development and retention are connected rather than stitched together; explore its Talent AI and ClearInsights overview at the ClearCompany talent management platform to see features like an AI Sourcing Engine that taps ~800M profiles, an AI Notetaker that auto‑summarizes interviews, and an AI Course Builder for fast, role‑specific learning.

The platform reports concrete wins (43% reduction in time‑to‑hire, 3x faster onboarding, and leaner HR teams) and supports Spanish and Latin America deployments with 100+ integrations to keep payroll and HRIS data flowing - good for Santiago pilots that need interoperability and localized language support.

For a broader view of how ClearCompany fits into the 2025 AI toolkit for HR, see ClearCompany's AI tools roundup for HR.

Item	Detail / Source
Key AI capabilities	AI Sourcing Engine (≈800M profiles), AI Talent Match, AI Notetaker, AI Course Builder - ClearCompany
Reported outcomes	43% reduction time‑to‑hire; 3x faster onboarding; 2x leaner HR team - ClearCompany AI claims
Languages & regions	Spanish support; Latin America coverage - Marketplace / product pages
Integrations	100+ partners (ADP, UKG, payroll & HRIS connectors) - product/marketplace pages

“It's really maximization of talent that drives company performance.” - Andre Lavoie

For Chilean HR teams focused on widening pipelines without adding busywork, Textio AI writing platform is a practical, data‑driven way to make job posts and feedback matter: its purpose‑built AI (30+ models trained on 1+ billion HR documents) scores copy in real time with a Textio Score, gender meter and age graph so recruiters can see who language will appeal to and fix exclusionary phrasing before posting; in practice companies using Textio have reported up to 30% more applications from women and as much as 40% more from underrepresented groups.

Use Textio Recruiting tools for inclusive job descriptions to generate an on‑brand first draft and then run the copy through its bias checks (see Textio Recruiting tools for inclusive job descriptions) or try the new Textio Generate a Job Post feature to speed first drafts while keeping DEI safeguards in place (read the Textio blog: Generate a Job Post).

The concrete payoff is simple: clearer, fairer job ads that help Chilean teams fill roles faster and reach a broader talent pool without sacrificing quality.

Metric	Value / Source
AI models powering Textio	30+ models - Textio AI writing platform
Training data	1+ billion HR documents, 10M new records/month - Textio AI writing platform
Fortune 500 adoption	25% of Fortune 500 have used Textio - Textio AI writing platform
Reported application impact	+30% women; +40% underrepresented groups - Textio / case examples
Generative feature	Textio Generate a Job Post feature - Textio blog

“The data speaks for itself. If you're using Textio and using the most inclusive language you can, you're going to attract candidates and get through the process quicker.” - Lacey Foster, Sr. Manager Talent Acquisition Programs, T‑Mobile

ChartHop turns messy org charts and spreadsheet black holes into a single, visual people‑ops canvas that Chilean HR and Finance teams can use to plan headcount, model budget impact and run secure, collaborative approval workflows - all without rebuilding reports every quarter.

Its Headcount Planning module lets managers drag‑and‑drop roles on an org chart, create side‑by‑side scenarios and watch real‑time budget dashboards update as hires, promotions or restructures ripple through totals - a helpful way to test what hiring in Santiago or a new regional hub really costs before a single requisition posts.

Connectors and ATS pushes mean approved scenarios can flow into recruiting pipelines, while map views and AI dashboards help spot where skills and pay gaps live across locations.

For Chile pilots, the practical checklist is simple: validate payroll and local ATS integrations, set up approval gates with Finance, and use ChartHop's scenarios to replace the annual spreadsheet scramble with repeatable, auditable headcount runs; learn more on the ChartHop Headcount Planning page or explore the broader People Ops Platform for module-level detail.

Feature	Why it matters for Chilean HR
Visual Scenario Planning	Test reorganizations and hiring mixes with instant budget impact
Map View	Analyze workforce distribution across Santiago and regional offices
AI‑Powered Dashboards	Surface trends and summarize open‑ended survey data for leadership

“Org planning in ChartHop has brought us out of the dark. Because we're in a shared environment, Finance and Operations can constantly see what's going on and what scenarios managers are working on.” - Dan Beksha, Head of Strategic Planning, Plaid

Choosing and scaling AI in Chile demands a pragmatic playbook: pick pilots that map to clear business pain (back‑office and high‑volume hiring are low‑risk, high-return starting points), require vendor solutions that integrate with existing HRIS and payroll, and measure success with use‑case KPIs (time‑saved, deflection rates, time‑to‑hire and adoption) rather than vague promises.

Public research underscores the stakes - one survey found a median HR AI ROI of about 15% but wide variance, so set tight success gates and tell the ROI story with both numbers and user stories (HREXecutive report on ROI of AI in HR).

Beware pilot trap statistics - industry analysis shows most pilots fail unless they're tied to strategy and vendor partnerships that plug into core workflows (Grant Thornton analysis: AI pilots that drive profits) and a July study warns many pilots don't deliver value unless built and governed correctly (MIT study: 95% of AI pilots fail to deliver ROI).

Build Spanish‑first training and measurement into every pilot (or start with a 90‑day plan), and consider cohort upskilling like Nucamp's Nucamp AI Essentials for Work bootcamp to turn early wins into sustainable capability across Chilean HR teams.

“To get to a point where you have ROI, you need to be in the journey for at least three to five years.”