Top 10 AI Tools Every HR Professional in Czech Republic Should Know in 2025

Czech HR teams face a fast-moving moment: SHRM research shows 43% of organizations now use AI in HR (up from 26% in 2024), with recruiting leading the charge - 51% use AI in hiring and 89% report time savings or efficiency gains - so a local AI toolkit becomes a practical necessity, not a novelty (SHRM 2025 Talent Trends: AI in HR).

But adoption without training is risky - 67% of respondents say organizations aren't proactive about upskilling - so Czech teams should start with three immediate moves: audit workflows, begin role-based upskilling, and appoint oversight (Three immediate moves for Czech HR teams in 2025).

For practitioners ready to build hands-on skills, the AI Essentials for Work program offers practical prompt-writing and job-based AI classes to help HR move from pilots to governed, productive use (AI Essentials for Work syllabus).

A clear toolkit today means more time for empathetic interviewing, career coaching, and strategic workforce design tomorrow.

Bootcamp	Length	Early bird cost	Syllabus
AI Essentials for Work	15 Weeks	$3,582	AI Essentials for Work syllabus

“There are a lot of guardrails and guidelines that we're putting in place around AI, just to make sure that we're legally compliant, to make sure that we're not letting it make decisions for us.”

Selection began with a simple rule: pick tools Czech HR teams can actually deploy without triggering legal or reputational risk, so GDPR and the EU AI Act sat at the top of the checklist - starting with a required Data Protection Impact Assessment (DPIA) for any recruitment AI (GDPR DPIA guidance for recruitment AI) and the AI Act's high‑risk classification for hiring systems to decide which vendors need extra scrutiny (EU AI Act risk framework for hiring systems).

Practical filters followed: clear lawful basis for processing, built‑in data‑minimisation and encryption, vendor transparency on training data and audit logs, bias‑audit reports, human‑in‑the‑loop controls and candidate rights workflows (access, rectification, human review).

Procurement also required local legal sign‑offs and a Czech labour‑code review before rollout - an easy checklist is available for legal review of AI‑generated HR content (Checklist for Czech labour-code legal review of AI-generated HR content).

The “so what?”: tools that failed these tests were dropped quickly - non‑compliance can carry penalties up to €20M or 4% of global turnover - so the final top‑10 favoured vendors that document DPIAs, support candidate rights, and commit to ongoing audits and training for HR teams.

“The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday's logic.”

For Czech HR teams wrestling with high-volume hiring in retail, manufacturing or logistics, Paradox's Olivia turns candidate chaos into a tidy calendar: the conversational assistant automates mobile-first applications, screening, reminders and multi-person interview scheduling (via SMS, WhatsApp, chat or email), and integrates with enterprise systems like Workday and SAP SuccessFactors so local teams keep a single source of truth - see Paradox's Conversational Scheduling for details (Paradox Conversational Scheduling product page).

Olivia's screening and conversational apply flows shorten time-to-apply (reported 63% reduction), lift same-day scheduling (91% scheduled same-day) and raise interview acceptance rates, while built‑in fairness, accessibility and global‑readiness controls help address Czech data‑privacy and compliance needs; explore the full product lineup on Paradox's site (Paradox AI product lineup and solutions).

The “so what?” is simple: recruiters save hours of admin every week and can spend that time on coaching and quality hiring, not calendar wrangling - sometimes literally walking away for dinner and coming back to a full slate of confirmed screens.

“I had a recruiter call me and say: ‘I walked away to feed my kids dinner, and when I came back later I had 30 confirmed phone screens on my calendar. I'm sold.'”

Eightfold.ai is a talent‑intelligence powerhouse Czech HR teams should watch for internal mobility and skills‑based hiring: when layered on top of an HCM like Workday it enriches employee records with predictive insights, surfaces hidden skills, and boosts internal fill rates so career paths become practical, measurable moves rather than HR wish‑lists - read about the Eightfold.ai Workday integration benefits Eightfold.ai Workday integration benefits (The Groove).

Recent product advances push beyond matching: an AI Interviewer improves candidate engagement 24/7, while the new Digital Twin captures “every employee's wisdom, knowledge, skills, and experiences” by integrating across email, Teams, Slack, CRMs, project tools and code repos - a single, searchable map of institutional know‑how that's available in 155+ countries and 24 languages, which matters for multinational Czech firms (Eightfold.ai talent intelligence at Cultivate 2025).

For Czech rollout, pair these capabilities with the local legal review checklist to satisfy GDPR and labour‑code requirements before surfacing profiles across the enterprise (Czech GDPR and labour-code legal review checklist for HR AI rollout).

Benefit	Workday + Eightfold.ai (combined)
Time-to-hire	Significant reduction through AI-driven identification and faster screening
Internal mobility	Increased internal fill rates by matching employees to opportunities based on skills and potential
Talent intelligence	Deeper, 360° insights combining internal data with external market signals

“With Digital Twin, we're honoring that human wisdom by making it visible, accessible, and enduring. It's a lot more than about understanding work - it's about elevating the people who do it,” said Ashutosh Garg, Co‑CEO and Co‑founder of Eightfold AI.

HireVue is a heavyweight option for Czech HR teams that need scalable, science‑backed video interviewing: its AI engine - trained on 70M+ interviews and able to analyse up to 25,000 data points per response - combines NLP, skills‑based assessments and enterprise integrations to cut time‑to‑hire dramatically while offering SOC2/ISO27001 and GDPR‑aligned controls; see Digidai's HireVue AI video interview deep analysis for the technical and outcome detail (Digidai HireVue AI video interview deep analysis (2025)).

That depth can be a double‑edged sword, though: civil‑rights reviewers warn the vendor's explainability disclosures leave gaps around game‑based tests, accessibility and who must explain results to candidates in the EU - a crucial risk for Czech deployments (CDT explainability review of HireVue AI explainability).

The “so what?” for Czech practitioners: HireVue can transform high‑volume assessments and improve candidate experience, but rollout needs strict local legal review, candidate‑accommodation plans and transparency steps - pair any pilot with a Czech labour‑code legal checklist before enterprise use (Czech labour-code legal review checklist for HR AI deployments).

Leena AI can act as a virtual HR helpdesk for Czech HR teams that run SAP SuccessFactors or multi‑vendor stacks, turning repeat queries into an almost “zero‑ticket” experience by unifying knowledge from SharePoint, Confluence and HR systems and auto‑filling onboarding forms so new hires arrive with paperwork already populated (Leena AI on the SAP Store).

Its generative‑AI assistant surfaces real‑time sentiment and predictive attrition signals, supports no‑code workflow orchestration across 1000+ integrations, and ships with EU data‑privacy and ISO‑27001 controls - important guardrails for GDPR and the Czech labour context.

For pilots, expect a mobile‑first, localized UI and enterprise SLAs, but pair any rollout with a local legal checklist to verify candidate rights and data flows (Legal review checklist for Czech labour code).

The “so what?”: fewer tickets and faster onboarding free HR to focus on coaching and retention rather than repetitive admin - like watching an empty support queue replace a once‑full inbox overnight.

Edition	Price / Setup	Includes
Enterprise Virtual Assistant Edition	USD 300,000 / Setup USD 50,000	1000 Users; 12‑month commitment
Price Upon Request Edition	Price upon request / Setup USD 50,000	1000 Users

Gloat's AI-powered Talent Marketplace helps Czech HR teams surface hidden skills, match employees to internal projects and roles, and convert one-off gigs into measurable career pathways - so talent gets redeployed faster and hiring budgets stretch further.

The platform's AI-driven Workforce Graph and skills-first matching democratize access to opportunities (mentorships, short‑term projects and full roles), which translates into concrete outcomes reported by global adopters: faster staffing, improved retention and large cost savings - exactly the leverage Czech subsidiaries of multinationals need when external talent is scarce.

For safe, compliant rollout, pair any pilot with a Czech labour‑code and GDPR Legal review checklist to verify candidate rights and data flows before scaling.

Read Gloat's Talent Marketplace primer to understand the model and visit Gloat's product hub to see how the platform activates internal talent.

Client	Reported outcome
Schneider Electric	Saved > $15,000,000 and unlocked 200,000+ hours
Seagate	$1.4M saved within 4 months
Mastercard	Unlocked 900,000 hours of productivity

“It's a complete rewrite of HR. You need to think differently about speed and how to go deep and broad in an organization using AI.” - Jean Pelletier, VP Digital Talent Transformation, Schneider Electric

Degreed is a strong candidate for Czech HR teams looking to move from compliance‑driven training to measurable, skill‑first development: the platform stitches learning, talent and work systems into an AI‑powered LXP that recommends personalised pathways, automates workflows and exposes skill gaps via a skills graph and real‑time analytics - see the Degreed Learning LXP platform overview (Degreed Learning LXP platform overview).

Its enterprise focus includes API integrations, Microsoft & Slack plugins, mobile apps and compliance badges (TISAX, SOC2, GDPR), which matter when connecting to Czech HRIS and multinational stacks; learn how the platform unifies skill data on the Degreed learning and upskilling platform features page (Degreed learning and upskilling platform features).

The platform supports curator and user‑generated Pathways, badges and assessments, and Degreed's experiments with emerging tech show a practical commitment to evaluating Gen‑AI features for L&D - so the “so what?” is concrete: organisations using Degreed have measured faster ramp times and huge scale in AI upskilling, turning recommendations into on‑the‑job assignments rather than dusty compliance checklists.

Client	Reported outcome
AstraZeneca	90% of employees developed new skills; 50,000 engaged; 300 pre‑curated learning paths
Ericsson	30,000 AI skills assessed using Degreed
TEKsystems	80% weekly engagement; 48,000+ badges; 4‑week faster ramp to revenue

“That ability to connect other partners through Degreed is so much further ahead of any LMS.”

ChartHop can be a practical backbone for Czech HR teams that want to turn scattered people data into clear decisions: its People Ops Platform combines interactive org charts (with an animated timeline slider), map views for location-aware hiring, AI‑powered dashboards and a live Data Sheet so headcount planning, compensation and performance all run from a single dataset - helpful when Czech subsidiaries need transparent budgeting and cross‑border scenarios.

The Headcount Planning module offers visual “what‑if” scenario modeling and collaborative forecasts while ChartHop Compensation supports configurable bands, real‑time budget tracking and visual compensation letters, and role‑based access helps protect sensitive data during reviews; see the ChartHop People Ops Platform overview and the deeper explainer on org charts for how the visuals and integrations work in practice (ChartHop People Ops Platform overview, ChartHop org chart software: dynamic org charts and time‑travel views).

For Czech teams balancing GDPR, cross‑company payroll and tight compensation cycles, ChartHop's unified view cuts spreadsheet chaos and makes pay decisions visible and repeatable - turning months of manual comp work into a single, auditable workflow and a calmer review week.

Plan	Price	Notes
ChartHop Basic	$2 per employee per month	No minimum; org chart, profiles, map, dashboard
Core Modules	$8 PEPM first module / $4 PEPM additional	Includes Planning, Compensation, Performance; $9,000 annual minimum

“Our first comp review cycle using ChartHop was an overwhelming success. It was kind of incredible. I kept holding my breath waiting for something to go awry because it was going too well; people were sticking to their budgets and doing things on time.” - Nanea Fujiyama, Director of People, Altruist

For Czech HR teams choosing how to orchestrate continuous performance and reviews, two complementary plays stand out: PerformYard for its highly configurable, user‑friendly toolkit (AI Review Assist, year‑round feedback capture and templates that scale “from 10 to 1,000+ employees”) and Betterworks for enterprise OKR alignment, agile goal orchestration and AI‑enabled coaching across large, distributed workforces - see PerformYard performance management AI features and demos (PerformYard performance management AI features and demos) and Betterworks continuous performance management enterprise capabilities (Betterworks continuous performance management enterprise capabilities).

Both platforms help eliminate review‑time surprises by turning scattered check‑ins into a single, searchable record, but Czech rollouts must also follow local legal review and data‑privacy checks to satisfy GDPR and national labour rules - start with the Nucamp legal and deployment checklist for Czech labour code (Nucamp legal and deployment checklist for Czech labour code).

The “so what?”: smaller Czech firms can get immediate wins with PerformYard's simplicity, while multinational subsidiaries may prefer Betterworks' enterprise cadence and OKR lens to tie continuous coaching directly to business outcomes.

Product	Signature strengths	Why Czech HR should care
PerformYard	AI Review Assist, customizable templates, continuous feedback capture	Easy setup for SMBs, turns year‑round notes into a single record
Betterworks	OKR alignment, enterprise goal tracking, AI coaching	Scales for large subsidiaries and aligns performance to strategic priorities

“Performance management can be a much more critical tool to an organization when it's used to better enable and grow their employees,” Caitlin Collins, program strategy director at Betterworks, shares.

Aeqium's compensation planning playbook is a practical fit for Czech HR teams that need pay-equity visibility plus rapid “what‑if” modeling: their 2025 trends report spotlights a fast shift off brittle spreadsheets (47% still rely on them today) toward AI‑driven planning that trims merit‑cycle effort, models off‑cycle adjustments and produces auditable recommendations - essential when inflation and tight budgets make every koruna count (Aeqium 2025 compensation planning trends report).

Pairing Aeqium-style scenario modeling with AI agents that flag pay gaps and recommend adjustments helps identify and close gender or role‑based disparities without guesswork (CandorIQ AI-driven pay-equity agents), but Czech deployments must bake in GDPR and labour‑code checks - use a local legal review checklist before automating raises or off‑cycle moves to keep compliance airtight (Czech labour code legal review checklist for HR).

The payoff is concrete: clearer budget trade‑offs, faster merit cycles and defensible, transparent pay decisions HR can explain to managers and auditors alike.

Metric	From the research
Organisations still using spreadsheets for comp planning	47%
HR leaders needing better compensation analytics	91%
Reported reduction in comp cycle times with automation	≈50%
Companies allowing off‑cycle pay adjustments	85%

ActivTrak offers Czech HR teams a practical, privacy‑first lens into how work actually happens - dashboards, Productivity Reports, Location Insights and workload‑balancing tools help spot overload, lost focus and app‑level bottlenecks so managers can rebalance tasks before people burn out; see ActivTrak's Productivity Reports for feature details (ActivTrak Productivity Reports).

Its 2025 State of the Workplace shows why this matters: workdays have shortened by 36 minutes while productive time nudged up, 70% of employees now show healthy work patterns, and AI adoption surged to 58% - but AI users work slightly longer days with less focus, a pattern Czech subsidiaries should watch when setting hybrid or RTO policies (ActivTrak 2025 State of the Workplace).

The “so what?” is concrete: use ActivTrak to justify office footprints, identify who needs coaching, and build local guardrails (pair any monitoring pilot with a Czech legal review checklist for GDPR and labour‑code compliance) (Legal review checklist for Czech labour code).

Key metric	2025 finding
Average workday shift	36 minutes shorter (now ends ~4:39 p.m.)
Productive time	Up 2% (≈6 hrs 17 mins)
Healthy work patterns	70% of employees

“The latest State of the Workplace report reveals healthier work habits on the rise driven by clearer expectations around remote work, core working hours and balanced workloads,” said Gabriela Mauch, Chief Customer Officer and Head of Productivity Lab.

For Czech HR teams moving from curiosity to contracts, a concise procurement checklist turns compliance from a headache into a repeatable process: verify vendor GDPR and security certifications, demand DPIAs and bias‑audit reports, and require clear AI‑transparency statements and SLAs with defined performance and audit windows - Ribbon's vendor compliance checklist is a practical starting point for these vendor questions (Ribbon AI recruitment vendor compliance checklist).

Next, treat the EU AI Act as a procurement requirement - classify systems for high‑risk hiring use, require model documentation and logging, and include model‑clauses or conformity evidence up front (see the Vanta EU AI Act procurement checklist for procurement steps and access reviews Vanta EU AI Act procurement checklist).

Make legal sign‑off and a cross‑functional team (HR, IT, legal) mandatory, pilot with phased rollouts and monitoring, and train recruiters on prompt governance and candidate rights - for practical, role‑based training consider the Nucamp AI Essentials for Work syllabus to build prompt and deployment skills before scale (Nucamp AI Essentials for Work syllabus).

Follow these steps to lower the chance of surprises - remember, non‑compliance can trigger fines up to €20M or 4% of global turnover - so start small, document everything, and iterate with quarterly audits.

Procurement Action	Why it matters for Czech HR
Vendor GDPR & security checks (ISO/SOC2, DPA)	Protect candidate data and meet local/regional law
Perform DPIA & classify under EU AI Act	Identifies high‑risk hiring systems and required controls
Contract clauses: transparency, SLAs, audit rights	Enables accountability and ongoing oversight
Phased pilot + monitoring + bias audits	Reduces rollout risk and surfaces issues early
Cross‑functional governance & training	Keeps HR in control and builds up internal capability