Top 10 AI Tools Every HR Professional in Des Moines Should Know in 2025

Des Moines HR teams should treat 2025 as a pivot year: national research shows AI recruitment tools can cut cost‑per‑hire by up to 30% and predictive models can flag turnover with 87% accuracy, giving Iowa employers a concrete way to reduce vacancy churn and protect productivity across healthcare, insurance, and manufacturing employers in the region.

Those gains require transparency and human oversight - start with screening and scheduling automation, add bias audits, and train staff to use AI as a co‑pilot.

Read the underlying HR AI statistics at HireBee and see how modern AI recruiters reshape hiring at Asendia; for practical, role‑based upskilling, consider Nucamp's 15‑week AI Essentials for Work bootcamp to learn prompt writing, tool integration, and hands‑on workflows that HR teams can apply next quarter.

Program	Details
AI Essentials for Work	Description: Gain practical AI skills for any workplace; Length: 15 Weeks; Courses: AI at Work: Foundations, Writing AI Prompts, Job Based Practical AI Skills; Cost (early bird): $3,582 (after: $3,942); Payment: 18 monthly payments, first due at registration; Syllabus: Nucamp AI Essentials for Work syllabus; Registration: Register for Nucamp AI Essentials for Work

“Our AI recruiter handles the volume and initial assessment, allowing our human recruiters to focus on building relationships with qualified candidates.”

Selection focused on concrete value for Des Moines HR: tools were screened for feature depth, ease of use for nontechnical recruiters, ATS/HRIS integration, compliance and bias‑audit capabilities, and proven time‑to‑hire impact - criteria drawn from industry evaluations like HR Cloud evaluation criteria for HR vendor assessment and the HeroHunt 2025 recruitment automation report that flags sourcing, screening, and candidate communication as the highest‑impact areas.

Priority went to platforms that demonstrably turn days of manual search into minutes and that support clear human oversight and audit trails so healthcare, insurance, and manufacturing teams in Iowa can pilot fast and show measurable savings without sacrificing fairness; see the linked HR Cloud evaluation criteria and HeroHunt automation report for the underlying benchmarks.

Selection Criteria	Why it matters for Des Moines HR
Feature depth	Ensures tools cover sourcing, screening, interviewing and L&D needs
Ease of use	Speeds adoption by busy HR teams with limited technical time
Integration & compliance	Keeps data synchronized and meets state/federal rules
Impact areas	Focus on sourcing, screening, communication for biggest time savings
Security & auditability	Protects candidate data and supports bias audits/oversight

Paradox's Olivia is a mobile‑first conversational assistant that turns text‑to‑apply, screening, interview scheduling and onboarding into a single, automated flow - particularly valuable for Des Moines HR teams hiring across retail, healthcare, manufacturing, logistics and hospitality where high‑volume, frontline hiring is common.

The platform's Conversational ATS and Conversational Scheduling automate interview booking (panel, multi‑location, and reschedules), integrate with Workday/SAP/Indeed, and surface qualified candidates to your ATS so recruiters stop wrestling with calendar logistics; Paradox cites a 58% decrease in time‑to‑apply, a 54% decrease in cost‑per‑hire and examples of interviews scheduled in as little as 9 minutes, which translates into reclaiming the ~16 hours/week many recruiters spend on scheduling.

For Iowa HR teams focused on speed, fairness, and compliance, Olivia delivers measurable time savings while preserving human oversight and audit trails - see Paradox's product overview and Conversational Scheduling details for integration and feature specifics.

Metric	Paradox Result
Hours saved (global)	40,000 hours per week
Time‑to‑apply	58% decrease
Cost‑per‑hire	54% decrease

“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.'”

HireVue combines AI‑scored video interviews, game‑based assessments, and automated workflows to validate role‑specific skills at scale - claiming metrics like 60% less time spent screening, 90% faster time‑to‑hire, and up to $667,000 saved annually - making it a tempting choice for large Des Moines employers and for state or local agencies because it's the only FedRAMP‑authorized hiring solution for the public sector; see HireVue AI-powered video interviewing and assessments for feature and security details (HireVue AI-powered video interviewing and assessments).

At the same time, watchdogs caution that HireVue's explainability disclosures leave gaps around game‑based measures and accommodations, so Iowa HR teams should pair any rollout with vendor transparency demands, documented bias audits, and clear candidate notices (CDT critique of HireVue AI explainability).

Metric	Value
Screening time	60% less time
Time to hire	90% faster
Annual savings (example)	$667,000
Compliance	FedRAMP‑authorized (public sector)

Eightfold's Talent Intelligence platform pairs agentic AI with an unparalleled dataset to make internal mobility and skills matching practical for Des Moines employers in healthcare, insurance, and manufacturing: its AI interviews, evaluations, and summaries automate first‑round screening so recruiters spend time only on final decisions, while Career Hub continuously matches employees to courses, projects, mentorship and open roles to accelerate redeployment.

The system analyzes 50+ data types across 1+ billion career trajectories and 1+ million skills, creating a live skills map that helps HR fill niche roles from inside the organization faster than hiring externally - preserving institutional knowledge and cutting vacancy churn.

Learn platform capabilities in the Eightfold Talent Intelligence platform demo and explore specific upskilling workflows on the Eightfold Talent Upskilling page.

Metric	Value
Data types analyzed	50+
Career trajectories	1+ billion
Skills covered	1+ million
Aggregated learnings	10 years

Leena AI offers a no‑code conversational HR service delivery chatbot that Des Moines HR teams can plug into existing systems to deflect routine tickets and speed employee self‑service: the vendor highlights broad integrations on its Leena AI HR integrations and system connections page (Leena AI HR integrations and system connections), and analyst write‑ups note native connections to SAP SuccessFactors, Oracle and Workday that make payroll, benefits and onboarding lookups available 24/7 in reports on AI agents for HR (Workativ report on AI agents in HR).

Industry ROI studies list Leena among tools tied to major onboarding gains - examples include a 72% faster onboarding completion and a 56% reduction in onboarding workload - and point out chatbots' ability to reclaim roughly 15–20 hours/week for HR teams in ROI analyses of HR chatbots (HR Hub Media analysis of HR chatbots ROI and use cases), a concrete “so what?” for small Iowa HR departments juggling hiring across healthcare, insurance and manufacturing: more time to run audits, coach managers, and close open roles instead of answering repetitive queries.

Capability	Detail
Integrations	SAP SuccessFactors, Oracle, Workday (per vendor/analyst notes)
Channels & Localization	Multi‑channel support for chat widgets, Slack/MS Teams; multilingual capabilities
Reported impact (industry)	Up to 72% faster onboarding completion; 56% reduction in onboarding workload; ~15–20 hours/week HR time reclaimed

For Des Moines HR teams balancing tight hiring pipelines in healthcare, insurance, and manufacturing, Lattice works as a performance-and-engagement co‑pilot that turns messy review packets and open‑ended survey comments into immediate, actionable insights: Lattice AI synthesizes feedback, surfaces accomplishments and growth areas, and provides writing assistance so managers spend less time compiling notes and more time coaching - addressing the very burden that causes managers to spend roughly 210 hours/year on reviews.

Recent engagement updates add skip logic, shareable survey links for deskless staff, and PPT exports that shrink reporting prep from hours to minutes (Lattice engagement updates H1 2025 highlights), while the Lattice AI platform promises performance summaries, bias checks, and one‑click development plans to accelerate internal mobility and reduce vacancy churn (Lattice AI platform overview and features).

The practical payoff for Iowa: faster, fairer reviews and clearer action plans that free small HR teams to run audits, coach managers, and close open roles instead of wrestling with spreadsheets.

Metric	Value
Average manager time on reviews	~210 hours/year
G2 rating (Lattice)	4.7
Starting price (talent mgmt)	$11/seat/month

“With Lattice, our performance reviews are no longer just ‘ticking the box.' They've become pivotal, important, and meaningful conversations that help employees figure out their careers in the organization and beyond. That's allowed us to make a commitment to our people and their experience.” - Beverley Simpson, Lead HR Consultant, Linktree

Degreed packages enterprise-grade upskilling into tools Des Moines HR teams can actually deploy: the Degreed LXP stitches formal and informal learning into personalized feeds and skill‑based Pathways so busy HR owners in healthcare, insurance, and manufacturing spend less time curating content and more time proving impact; its new Degreed Open Library offers 500 AI‑refined pathways to lower reliance on costly third‑party courses, while Degreed Maestro provides AI coaching and rapid pathway creation to speed onboarding and targeted reskilling - concrete benefits for Iowa employers trying to cut vacancy churn and move front‑line hires to productivity faster.

Degreed's ACE and Pearson partnerships also make it easier to show validated learning outcomes, which helps retain talent by turning employer investments into recognized credentials.

Learn how the platform organizes skills, automates workflows, and measures change on the Degreed LXP overview and see the LENS 2025 announcement for the latest AI innovations that reduce admin overhead and accelerate skill adoption for enterprise teams.

Metric	Value
Degreed Open Library	500 curated pathways
AstraZeneca case study	90% developed new skills; 50,000 employees engaged; 300 pre‑curated pathways
Maestro early interest	35+ customers requested early access

“AI is the change we're facing, but AI is also the solution.”

Agentnoon turns static org charts into a live planning system that Des Moines HR teams can use to model hires, cuts, or clinic-by-clinic reorganizations without guessing - interactive charts sync in real time with 100+ HRIS so reporting lines, headcount and cost metrics update automatically, and leaders can export clean slides or CSVs for finance or board reviews in one click.

Use the scenario builder to compare current vs. planned structures side‑by‑side, forecast budget impact, and let Agentnoon Intelligence flag practical problems - like overloaded managers or excessive layers - before changes go live, a concrete “so what?” for Iowa employers in healthcare, insurance, and manufacturing who must move quickly while preserving service continuity.

See the product demo for org charts, review integration options, or download the whitepaper to learn how to pressure‑test designs with live data.

Capability	Detail
Real‑time integrations	Connects to 100+ HRIS (Workday, ADP, BambooHR, Google Sheets)
Scenario planning	Compare org charts, model headcount & cost impacts
AI insights	Detects span overloads, missing reporting links, hierarchy depth
Exports & collaboration	PowerPoint, PDF, CSV export; live collaboration & custom views
Security	ISO 27001 & SOC 2 Type II certs (platform security)

Aeqium brings automated compensation planning and pay‑equity diagnostics that Des Moines HR teams can deploy without a year of spreadsheet triage: its 2025 trends report notes 47% of companies still lean on spreadsheets while AI‑enabled planning can cut compensation cycle times by roughly 50%, letting small HR teams move from manual approvals to data‑backed decisions.

The platform centralizes salary, bonus and equity data, connects to common HRIS/payroll systems, and includes no‑code comp rules plus live budget visibility so managers can justify off‑cycle raises or remediate gaps with audit trails and employee‑facing total‑rewards statements - practical when hospital systems, insurers, and manufacturers in Iowa must act fast to retain frontline staff.

Implementation is pragmatic (technical setup in hours; typical onboarding 4–6 weeks), and enterprise security includes SOC 2 Type II; read Aeqium's 2025 trends and product overview to compare features and ROI.

Metric	Value
Companies still using spreadsheets	47%
Comp cycle time reduction (automated tools)	~50%
Technical setup	Hours
Onboarding	4–6 weeks
Security	SOC 2 Type II

“Positive ROI for dbt Labs, highly customizable, helps make thoughtful comp decisions.”

Deel streamlines payroll and compliance so Des Moines HR teams can stop firefighting local tax quirks and focus on people: its Global Payroll engine supports payroll across 150+ countries and all 50 U.S. states while the Compliance Hub and Continuous Compliance™ scan legal changes (minimum wage, worker classification, tax rules) and push proactive alerts - so a small hospital or regional insurer in Iowa can get notified the moment a state payroll rule changes instead of discovering it during an audit.

Automated gross‑to‑net calculations, a US self‑serve payroll option, and on‑demand pay (Anytime Pay) reduce manual corrections and cash‑flow headaches, while AI insights and an AI‑based Worker Classifier (research shows >90% accuracy in tested markets) help avoid misclassification penalties.

Security and integrations are enterprise grade, and practical rollout guidance and training are available to get teams from spreadsheets to consolidated, auditable payroll in weeks; read Deel's AI payroll playbook and product overview for implementation notes and feature specifics.

Capability	Detail
Global coverage	150+ countries; all 50 U.S. states
Compliance tooling	Compliance Hub & Continuous Compliance™ (real‑time alerts)
AI features	Worker Classifier (>90% accuracy), payroll analytics, predictive forecasts
Employee pay options	On‑demand pay / Anytime Pay
Security & standards	GDPR, SOC 2, ISO 27001 (platform security)

“AI coupled with that person can extend the person's productivity up to four or five times. We don't believe people can be replaced by AI; it's more that AI will be an extension and allow people to do more.” - Dan Westgarth, COO of Deel

SeekOut turns deep sourcing into a practical advantage for Des Moines HR teams by combining semantic AI with one of the largest candidate indexes - reported at roughly 780–800M public profiles - so hospitals, insurers and manufacturers can find niche skills (GitHub contributions, patents, publications) beyond keyword matches; the platform also offers managed outcomes (SeekOut Spot) that deliver qualified candidates in as little as 14 days, a concrete “so what?” for small TA teams that need fast, reliable pipelines.

Expect enterprise pricing and negotiation (Vendr reports an average annual contract around $26,649), with guide estimates showing entry tiers from about $499–$1,999/month depending on features and scale, so plan pilots and vendor negotiation before rolling out.

See SeekOut's product overview for agentic sourcing and Spot outcomes and review Vendr's pricing breakdown to budget accurately for 2025 hiring surges.

Metric	Detail
Candidate profiles	~780–800M+ public profiles (reported)
Managed outcomes	SeekOut Spot: qualified candidates in 14 days
Typical annual cost (reported)	Avg contract ≈ $26,649 (Vendr data); pricing negotiable
Indicative plans	Basic $499/mo · Pro $999/mo · Enterprise $1,999/mo (guides)

“SeekOut exceeds our expectations, especially in supporting our diversity efforts. We hit a home run and SeekOut is now deployed across our entire team.” - Beth Kester‑Warner, Recruiting Manager, ExtraHop

Build a practical AI HR stack in Des Moines by starting small, measuring fast, and training people: prioritize an AI onboarding engine to cut new‑hire time‑to‑productivity (Disco reports up to a 40% speed‑up) and launch a pilot - many vendors say pilots can run in as little as 14 days with full implementations in 4–8 weeks - then add sourcing, a service‑delivery chatbot, comp automation and payroll that integrate with your ATS/HRIS so gains are auditable and repeatable.

Act now because market readiness is uneven (Infeedo notes 72% of leaders are exploring AI while only ~3% currently use generative AI in HR), so Des Moines employers who pilot responsibly can capture measurable wins - faster onboarding, fewer open shifts, and reclaimed HR hours - without sacrificing fairness.

Pair technology pilots with local upskilling: practical bootcamps teach prompt writing, tool integration, and governance so HR teams can operate these systems with human oversight; explore the Disco onboarding guide for rollout timing and register your team for Nucamp's AI Essentials for Work to get role‑based training and hands‑on workflows that produce results next quarter.

Program	Length	Early‑bird Cost	Registration
AI Essentials for Work (Nucamp)	15 Weeks	$3,582	Register for Nucamp AI Essentials for Work bootcamp