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

Taiwan HR teams can no longer watch AI from the sidelines: SHRM's 2025 Talent Trends shows AI use in HR jumped to 43% (from 26% in 2024), with recruiting leading the charge - 66% of adopters use AI to draft job descriptions and 44% to screen resumes - and 89% reporting time savings from those tools; these shifts matter for Taipei's tight hiring market and for companies scaling across Greater China.

At the same time, BCG's AI at Work research warns of a “silicon ceiling” - frontline adoption lags unless leaders back training and tools that turn curiosity into daily practice - and HR's “careful pace” (limited org‑wide rollouts) means pilots must be paired with governance and upskilling.

Practical options exist: combine measured pilots and clear policies, and consider cohort training like Nucamp's AI Essentials for Work bootcamp to build prompt-writing and applied AI skills for HR teams ready to move from experimentation to measurable impact.

SHRM 2025 Talent Trends report on AI in HR, BCG AI at Work 2025 research report, Nucamp AI Essentials for Work bootcamp registration.

Bootcamp	Details
AI Essentials for Work	15 weeks; courses: AI at Work: Foundations, Writing AI Prompts, Job Based Practical AI Skills; early bird cost $3,582; Register for Nucamp AI Essentials for Work bootcamp

“Times and conditions change so rapidly that we must keep our aim constantly focused on the future.” - Walt Disney

Selection began with Taiwan‑first guardrails: every candidate tool had to map to local rules like the Labour Standards Act, work‑hour/overtime limits, payslip and record retention obligations (failure to retain records can trigger fines up to NTD 300,000), and straightforward foreign‑hire workflows, so Taiwan guidance such as this hiring checklist was used as a baseline for legal fit Employment in Taiwan hiring checklist - comprehensive checklist for employers.

From there a threefold evaluation framework was applied: (1) compliance & security - encryption, PDPA/PIPL readiness, audit trails and AML/KYC controls emphasized in regional compliance guidance like Omni's APAC compliance playbook APAC compliance guide for FinTech HR teams; (2) product fitness - core HR capabilities (recruiting, conversational assistants, internal mobility, people analytics, performance, video interviewing) and integrability; and (3) vendor credibility & rollout risk - company stability, support, implementation approach, and pilotability following proven SaaS evaluation steps (scoping, demos, SLAs, change management) How to evaluate SaaS providers for HR - vendor evaluation guide.

Each tool was scored on those axes and on practical adoption drivers - governance, measurable pilot outcomes, and manager upskilling - so recommendations favor options that protect compliance while freeing HR to focus on strategy, not just automation.

Olivia from Paradox is a practical conversational hiring assistant for Taiwan teams wrestling with frontline and volume hiring - retail, hospitality, healthcare, logistics and manufacturing are all named use cases - because it automates screening, interview scheduling, candidate prep and first‑touch onboarding while plugging into ATS and calendar workflows like Workday and SAP SuccessFactors to keep everything auditable and local rollout-friendly; Paradox even surfaces hard ROI figures (40,000 hours saved per week, a 54% drop in cost‑per‑hire and $2M+ in annual savings) that make pilot metrics easy to justify.

For HR groups in Taipei and Kaohsiung, Olivia's SMS/chat/voice automation reduces the churn of chasing candidates and standardizes the first interview experience so hiring managers see consistent shortlists instead of fragmented inboxes, and it scales without rebuilding hiring flows.

Learn more about Olivia and partner integrations at Paradox, or compare other volume‑focused chat assistants in Carv's industry roundup to choose the right pilot partner for Taiwan deployments.

Paradox Olivia conversational hiring assistant for volume hiring, Carv conversational AI tools for volume hiring industry roundup.

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

Eightfold's AI‑native Talent Intelligence Platform is a strong option for Taiwan HR teams looking to accelerate internal mobility and skills‑based hiring because it integrates natively with SAP SuccessFactors and is internationalized and localized for global customers - meaning translated interfaces and regional best practices that help Taipei‑area enterprises roll out faster.

Backed by a skills dataset that the vendor cites as over 1 billion career trajectories, 1 million skills and 750K unique titles, Eightfold powers talent rediscovery, project staffing, career-site matching and diversity‑aware recommendations so organizations can surface internal candidates and reduce time‑to‑hire without depending on résumé keywords alone; these capabilities are paired with enterprise controls (auditable logs, encryption, ISO and SOC certifications and >99.5% SLA targets) to support compliance‑minded rollouts.

Starter pricing is published (USD 25,000 per quarter, one‑year minimum for the Starter Edition), and the platform's recruiting, scheduling, campaign and analytics features make it practical to pilot skills‑first talent programs that aim to keep talent moving internally rather than always recruiting externally - turning a dusty résumé archive into an active talent marketplace.

Learn more on the Eightfold Talent Intelligence Platform SAP Store listing - SAP SuccessFactors integration and the Eightfold feature overview on UKG Marketplace for a feature comparison.

Key fact	Detail
Integrations	Eightfold - SAP SuccessFactors integration (SAP Store)
Skills dataset	~1 billion career trajectories; 1M skills; 750K unique titles
Starter pricing	USD 25,000 per quarter (minimum 1 year)
Security & compliance	Encryption, ISO standards, SOC 1/2, auditable logging, >99.5% SLA (Eightfold feature overview on UKG Marketplace)

For Taiwan HR teams facing hard-to-fill roles and a razor‑thin talent market, SeekOut offers an enterprise‑grade talent intelligence layer that quickly turns scattered profiles into actionable pipelines: its Recruit search spans 1B+ profiles (and your ATS), semantic AI surfaces hidden expertise such as GitHub contributions or patent authorship that keywords miss, and SeekOut Spot promises screened, qualified candidates in 14 days - useful for Taipei tech hiring surges or island‑wide campus drives where speed and accuracy matter.

The platform also stitches external market analytics and internal mobility so managers can redeploy talent instead of always buying new hires, and its DEI filters and representation dashboards help measure progress against inclusion goals.

For teams that need surge capacity, Spot can activate in 48 hours and the vendor cites up to an 80% reduction in repetitive work and 14–30 day fills versus typical 65–85 day cycles - small pilots can prove ROI fast while preserving auditability and ATS integrations.

Learn more on SeekOut's platform page, their primer on talent intelligence, or the diversity recruiting overview.

Capability	Detail
SeekOut Spot	Screened, qualified candidates in 14 days
Productivity gains	Cut ~80% of repetitive work; recruiters 2.3x more productive
Time-to-fill	14–30 days vs typical 65–85 days for technical roles
Hidden talent	Semantic AI uncovers patents, GitHub activity and non‑keyword signals
DEI	Diversity filters and representation dashboards

“We wouldn't have been able to make these critical hires as fast as we did without [SeekOut's] help.” - Michele Mcdonald, Physician & Provider Recruiter, Wellpath

When employee relations cases come thick and fast in Taiwan - where written agreements and records often must be Mandarin‑language and tightly aligned to the Labour Standards Act - HR teams need more than checklists: they need defensible, auditable case management that keeps humans in charge.

HR Acuity's AI employee relations platform brings olivER, an ER‑trained companion that summarizes cases, suggests context‑specific interview questions, powers a multilingual anonymous hotline (Speakfully), and delivers trending and executive summaries without drawing legal conclusions - so investigators can explain every step if challenged in a deposition.

Built for ER workflows, the platform emphasizes bias mitigation (it excludes demographic data from recommendations), enterprise security, and integrations that reduce manual handoffs with core HR systems; see the HR Acuity employee relations AI platform overview and the HR Acuity guide to AI in employee relations for details.

For Taiwan deployments the combination of audit‑ready records, built‑in translation, and a clear policy‑first approach helps local HR teams scale trust while staying compliant with island rules on contracts, payroll and recordkeeping - useful context from local hiring guidance can be found in this Employer of Record Taiwan hiring overview.

Thoughtful pilots that pair HR Acuity's white‑glove onboarding with legal review make ER automation a tool for consistency, not a shortcut around accountability.

“HR Acuity has everything we need to handle employee issues consistently, confidently and compliantly. It's an ER solution that's built by ER professionals for ER professionals.”

Leena AI is a fast, enterprise‑grade HR chatbot that makes self‑service realistic for Taiwan HR teams juggling Mandarin/English support, payroll queries and tight onboarding windows: the vendor highlights quick deployments (14 days) and multilingual support so Taipei helpdesks can automate document submission, payslip extraction, leave and reimbursement requests, and run conversational onboarding and pulse surveys without heavy engineering.

Built to integrate with core HR systems like Workday, SAP and Oracle, Leena combines real‑time ticketing, intelligent routing and case dashboards with analytics that surface attrition risk and engagement gaps - practical features for compliance‑minded teams that need auditable workflows.

Vendor metrics include 100M+ employee conversations managed and ~40% of queries resolved automatically, and platform partners note dramatic ticket reduction claims for enterprise rollouts.

Explore Leena's product page or the UKG Marketplace listing for feature and deployment details: Leena AI HR Chatbot - Product Overview, Leena AI listing on the UKG Marketplace - integrations & ticket reduction.

Metric	Detail
Deployment	14 days (quick deployment)
Conversations managed	100M+ employee conversations
Resolution efficiency	~40% of queries resolved automatically
Reach	Trusted by 10M+ employees across 400+ organisations
Integrations	Workday, SAP, Oracle (HRIS connectors)
Ticket reduction (vendor claim)	Up to 70% ticket reduction via enterprise virtual assistant

“The deployment was smooth and the collaborations were great. The HealthPulse bot gave a quick up-to-date overview of the organization's health and safety status.”

Lattice brings a clear, practical AI layer to the performance and engagement workflows Taiwan HR teams already care about: AI-powered summaries that pull together goals, peer feedback and one‑on‑ones so managers spend less time hunting through notes and more time coaching, and writing tools that help craft concise, bias‑aware review language - a meaningful antidote to the 210 hours a manager can spend on reviews annually.

Its AI Agent and Manager Assist surface burnout flags, recommended growth plans and key‑driver engagement analysis within minutes, which helps Taipei people teams move from survey noise to prioritized actions without building custom models.

For cautious rollouts there are built‑in guardrails and privacy controls (Lattice cites GDPR and SOC 2 compliance) and clear product docs on the Reviews Writing Assist and data flows - note the feature shares review text with OpenAI and requires admin opt‑in.

Explore Lattice's AI capabilities and a detailed product update to see how these features map to pilotable, auditable HR workstreams in 2025. Lattice AI overview for HR teams, Lattice product update: new AI features for performance reviews, Lattice Help documentation: Reviews Writing Assistant.

"We know that HR teams are at the heart of driving business success, but they need tools that are flexible, powerful, and intuitive." - Sarah Franklin, CEO of Lattice

Leapsome brings a tidy, unified approach to performance, learning and engagement that Taiwan HR teams can pilot quickly - its strengths are continuous feedback loops, customizable review templates and built‑in surveys that turn annual review chaos into rolling, coachable moments for managers and remote or hybrid staff alike; with pricing from $8/user/month and a 14‑day free trial it's practical for Taipei mid‑market firms and fast‑growing startups that need measurable wins without heavy IT lift.

Recent AI Copilot updates (context‑aware prompts for past reviews, richer learning‑path features and multi‑language previews) make it easier to nudge managers toward better coaching and to export survey insights for leadership, while the platform's broad integrations and 360‑feedback tools support compliant, auditable workflows for organizations already using ADP, Deel or Slack.

Read an independent Leapsome performance management review or compare how Leapsome stacks up against engineering‑focused alternatives to decide whether a light, pilotable rollout (goals → feedback → learning) fits your Taiwan HR roadmap.

Independent Leapsome performance management review, Leapsome vs Exceeds AI performance management comparison.

Key fact	Detail
Pricing	From $8/user/month; 14‑day free trial
Core features	Goals, feedback, reviews, surveys, 360° feedback
AI & updates	AI Copilot (context recognition), multi‑language learning path previews
Integrations	75+ integrations (HRIS, collaboration tools)

“Managers note a shift in workload. ‘Reviews used to be a burden, but now they're grounded in data.'”

Gloat's AI-powered Talent Marketplace is a practical option for Taiwan HR teams that need to unlock hidden skills and redeploy people quickly: it matches employees to projects, gigs, mentorships and open roles while linking learning pathways to real work, turning a static résumé archive into a living “skills landscape” that surfaces candidates for urgent Taipei‑area projects or island‑wide redeployment needs.

The platform's Workforce Graph and Skills Foundation (built on billions of data points) power AI recommendations that have driven measurable wins for global adopters - Schneider Electric's rollout alone is credited with unlocking hundreds of thousands of hours - and Gloat now extends those capabilities to internal hiring and external sourcing with Gloat Hiring.

For cautious pilots, integration with SAP SuccessFactors and Workday plus built‑in change enablement makes experiments feasible; be aware language coverage has lagged in some rollouts, so plan localisation early.

Read Gloat's product overview on the Talent Marketplace and its explainer on how marketplaces transform HR to decide whether an internal‑first, skills‑based pilot fits your Taiwan roadmap.

Gloat Talent Marketplace product overview, How talent marketplaces can transform HR management - Gloat explainer.

Key fact	Detail
Workforce data	Workforce Ontology / Skills Foundation built on billions of data points (global coverage)
Integrations	SAP SuccessFactors, Workday, LMS providers (EdCast, Cornerstone, Skillsoft)
Notable customers	Schneider Electric, Seagate, Unilever, HSBC, Mastercard
Pricing signal	Reported enterprise pricing models; OutSail/market sources cite competitive PEPM ranges
Language support	Primarily English in earlier releases - localisation planning recommended for Taiwan deployments

“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.”

ChartHop turns the chaos of scattered spreadsheets into a single, interactive people source‑of‑truth that Taiwan HR teams can actually use: dynamic org charts auto‑sync with HRIS and payroll, an animated “time‑travel” slider shows how headcount and reporting evolved, and a map view plots people by city so Taipei, Taichung or Kaohsiung hiring plans become visible at a glance - no more last‑minute slide panics before a board review.

Its compensation bands and review workflows let managers run secure, auditable cycles with location multipliers and live budget tracking, while headcount scenario planning and AI‑powered dashboards help balance hiring plans with finance constraints.

For cautious rollouts, ChartHop's modular pricing and SOC‑2 controls make it plausible to pilot org design, compensation reviews and people analytics in parallel; learn how dynamic org charts work or explore the broader People Ops platform for feature detail.

How org chart software creates real‑time org visibility, ChartHop People Ops Platform - modules & capabilities.

Key fact	Detail
Basic pricing	$2 per employee per month (org charts & core visuals)
Core modules pricing	$8 PEPM for first module; $4 PEPM for each additional; $9K annual minimum
Core capabilities	Org chart, headcount planning, compensation reviews, AI dashboards, map & time‑travel views
Security	SOC 2 Type 2, encryption, role‑based access controls

“Being able to visualize the org chart by any dimension (department, time zone, gender, squad) has empowered my team to make more strategic decisions.” - Shelby Wolpa, Former VP of People Operations, Invision

HireVue's video interviews and game‑based assessments can speed screening, but Taiwan HR teams should treat them like any other high‑stakes measurement: the tools analyze “tens of thousands of data points” - voice, word choice and facial expression - to produce competency scores, yet critics warn that the vendor's explainability is incomplete and the link between those metrics and real job tasks is unclear, especially for people with disabilities or non‑native speakers; the CDT analysis digs into gaps in HireVue's explainability and monitoring, and psychometric reviewers note that automated interview scoring models need stronger evidence of reliability and validity before being relied on for hiring decisions.

Practical pilots in Taipei should demand documentation of job‑related validity, clear accommodation flows, candidate consent and ongoing bias monitoring (the U.S. example of mandatory consent in Illinois is a useful precedent), and vendors must share the testing data and remediation steps that let HR defend decisions.

Treat AI assessments as auditable instruments, not black boxes, and design small, measurable pilots that prioritize fairness as much as speed. CDT analysis of HireVue AI explainability and monitoring, Young Australia analysis of hidden dangers in AI video interviews, APA PsycNet psychometric literature on automated video interview scoring.

“people are rejected all the time based on how they look, their shoes, how they tucked in their shirts and how ‘hot' they are”

Next steps for Taiwan HR teams boil down to a three‑point operating rhythm: Pilot, Protect, Measure. Pilot narrowly: pick one high‑value use case (volume screening, internal mobility, or an employee‑facing chatbot), scope success metrics up front, and run a short, auditable trial with one vendor so learnings are specific and transferable - Mercer's guidance on agentic AI and MIT's pilot warnings both argue for outcome‑first experiments, not broad bets.

Protect your people and the business by baking PDPA compliance, traceability and contract safeguards into every procurement (see practical procurement and contracting checklists for tech services), watch MODA/AI evaluation guidance and avoid risky cross‑border data flows flagged for national security, and demand vendor evidence on data handling and bias mitigation.

Measure relentlessly: tie pilots to clear KPIs (time‑to‑fill, candidate satisfaction, case‑closure time, error rates), report results to the board, and use findings to scale what's defensible.

Train the team to use AI well - cohort upskilling like Nucamp's AI Essentials for Work turns curiosity into repeatable skills and helps HR lead the change rather than react to it.

For legal context, review Taiwan AI and procurement guidance like Chambers' AI practice guide and ICLG's tech sourcing notes when drafting vendor contracts and SLAs: Taiwan Artificial Intelligence 2025 - Chambers Practice Guide, Technology Sourcing & Contracts in Taiwan - ICLG Guide, and consider practical upskilling options such as AI Essentials for Work bootcamp - Nucamp (15-week program).

Program	Key details
AI Essentials for Work	15 weeks; courses: AI at Work: Foundations, Writing AI Prompts, Job Based Practical AI Skills; early bird cost $3,582; AI Essentials for Work syllabus - Nucamp

“people are rejected all the time based on how they look, their shoes, how they tucked in their shirts and how ‘hot' they are”