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

Thailand's HR teams can no longer treat AI as a distant trend - Bangkok's National AI Master Plan and ongoing ethics debate show the technology is being woven into public policy and business strategy, from smart farming to banking (Thailand AI policy overview - Asia Society).

At the same time, global HR research makes clear AI is reshaping core HR work: Aon maps its use across talent, benefits and workforce planning, while Mercer finds generative AI can free up the equivalent of about 36 workdays per employee through automation and smarter self-service (How AI is transforming HR - Aon).

That upside comes with urgent needs - reskilling, data governance and ethical safeguards - so practical, role‑focused training like Nucamp's 15‑week AI Essentials for Work can help HR leaders turn risk into advantage (AI Essentials for Work registration).

Program	AI Essentials for Work
Length	15 Weeks
Focus	Use AI tools, write prompts, practical AI skills for work
Cost (early bird / after)	$3,582 / $3,942
Payments	18 monthly payments, first due at registration
Syllabus	AI Essentials for Work syllabus

“As with all new and rapidly changing technologies, it is natural for people to take a 'wait-and-see' approach. But when it comes to AI, human resources teams have a significant opportunity to lead the way. It's important not to miss the moment. By understanding how AI effects the workforce, HR can better prepare everyone for changes to come.” - Lambros Lambrou, Aon

Selection focused on practical fit for Thai HR teams: priority was given to tools that demonstrate local relevance (Thai language support, PDPA‑aware data handling and integration with local job boards), clear use cases across high‑volume and deskless hiring, and a people‑first design that supports AI literacy and governance rather than blind automation.

Emphasis came from regional signals - Sprout Solutions' State of HR discussions that framed AI as an “extension of your brain” and a scalable assistant, not a replacement, plus vendor comparisons that highlight ATS features such as AI candidate matching, semantic search and onboarding automation in Thailand's market (Sprout Solutions: Reimagining Recruitment in Thailand).

Practical criteria also drew on marketplace lists of Thai ATS options to ensure language, pricing and deployment models fit local employers (Top ATSs in Thailand - iSmartRecruit) and the Thailand HR Tech conversations stressing trust, wellbeing and human-centric features (Thailand HR Tech 2025 - HRM Asia).

The result: tools were scored for compliance, integration, candidate experience, scalability and demonstrable impact on recruiter productivity - think of AI as a “Harvard MBA assistant” for routine decisions, while humans keep judgment and culture front and center.

Selection Criterion	Weight
Core Services (sourcing, screening)	25%
Standout Services (analytics, mobility, wellbeing)	25%
Industry Experience	10%
Onboarding & Implementation	10%
Customer Support	10%
Value for Price	10%
Customer Reviews	10%

“Technology should enhance, not overwhelm, the human experience.” - Soontorn Dentham, Humanica

Paradox's Olivia is built for the high‑velocity hiring that Thai HR teams face in retail, restaurants, logistics and hospitality - a mobile‑first, SMS/web‑chat assistant that screens, schedules and answers candidate questions 24/7 so recruiters stop fighting admin and start hiring faster.

Olivia's conversational flows and ATS integrations (Workday, SAP SuccessFactors, Indeed and others) let teams automate routine touchpoints while keeping hiring managers in control, and Paradox's reporting shows application completion rates as high as 95% and a 99% reduction in time spent scheduling - turning days of back‑and‑forth into minutes.

That multilingual, API‑friendly approach can fit Thailand's dispersed frontline footprint and local language needs, and deeper playbooks like the Paradox High‑Volume Hiring Guide explain how to turn those efficiencies into measurable business impact.

For talent teams juggling hundreds of requisitions, Olivia isn't a replacement for judgment - it's the assistant that does the busywork so people can do the people work, and in practice that can mean thousands of recruiter hours reclaimed every year.

Feature	Impact
Conversational screening & scheduling	99% reduction in scheduling time; faster time‑to‑hire
Mobile & multilingual (100+ languages)	Higher completion rates (up to 95%); better frontline reach
ATS & partner integrations	Seamless workflows with Workday, SAP, Indeed; background check partners available

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

For Thai HR teams focused on strategic workforce planning and keeping talent inside the business, Eightfold AI offers a mature Talent Intelligence Platform™ that matches people to roles by skills and potential rather than just resumes; details in the Eightfold AI Talent Intelligence Platform guide show patented "potential prediction" algorithms, a Candidate Masking feature that removed gender bias across 1,213 interview selections, and a documented case where a Fortune 500 client lifted diverse hires by 47% in the first year (Eightfold AI Talent Intelligence Platform guide).

The platform is built for enterprise scale (155+ countries, ≥10,000 applications/day) and integrates with major HR systems like Workday, making it a fit for large Thai enterprises and public sector organisations that need internal mobility, succession planning and compliance-ready evidence; the tradeoff is implementation heft - research notes multi‑FTE configuration and training needs and enterprise pricing tiers (core modules from $650/month, enterprise licensing examples cited) (Eightfold.ai overview and features).

Capability	What it means for HR in Thailand
Bias mitigation	Candidate Masking validated across 1,213 interview selections to eliminate gender bias
Diversity outcomes	Case study: 47% increase in diverse hires within the first year
Scale & integrations	Operational in 155+ countries; Workday & multi‑ATS support; handles ≥10,000 apps/day

SeekOut - framed here as the archetype of advanced sourcing and talent‑market intelligence - matters for Thai HR because it turns broad labour‑market noise into actionable signals: think sourcing that highlights where scarce skills live, which roles are heating up, and which outreach messages actually work in Bangkok's fast‑growing tech scene (Talent sourcing in Thailand - SecondTalent).

APAC research reinforces this shift: AI‑driven direct sourcing combined with data and predictive analytics is now central to effective hiring strategies (APAC talent market insights 2022 - Magnit Global), and Thailand's State of HR conversations stress that these tools must amplify - not replace - the human touch in recruitment (Human‑centered hiring in Thailand - Sprout Solutions).

For Thai recruiters the practical payoff is memorable and immediate: market intelligence that turns a flood of resumes into a sharp, prioritized shortlist - so hiring teams spend less time hunting and more time building the teams that drive growth.

HireVue is an on‑demand, video‑based screening platform that lets recruiters capture verbal and non‑verbal cues (facial expressions, eye and body movements) and combines recorded responses with AI scoring and optional game‑based assessments - a workflow that can help Thai HR teams scale first‑round screening while standardising fit signals across large candidate pools; see the practical overview in the HireVue interview guide (HireVue interview guide (Corporate Finance Institute)).

Because the platform often runs like a “one‑way” video call, preparation matters: experts recommend rehearsed STAR stories, tight one‑minute answers, steady eye contact with the camera and minimal filler words to improve assessed communication traits (HireVue video interview tips (Management Consulted)).

HireVue also includes AI‑driven assessments and games used for trait scoring, so Thai employers should pair the tool with clear validation and candidate communication to address raised ethical concerns and ensure transparency (HireVue game assessments guide (GraduatesFirst)).

Feature	What it means for Thai HR
Video‑based, captures non‑verbal cues	Standardises early screening signals beyond resumes
AI scoring of recorded responses	Speeds sift but requires validation and transparency
Typical format: 20–30 min; ~5–8 behavioral questions	Efficient at scale; candidates need coaching on delivery

Leena AI feels built for the scale and language diversity Thai enterprises need: a generative AI HR chatbot that can go live in as little as 14 days and handles onboarding, real‑time ticketing, conversational pulse surveys and self‑service tasks (apply leave, extract payslips, submit documents) so routine HR work becomes employee‑driven instead of queue‑driven - in other words, what used to be a week of paperwork can often become minutes of guided self‑service.

The platform emphasizes real‑time case management and intelligent ticket routing, multilingual NLP across 100+ languages, and deep HRIS/collaboration integrations (SAP SuccessFactors, Workday, Slack, Teams and others), which helps larger Thai employers meet multi‑channel needs while deflecting a large share of helpdesk volume.

Vendor benchmarks and marketplace listings cite up to a 70% reduction in tickets and around 40% of queries resolved automatically, plus enterprise analytics for engagement and attrition signals - useful when HR leaders must balance service quality, PDPA‑aware data controls and fast time‑to‑value for distributed frontline teams.

Learn more from the Leena AI HR chatbot overview or the SAP partner implementation page for implementation details.

Feature	Measured / Claimed Result
Deployment speed	14 days
Automatic query resolution	~40% resolved automatically
Ticket reduction	Up to 70% deflection claimed
Languages & globalization	100+ languages; localized UX
Scale & trust	Trusted by 10M+ employees / 400+ organisations

“One needs a partner who shares the curiosity of solving business problems that were, earlier, limited by technology. We found the right partner in Leena AI to collaborate and convert ideas using AI-powered chatbots, into tangible results for the business.” - Alok Saxena, Associate Vice President, Coca‑Cola RPSI

Lattice packages performance, engagement and development into a single, manager‑friendly platform that can save Thai HR teams hours each review cycle: its AI tools summarize review packets, surface key driver analysis from engagement surveys, and offer writing assistance so managers can produce higher‑quality reviews in far less time - no small thing when Harvard Business Review pegs the average manager's annual review burden at roughly 210 hours.

Designed to make continuous feedback practical at scale, Lattice's Manager Effectiveness features flag burnout risks, suggest coaching talking points, and power individualized growth plans, while the AI Agent and Engagement Insights turn open‑ended comments into prioritized actions - features explained in more detail on the Lattice Performance overview and the Lattice AI product pages.

For Thai employers balancing growth, retention and data stewardship, Lattice's enterprise controls (including GDPR and SOC 2 commitments) and integrated analytics make it easier to move from raw sentiment to targeted interventions - imagine turning a weeklong review slog into a 30‑minute, evidence‑rich career conversation.

Feature	What it does
Performance Insights	Summarizes feedback and review packets to speed manager prep
Engagement & Key Driver Analysis	Surfaces top themes from surveys and recommends actions
Writing Assistance & Coaching	Improves review quality, checks bias and saves time
AI Agent & Manager Effectiveness	Answers policy questions, flags risks, recommends growth plans

“Lattice helps us remove unnecessary feedback burdens while making sure managers engage in meaningful conversations that drive impact.” - JD Slaughter, Group VP, Organizational Development & Effectiveness @ Huge

Gloat's AI‑powered Talent Marketplace is a practical lever for Thai HR teams facing tight labour markets: it turns hidden skills into visible opportunities by matching employees to roles, projects, gigs and learning in real time, so internal mobility becomes a retention and reskilling engine rather than a manual HR project (see the Gloat Talent Marketplace platform).

The platform's Skills Foundation and Workforce Graph unify data across HR systems and learning platforms to show who can be redeployed or upskilled next, and it plugs into major HCMs like Workday and SAP SuccessFactors to make those matches operational.

For organisations rethinking hiring strategy, Gloat Hiring extends the marketplace to compare internal and external candidates side‑by‑side, helping Thai employers prioritise internal growth while filling critical gaps fast (read the Gloat Hiring announcement press release).

The payoff is concrete: a mobile‑accessible talent marketplace that surfaces relevant internal matches within seconds, so leaders can keep institutional knowledge, cut external recruiting costs, and give people visible career paths that reduce turnover.

Feature	Why it matters for Thai HR
Talent Marketplace	Matches employees to roles, projects and learning to boost retention and internal hires
Skills Foundation & Workforce Graph	Real‑time skills visibility that breaks silos and informs reskilling
Integrations & Gloat Hiring	Works with Workday/SAP and compares internal vs external talent for smarter staffing

“This isn't about reducing headcount. It's about unlocking human potential with smarter systems.” - Lucrecia Borgonovo, Chief Talent & Organizational Effectiveness Officer

ChartHop turns org charts, pay cycles and headcount planning into a single, live workspace that Thai HR teams can actually use - no more fragile spreadsheets: the Headcount Planning module includes scenario types (create job, backfill, promotion, budget and custom scenarios) with real‑time budget impact and customizable approval workflows so leaders can model growth, reductions or reorganisations before they go live (ChartHop Headcount Planning documentation).

For mid‑sized or regional Thai employers, the platform's connected view - compensation cycles tied to performance, DEI analytics with time‑travel history, and role‑based access - means pay decisions and headcount moves are evidence‑led and auditable rather than guesswork; reviewers also benefit from AI summaries and draft plans that speed calibration and reduce bias, according to independent reviews (ChartHop review on Select Software Reviews).

Imagine turning a week of spreadsheet wrestling into live what‑if scenarios with instant budget visibility - useful when hiring needs shift overnight in Bangkok or across dispersed frontline sites.

Feature	Relevance for Thai HR
Headcount Planning (Scenarios)	Model hires, backfills and budget scenarios without spreadsheets; real‑time cost impact
Compensation & Performance Integration	Link pay cycles to performance and engagement for fairer, data‑driven decisions
Role‑based Access & Multi‑language Support	Protects sensitive data and supports distributed, multilingual teams

TeamSense's Employee Assistant is a text-first, SMS-powered frontline ally that fits Thailand's dispersed, hourly workforce by giving employees instant, policy‑backed answers - no app, no login - any time of day; it pulls from approved documents so replies stay accurate, automatically translates into 25+ languages, routes tough questions to HR, and surfaces anonymized trends that stop confusion before it becomes downtime.

For busy shift leaders and HR teams this looks like dramatic efficiency: employees can report an absence in under 10 seconds, get clear guidance on schedules or uniforms, and avoid the back‑and‑forth that fuels no‑call/no‑show problems, while HR sees fewer repetitive tickets and smarter staffing decisions.

See the TeamSense Employee Assistant product overview or read the TeamSense Employee Assistant launch post for a practical walkthrough of how it turns policy documents into on-demand frontline answers.

“We'd have to hire multiple people in HR just to make up a fraction of what Employee Assistant brings to the table. HR can't be there 24/7, but TeamSense can.”

For Thai HR teams that need an ATS tuned to local realities, iSmartRecruit pairs AI resume parsing and candidate‑matching with recruiter CRM and recruitment‑marketing features that make high‑volume and executive searches feel manageable - think semantic/fuzzy search, autopilot workflows and on‑premise options alongside automated job posting and email sequencing.

With a strong footprint in Thailand and beyond, the platform touts G2 and Capterra scores in the mid‑4s and support for a broad set of languages, and the vendor even invites local teams to book a demo of iSmartRecruit for the Thai market.

For teams focused on data hygiene and speed, their resume parsing guide explains how structured extraction feeds AI matching - so a stack of CVs becomes a searchable talent graph, not a pile of paperwork - and recruiters can test that workflow with a free trial or demo before buying.

Specification	Detail
Start Price	Get Quote
Free Trial / Demo	Yes (Free demo available)
On‑premise	Available
Ratings	G2: 4.8; Capterra: 4.6
Best Suited For	Staffing agencies, recruitment firms, executive search
Supported Languages	English, Spanish, Japanese, German, French, Bulgarian, Czech, Croatian, Latvian, Macedonian, Russian, Slovak, Albanian, Slovenian

“iSmartRecruit is one of the most flexible ATS out there. User-friendly layout, the support team is fantastic, easy customisations are available, the price is very affordable, and you get a lot of value for your money.” - Ilona H., Co‑Founder

Choosing the right AI tools for a Thai HR team in 2025 means picking technologies that amplify human judgment, respect local data rules and languages, and come with clear governance and metrics - think pilots that cut routine admin but keep humans in the loop.

Start with tools proven for Thailand's market and frontline realities, prioritize bias controls and audit trails, and measure impact with time‑to‑hire, quality‑of‑hire and candidate experience scores; Sprout Solutions' State of HR panel frames this as “AI as an enabler, not a replacement,” urging human‑centered hiring practices (Sprout Solutions human-centered hiring in Thailand).

For governance, follow practical playbooks that combine bias mitigation, model audits and TA‑IT collaboration as shown in MiHCM's best practices for 2025 (MiHCM AI in talent acquisition best practices for 2025).

And because skills matter, consider role‑focused training like Nucamp AI Essentials for Work bootcamp to turn unfamiliar tools into everyday HR levers that save hours and protect trust.

“The recruiter of the future is not just a function - it's a mission.”