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

For Wilmington HR teams in 2025, AI isn't buzzy hype - it's reshaping recruiting, learning and everyday HR work right now: SHRM's 2025 Talent Trends finds 43% of organizations use AI in HR (up from 26% in 2024) and that recruiting is the top area, with tools writing job descriptions (66%), screening resumes (44%) and automating candidate searches (32%) - all driving time savings for 89% of adopters (SHRM 2025 Talent Trends report on AI in HR).

Reports from Betterworks show AI moving from assistant to strategic co‑pilot, with 87% of daily AI users saying productivity rose - proof that the right tools can turn tedious screening into minutes, not days (Betterworks 2025 report: AI in HR).

Wilmington HR leaders should pair these efficiencies with upskilling and governance; practical training - like Nucamp's 15‑week AI Essentials for Work - teaches prompts, tool use, and ethical guardrails so teams can adopt AI responsibly (Nucamp AI Essentials for Work bootcamp syllabus and registration).

Bootcamp	Length	Courses	Cost (early/after)	Payments	Registration
AI Essentials for Work	15 Weeks	AI at Work: Foundations; Writing AI Prompts; Job Based Practical AI Skills	$3,582 / $3,942	18 monthly payments, first due at registration	Register for Nucamp AI Essentials for Work bootcamp

Selection for this Top 10 list focused on practical value for North Carolina HR teams - from Wilmington startups to regional mid‑market employers - so the methodology emphasized real-world fit over shiny features: proven time savings (some HR tools can cut CV screening time by up to 75%), strong integration with existing ATS/HRIS, scalability for SMBs, clear data‑security and compliance controls (SOC 2/GDPR), ease of use for busy people teams, transparent pricing, and vendor support for rollout and training.

Sources that informed the scoring include RecruitersLineup's feature‑and‑integration checklist for AI HR automation and vendor suitability, plus Biz4Group's AI readiness framework that stresses foundational, operational, and transformational readiness before buying - both helped prioritize tools that deliver measurable ROI and reduce implementation risk.

Special attention went to solutions that serve small‑business workflows (resume parsing, scheduling, onboarding automation) and to platforms that support auditability and bias‑mitigation so Wilmington HR leaders can scale responsibly and quickly.

“All you can look for in a video interview and candidate screening tool: Simple, intuitive, and stable” - Yusuf Mansur Özer, Grape Law Firm (customer testimonial for Hirevire)

HireVue is a go-to enterprise option for Wilmington HR teams that need scalable, AI‑augmented video interviewing - its platform combines video interview assessments (which research shows typically run 3–6 questions) with game‑based tasks (2–3 short games) and automated analysis to speed screening and standardize evaluation, but local teams should weigh efficiency against transparency and accessibility concerns; watchdog analysis flags limits in explainability and raises questions about how game assessments and “competency” measures map to real job functions (CDT review of HireVue's AI explainability statement).

HireVue offers enterprise analytics and global reach - features that can cut screening time dramatically - but also comes at premium pricing and implementation complexity (see the industry roundup of video interview platforms for a feature/pricing comparison).

Wilmington HR leaders can pilot with clear accommodations and governance and pair vendor pilots with local training and policy guidance to protect candidates and the employer brand (Practical steps for Wilmington HR teams on AI screening in 2025).

Feature	Detail
Assessment types	Video interviews + game‑based assessments
Typical format	~3–6 video questions; 2–3 game questions
Transcription/NLP	Uses Rev.ai and advanced NLP per vendor reports
Best for	Enterprises / high‑volume hiring
Pricing	Enterprise / custom (premium)

“meaningfully notified about how they will be assessed so they can seek redress under existing civil rights protections or request a reasonable accommodation.”

Eightfold AI is a talent‑intelligence play that Wilmington HR teams can use to turn internal skills data into practical action - think widening candidate pools without more job ads and creating promotion pathways that keep mid‑career talent local.

Its AI‑native platform (integrates with SAP SuccessFactors) surfaces skills across the workforce to speed hiring, guide upskilling, and staff projects with the right people, a capability Brandon Hall highlighted when Eightfold helped an employer map service technicians into diesel‑mechanic career paths (Brandon Hall Group analysis of Eightfold AI).

For Wilmington employers balancing tight labor markets and a need to retain regional workers, Eightfold's skills‑first approach supports internal mobility and targeted training rather than constant external recruiting.

The platform is enterprise‑grade - SaaS deployment, SAP integration, and compliance certifications - while Training Industry notes Eightfold's project‑staffing tools are used globally (155+ countries, 24 languages) to accelerate time‑to‑staff (Training Industry case on Eightfold AI project staffing), and SAP's listing outlines plans including a Starter Edition at USD 25,000 per quarter for organizations ready to pilot talent intelligence (SAP partner listing for Eightfold Talent Intelligence Platform).

Item	Detail
Platform	Eightfold Talent Intelligence Platform (AI‑native)
Integrates with	SAP SuccessFactors; SaaS cloud deployment
Use cases	Recruiting, internal mobility, upskilling, project staffing
Starter pricing	USD 25,000 per quarter (Starter Edition, 1‑year minimum)
Global reach	Available in 155+ countries, 24 languages (per Training Industry)
Security & compliance	SOC 1/2, ISO certifications, encryption, auditable logging

Leena.ai is a strong option for Wilmington HR teams that need a virtual HR assistant to deflect routine work and keep employees moving - its enterprise chatbot reportedly manages 100M+ employee conversations, deploys in as little as 14 days, and automatically resolves roughly 40% of routine queries so HR can focus on higher‑value work rather than help‑desk churn; marketplace notes even promise up to a 70% ticket reduction via its autonomous agent, with built‑in integrations for Workday, SAP, Oracle, Slack, and Microsoft Teams for seamless rollout across hybrid schedules.

For Wilmington employers juggling shift schedules and seasonal hiring, Leena.ai's onboarding flows, real‑time ticketing, multilingual support, and engagement surveys can turn repetitive leave and reimbursement questions into self‑service interactions - vendors position it as a way to shrink HR ticket queues fast while surfacing pulse‑survey insights to spot retention risks before they escalate.

Learn more about Leena.ai's HR chatbot and enterprise features and view the UKG marketplace listing for additional vendor information.

Item	Detail
Conversations managed	100M+ employee conversations
Deployment	14 days (quick deployment)
Auto‑resolution	~40% of employee queries resolved automatically
Ticket reduction (vendor)	Up to 70% ticket reduction via autonomous agent
Integrations	HRIS, collaboration tools (Slack, Microsoft Teams), knowledge repositories

“Almost all the employees have three primary needs– work that interests them, recognition for good performance, and involvement in the things happening in the organization.”

For Wilmington HR teams focused on hiring fairly and faster, Textio offers an “augmented writing” safety net that turns vague job posts into data‑backed invitations: its Recruiting product uses a Textio Score, gender meter and age graph to predict who will apply and how language lands, all powered by 30+ AI models trained on 1+ billion HR documents with 10 million new records added every month - imagine a job ad shaped by a billion signals rather than gut instinct.

Textio plugs into ATS and performance workflows so recruiters and managers get in‑the‑moment guidance (and branded, pre‑screened drafts) that reduce biased phrasing, eliminate jargon and shorten rewrite cycles; its 5Cs framework (compelling, competencies, culture, current, clear) also gives practical checks for inclusive postings and ideal lengths for clarity (Textio Recruiting product page for inclusive hiring, Textio 5Cs framework for inclusive job descriptions guide).

For North Carolina employers balancing rapid hiring with DEI goals, Textio's data‑driven edits can widen candidate pools without extra ad spend - so a Wilmington job post reads like an open door, not an exclusive club.

Metric	Detail
AI models	30+ models power real‑time guidance
Training data	1+ billion HR documents; ~10M new records/month
Fortune 500 usage	Used by 25% of Fortune 500 companies
Training history	10 years refining bias‑mitigation
Recommended JD length	300–660 words (per Textio guidance)

“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

For Wilmington HR teams building a performance culture in 2025, Lattice is a practical way to move from paperwork to coaching: Lattice Performance centralizes reviews, 1:1s, OKRs and succession planning while its Lattice AI tools promise to "write stronger reviews in half the time" and help teams "submit 41% more feedback," which translates into more frequent, actionable conversations instead of one‑off, memory‑based appraisals.

The platform's real‑time analytics and AI‑summaries surface team trends and high performers so smaller North Carolina employers can make fairer calibration decisions without expanding headcount; it integrates with common collaboration tools and scales from startups to mid‑market firms (Lattice is used by 5,000+ teams).

Learn more about the Lattice Performance platform overview and read the guide on how to evaluate and choose performance management software to see how a data‑driven review cycle can free managers for coaching and career conversations rather than admin work (Lattice Performance platform overview, Guide: How to Evaluate and Choose Performance Management Software).

Item	Detail
Core features	Performance reviews, 1:1s, goals/OKRs, feedback, talent reviews, PIPs
AI benefits	Write reviews faster; AI summaries, bias checks, surface team trends
Integrations	Slack, Outlook, Jira and common HR tool integrations
Example pricing	Plans from ~$4–$11 per user/month (engagement/grow/comp/performance bundles)

“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.” - Beverley Simpson, Lead HR Consultant, Linktree

Workday is the enterprise-grade HCM platform many Wilmington HR teams turn to when the goal is fewer spreadsheets and smarter people decisions: named a Leader in Gartner's 2024 Magic Quadrant, Workday's Human Capital Management suite combines a unified data core, Workforce Planning & Analytics, and the Workday Skills Cloud so teams can forecast needs, model costs, and map skills across the organization - helpful for local employers juggling seasonal roles or rapid growth (Workday Human Capital Management product overview).

Powered by Workday Illuminate™, its next‑gen AI surfaces predictive insights - think of spotting turnover risk or understaffed shifts like seeing a storm on the radar before it lands - while AI‑driven scheduling, payroll, and planning cut admin load and free managers to coach.

With over 10,000 customers (60%+ of the Fortune 500) and a suite built for extensibility and compliance, Wilmington HR leaders can use Workday to unify recruiting, performance, learning, and reporting into one source of truth (Workday Suite and Illuminate AI capabilities).

For Wilmington HR teams wrestling with tight labor markets and cost‑of‑living questions across North Carolina, Payscale brings fast, location‑aware compensation intelligence so pay decisions don't rely on guesswork; its Peer map‑based experience and AI‑modeled Payscale Verse dataset surface real‑time market pricing for specific jobs and locations, helping smaller employers price roles competitively without days of spreadsheet work (Payscale compensation products and data).

Backed by a multi‑step MarketMatch methodology and daily refreshes, Payscale's tools (Payfactors, Marketpay, Paycycle) let HR teams model pay for hundreds of local job titles, spot regional pay gaps, and run scenario planning that aligns offers with budget realities and retention goals - think seeing North Carolina pay bands on a map instead of guessing.

For teams that need auditability and defensible benchmarks during salary reviews or bargaining, Payscale's documented data methods make compensation conversations clearer and faster (Payscale data methodology and methods).

Metric	Detail
Customer reach	16,000+ customers; supports ~20% of the US workforce
Jobs priced (2024)	60M jobs priced through Payscale
Salary profiles	~54M individual salary profiles (crowd‑sourced)
Job coverage	~15,000 job titles with granular pay data
Key products	Payfactors, Marketpay, Paycycle; Payscale Peer & Payscale Verse datasets

“The way information is presented in Payscale is easier to interpret for both my team and ITX® employees. Yet the reporting is also granular enough that we can be very specific about the quantifiable aspects of the position, allowing us to assess employee performance as they gain experience and as the position evolves.” - Hernan Chiosso, VP of Global Talent, ITX

SeekOut is a practical, search‑first AI platform Wilmington HR teams can use to find hard‑to‑reach local and remote talent without endless scrolling - its cross‑channel search pulls public profiles, your ATS, alumni and internal candidates into one workflow so recruiters spend minutes, not hours, stitching lists together.

The engine indexes massive pools (800M+ public profiles, 40M+ technical profiles, 97M+ subject‑matter experts and 3.7M+ cleared candidates) and includes one‑click Diversity Filters (Women, Hispanic, Black/African American, Asian, Veteran) plus a Bias Reducer mode that hides demographic signals while sourcing by skills and experience; SeekOut says its diversity classifiers run with precision and recall above 90%, helping build defendable pipelines for North Carolina roles from registered nurses to niche engineers.

For Wilmington teams balancing tight budgets and DEI goals, SeekOut Assist and templated outreach help convert passive talent fast - think targeted, personalized messages that land in the right inbox at the right time, not another generic blast.

Learn more on the SeekOut product page and the SeekOut Diversity Filters help center.

Metric	Detail
Public profiles indexed	800M+
Technical profiles	40M+
Subject matter experts	97M+
Cleared candidates	3.7M+
Diversity filters	Women, Hispanic, Black/African American, Asian, Veteran (+custom options)
Bias mitigation	Bias Reducer mode / blind hiring options

“Bringing together diverse global talent is critical to the success of every software company and the competition for diverse talent is fiercer than ever. From day one, SeekOut's innovative AI-powered search, global power filters, diversity filters, and talent pool insight have been critical components of Aviatrix's global growth plan.” - Mario Linares, Head of Talent Acquisition, Aviatrix

Lyra Health is a practical, evidence‑backed option for Wilmington HR teams that need fast, culturally responsive mental health support: its AI‑powered provider matching connects employees to the right clinician - often with a first available appointment in less than a day - and keeps them engaged (Lyra reports more than 95% of members stay with their first matched provider), which matters when retention and productivity are on the line.

Employers in North Carolina will appreciate the hard results behind the tech: peer‑reviewed and market studies show AI matching can cut sessions and per‑episode costs, delivering measurable savings (including a reported $340 per member in published research) while maintaining clinical outcomes; see Lyra's AI matching guide: finding the perfect provider and the Lyra cost‑savings study on mental health care for details (Lyra AI matching guide: Finding the Perfect Match, Lyra study on AI cost savings in mental health care).

For Wilmington employers juggling shift work, seasonal hiring, and hybrid teams, Lyra's curated nationwide network and measurable ROI make it a tool that helps people get better faster - and keeps benefits budgets more predictable.

Metric	Detail
Typical access	Less than one‑day wait for first available appointment
Engagement	95%+ stay with first matched provider
Clinical impact	9 in 10 members improve with care
Cost & ROI	26% annual health plan cost reduction; up to $340 savings per member
Scale	Nearly 12M sessions delivered; 20M+ people supported

“This study demonstrates that AI, using good data, can do more than streamline access to care; it can enable provider matches that get people better faster while retaining clinical quality. By leveraging AI to analyze extensive outcomes data we showed that smarter provider matching can deliver measurable cost savings while maintaining clinical results.” - Dr. Anita Lungu, Lyra Health

ActivTrak gives Wilmington HR teams a practical, privacy‑minded way to turn gut feelings about workloads into actionable signals: its guidance on productivity metrics (Average Daily Productivity, Utilization Level, and Productive Time Composition) helps spot patterns - like a slow post‑lunch fall in focus that often precedes burnout - so managers can have timely, humane conversations instead of surprise exits; the platform tracks productive, focused and collaboration hours, app and website usage, and supports deeper productivity analysis backed by the ActivTrak Productivity Lab's benchmarks (ActivTrak productivity metrics and productivity management) and the 2025 cross‑industry benchmarks report (ActivTrak Productivity Benchmarks Report 2025).

For small North Carolina employers, a clear dashboard that maps utilization levels and time composition into practical 1:1 talking points can save hours of guesswork while protecting engagement across hybrid and shift schedules.

Item	Detail
Core productivity metrics	Average Daily Productivity; Utilization Level; Productive Time Composition
What it measures	Productive/focus/collaboration hours, app & website usage, activity timelines
Data backing	ActivTrak Productivity Lab (data from 9,000+ customers and 250,000 users)
Benchmarks timeframe	Aggregated data Jan 1, 2022 – Dec 18, 2024 (2025 report)
Free plan note	Free tier limited to small user counts (e.g., 3 users per free plan)

Wilmington HR teams ready to move from experimentation to impact should treat AI adoption like a roadmap: start by mapping one high‑value pilot (recruiting or employee self‑service), define clear KPIs (time‑to‑hire, ticket reduction, retention), and build governance and audits into every rollout so decisions stay transparent and defensible - AIHR guide: How To Build Your HR Roadmap for 2025 & Beyond AIHR HR roadmap for 2025.

Prioritize upskilling and leadership sponsorship - BCG report: AI at Work 2025 BCG AI at Work 2025 findings on adoption and training.

Finally, start small, measure fast, and expand what works: SHRM research shows recruiting is the top AI use case and 89% of adopters see time savings - SHRM 2025 Talent Trends: AI in HR SHRM 2025 Talent Trends on AI in HR; for practical upskilling, consider cohort training like Nucamp's AI Essentials for Work to build prompt literacy, tool use, and ethical guardrails across your team Nucamp AI Essentials for Work bootcamp.

Bootcamp	Length	Courses	Cost (early/after)	Payments	Registration
AI Essentials for Work	15 Weeks	AI at Work: Foundations; Writing AI Prompts; Job Based Practical AI Skills	$3,582 / $3,942	18 monthly payments, first due at registration	Register for Nucamp AI Essentials for Work bootcamp