A new Resume Builder study, covered by Axios, is raising serious questions in the HR and management world.

According to the findings, nearly 4 in 10 managers now trust AI tools like ChatGPT, Gemini, or Microsoft Copilot to help them make high-stakes decisions - including whether to fire, promote, or give raises to their direct reports.

It doesn’t stop there:

• 64% of managers say they already use AI in their work.
• Many rely on AI-generated insights in performance reviews, internal communications, and employee evaluations.
• One in four managers say they’ve already used AI to decide on firing an employee.

“Managers are using AI to make people decisions - whether companies like it or not,” said Jon Cohen, chief research officer at SurveyMonkey, as quoted by Axios.

These trends raise a key tension: while AI tools can speed up admin-heavy processes and reduce human bias, they can also introduce new risks - especially when used without transparency, proper oversight, or employee awareness.

AI requires more than access - it requires training

Introducing AI into sensitive areas like people decisions isn’t just about using the right tool. It’s about preparing the right people to use it responsibly. Successful adoption depends on training, internal ownership, and ongoing support.

At Ulla, we emphasise this part of the process. Every new organisation is offered tailored onboarding and preparation for those implementing Ulla - so that insights are used ethically, meaningfully, and in full understanding of their limitations. Small training sessions can make a big difference.

Ulla supports human-first decision making

Ulla doesn’t make decisions about people. Ulla helps teams make better ones.

With secure meeting summaries, role-based engagement analytics, and non-invasive insights, Ulla gives HR teams and managers the context they need to make informed, human-first decisions - based on real conversations, not guesswork.

Because performance isn’t just a number. And AI should support fairness, not shortcut it.

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