If you've attended an HR conference lately or scrolled through LinkedIn, you've probably noticed something: everyone's talking about AI. Gartner predicts that 60% of enterprise organizations will adopt a responsible AI framework for their HR technology by 2026. AI-enabled skills management, HR virtual assistants, and intelligent applicant tracking systems are dominating the conversation.
And here's the thing—they should be. These tools are genuinely transformative when implemented thoughtfully.
But here's what concerns me: in our rush to adopt the latest AI-powered platform, we're skipping a critical step. We're forgetting to ask the most important question first.
Before "Which AI tool should we buy?" comes a much more fundamental question: "How does our team actually work?"
I see this pattern repeatedly in conversations with HR leaders, especially those in healthcare and multi-site operations. A practice is growing rapidly—maybe they've added three new locations in 18 months. Their current hiring process is breaking down. They know they need an applicant tracking system, and they've heard AI can help.
So they start researching platforms. They sit through demos. They compare feature lists. And somewhere in that process, they make a decision based on what sounds impressive rather than what will actually solve their underlying challenges.
Here's what we've learned after years of helping organizations implement HR technology: the platform isn't usually the problem. The process is.
When a dental practice tells me they're drowning in applications but can't find qualified hygienists, an AI-powered ATS might seem like the obvious answer. But when we dig deeper, we often discover:
No amount of artificial intelligence will fix these fundamental issues. In fact, automating a broken process often just helps you fail faster and at greater scale.
This is where Udder takes a different approach. We're not anti-technology—far from it. We're enthusiastic about what modern HR platforms can accomplish. But we believe technology should serve your people and processes, not the other way around.
Our consultative process starts with understanding:
Your culture. How do decisions get made? What does collaboration look like across your locations? What matters most to your team when evaluating candidates?
Your actual workflow. Not the workflow you wish you had or the one that looks good on paper—the real one, with all its quirks and workarounds.
Your underlying challenges. Are you really struggling with too many applications, or are you struggling with quality candidates finding you in the first place? These require very different solutions.
Your team's capacity. The most powerful platform in the world won't help if your people don't have the time or training to use it effectively.
Recently, we worked with a multi-location healthcare organization that was convinced they needed to replace their entire HR tech stack. After our initial conversations, we discovered something interesting: their existing tools were actually quite capable. The real issue was that each location had developed its own way of using them.
Rather than implementing a new $50K platform, we helped them standardize their processes and train their teams on features they were already paying for. They filled their open positions 40% faster within two months—without buying anything new.
That's not always the answer, of course. Sometimes you do need new technology. But understanding your "why" before selecting your "what" leads to dramatically better outcomes.
None of this means you should avoid AI-powered HR tools. In fact, when implemented after you've clarified your processes and needs, AI can be incredibly valuable:
But these tools work best when they're enhancing a solid foundation, not papering over cracks in a broken system.
If you're evaluating HR technology right now—whether for the first time or considering an upgrade—I'd encourage you to pause before diving into vendor demos. Instead, spend time on these questions:
If you're not sure how to answer these questions, that's actually valuable information. It suggests you might benefit from a consultative conversation before making a significant technology investment.
At Udder, we're committed to providing insights and value whether you ultimately choose to work with us or not. Sometimes the most helpful thing we can do is point an organization toward resources they already have or suggest they wait six months until they've sorted out an internal process issue.
That might not sound like typical sales advice, but we've found it builds the kind of relationships that matter—partnerships based on trust, where we're genuinely invested in your success rather than just our bottom line.
Because at the end of the day, HR technology should make your people's lives easier, your culture stronger, and your organization more effective. And that kind of transformation starts with understanding your unique situation, not with feature lists and pricing tiers.
Ready to explore what HR technology could do for your organization—or curious whether now is the right time to make a change? Let's have a conversation. No pressure, no sales pitch—just an honest discussion about where you are and where you're trying to go.
Connect with Len and the team at Udder to schedule a brief consultation.