TLDR: A recent ResumeBuilder survey indicates that a significant majority of U.S. managers are leveraging AI tools for high-stakes human resources decisions, including determining raises, promotions, layoffs, and even terminations. The study highlights a concerning trend where AI often makes final decisions without human oversight, raising ethical questions about fairness and accountability in the workplace.
A new survey conducted by ResumeBuilder has unveiled a striking shift in modern management practices, revealing that a substantial number of U.S. managers are now relying on artificial intelligence for critical personnel decisions. The study, which polled 1,342 U.S. managers with direct reports, found that 6 in 10 managers admit to consulting AI when making decisions about their subordinates.
The survey, launched on June 24, 2025, and conducted online via the Pollfish platform, delves into the specific applications of AI in human resources. Key findings indicate that AI’s influence extends to some of the most impactful career decisions: 78% of managers using AI consult it for determining raises, 77% for promotions, 66% for layoffs, and 64% for terminations. This widespread adoption suggests that AI is no longer just a tool for initial screening but has become integral to high-stakes employment outcomes.
Perhaps most alarmingly, the ResumeBuilder report highlights that more than one in five (20%) managers frequently allow AI tools to make final decisions without any human input. This raises significant concerns about accountability and the potential for bias, especially given that two-thirds of managers using AI for employee management have not received any formal training on its capabilities or limitations.
In terms of AI tool preference, the survey found that over half of the managers primarily use ChatGPT. Microsoft’s Copilot was the second most popular choice at 29%, followed by Google’s Gemini at 16%. Beyond high-stakes decisions, managers also extensively use AI for other HR tasks, with 97% using it to create training materials, 94% for building employee development plans, 91% for assessing performance, and 88% for drafting performance improvement plans (PIPs).
The survey also touched upon the potential for AI to replace human roles, with 46% of respondents tasked with evaluating if AI could replace a position. Among these, 57% determined AI could replace the position, and 43% followed through, replacing human roles with AI.
Industry experts and policymakers are beginning to voice concerns over this rapid integration. Stacie Haller, chief career adviser at ResumeBuilder, cautioned against removing the human element from HR, stating, ‘While AI can support data-driven insights, it lacks context, empathy, and judgment.’ This sentiment is echoed in legislative efforts, such as California State Senator Jerry McNerney’s introduction of the ‘No Robo Bosses Act’ in June, aimed at preventing employers from allowing AI to make key decisions without human oversight. Senator McNerney emphasized, ‘AI must remain a tool controlled by humans, not the other way around.’ Even global figures like Pope Leo XIV, following his election in May, have labeled AI a critical challenge, stressing the need for ‘responsibility and discernment’ in deploying its ‘immense potential’ to benefit humanity rather than degrade it.
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The findings underscore a growing reliance on AI in the workplace, prompting a crucial debate on the ethical implications and the necessity for robust human oversight in decisions that profoundly impact individuals’ livelihoods and careers.
