We re exploring features like automated payroll, salary advances, and expense management all built right into the Token Talent HR platform. Do you think this kind of all-in-one solution makes sense, or is it better to keep HR and finance tools separate?

Would love to hear your take!

Zubair, Founder @ Token Talent

I often see the media sharing articles about layoffs due to AI, how junior programmer positions are less in demand, how there is also a decreased interest in copywriters and graphic designers, etc.

About 2 weeks ago, Teammates launched a tool (AI HR-ist), and right now I came across a post from a local marketer who shared interesting data about Ask AI (an internal AI/chatbot system), which today handles almost 94% of all routine HR requests, such as:

• vacation requests

• onboarding new employees

• payroll information and attendance records

• benefit selection and answers to basic employment questions

Results of AI implementation at IBM

• 94% of the HR agenda is automated

• Payroll, vacation, administration even terminations have been automated

• $3.5 billion saved

• 40% drop in HR costs

IBM also claims that employees are happier. The HR department s internal NPS score increased from -35 to +74 after the implementation of AskHR (source: HR Asia). 6% of questions are still directed at people AI has not yet completely replaced complex or emotionally sensitive situations.

We built Token Talent HR after struggling with HR ops across cities. Hiring, onboarding, and payroll all felt disjointed especially with region-specific compliance and remote teams.

Would love to know:

• How are you currently handling HR/payroll in multi-location setups?

• What tools or hacks are you using to keep things streamlined?

• What features would your ideal HR tool absolutely need?

Let s discuss