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14.05.26
Moments that Matter
Automate the predictable... and create "wow" in the moments that matter!
Once we crack this agentic / AI stuff, so much of our world may feel very samey.
How do we create unforgettable experiences, that become legendary?
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Ideas
AI adoption,
AI process orchestration,
Moments that matter
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Moments that Matter
Moments that Matter
Scale Event
Date: May, 14th 2026
location: maven AGI – 399 Bolyston Street, Boston
Event Summary
Everyone is trying to reimagine how the people function operates in the era of AI. In the scrappy world of scale ups there is the opportunity to build the 0 to 1s right first time.
We explored what is means for an organisation to fully adopt AI. Had use cases both at the CX and people function level show cased and then explored what AI tools can be orchestrated into a modern tech stack.
We then paused for just a moment. Because once we crack this AI journey, so much of our world may feel very samey. Our competitive advantage in attracting and keeping the best talent could come down to the strong emotive moments with their employer, with their work.
We then ideated unforgettable talent lifecycle experiences, the Moments that Matter together.
The event was a blend of:
- X3 inspiring keynotes
- X2 workshop exercises
- networking and shared challenge sharing
Keynotes
From Curiosity to Culture
Amy Kruglak | SVP of People & Leadership Development
Amy shared a story and uncovered how Elucid went from modest AI adoption to company wide engagement in just 5 months.
What started with a leadership observation, became an obsession lead by the people function at Elucid.
Systematically understanding and breaking down the barriers that the team had around leaning in. When people are time poor, scared and unsure what’s accepted and what isn’t, it takes a co-ordinated response.
Through a true HR + IT partnership, Elucid named the problem, and then made the space for their people.
1) Context was set at a company wide level
2) Two lunch and learns were provided to the whole company, for different technical levels
3) A half day for unpressured play was created. The only rule being you had to play back what you learnt (Elucid still use many of the outputs from that initial experimentation.)
4) The learnings were taken and scaled to support deeper and focussed experimentation.
They trusted the team to surprise them, and through doing so shipped AI adoption fast.
Lessons Learned from Implementing AI + Performance Reviews
Kat cortave | Talent Development LEADER @ Generate biomedicines
Kat shared the journey she has been on implementing AI through company wide performance reviews.
What started as a custom ChatGPT tool primarily developed to support people to write more thoughtful and better performance review summaries, became so much more.
The initial build included creating a knowledge base around the company values, leadership behaviours and career development frameworks. The first version had its pitfalls though. Everyone became a rockstar overnight + copied and pasted the answers.
The second iteration of the tool became more of a thought provocation support. Keeping the ownership with the user.
It’s use scope was also widened to incorporate peer and managers input.
The results were a better UX, better calibration across people and higher quality reviews and conversations.
Kat’s top tips:
1) Host a discovery/design session with volunteer users
2) Use Al to create the tool
3) Create your instructions in YAML format (tool agnostic)
4) Put context into knowledge, not instructions
5) Use clear sections (Role / Task / Constraints / Output)
6) Version your instructions
7) Enable users to edit outputs within the tool
8) Turn off web browsing unless truly needed
9) Host UX testing sessions before going live
10) Expect to redesign after use
Kat finished her session by setting the room a task to create their own tool. Check that out for yourself in her slide deck.
AI Tools for People Teams
MIKE Brown | head of Talent @ counsel health
Mike has emerged as one of the most well-respected global thought leaders in AI for TA and People functions.
Having spent some time consulting with many partners in between Head of TA roles, he shared his top picks for AI tooling. This covered everything from the top to the bottom of the people function.
Mike spoke about your the “AI reasoning engine”. Every People team member needs one. This is where you think, draft, analyze, and build. While Claude is very much the model of the day, Mike shared how Notion AI can be setup to become your interrogatable knowledge base for everything.
He then shared his top picks for orchestrating a lean TA function and to top it off his platform recommendations for running people ops.
Moments that Matter – Workshop
The session was frame with both some thinking from Bond on what the perfect blend of human and machine looks like.
Alongside a model for pulling apart the end to end talent lifecycle.
The room was encouraged to think about what’s above the line and below the line throughout the workshop.
Through this lifecycle there are many moments.
Some moments are relentlessly predictable, sometimes that work just needs to be done in the most efficient and effective manner. Think scheduling in interviews and prepping folk to interview well and be present whilst interviewing.
These “preparation” moments sit “below the line” and we should be strongly considering where AI / automation takes over.
Other moments are opportunities for deep human connection.
For example. Making amazing first and lasting impressions. That might be the team lunch on your fist day, and a book handed to you by your colleagues, that’s totally about you and your interests. The work invovled in making that happen is really human and sits “above the line”.
The room debated and designed a detailed future model.
Wow moments
In a second part to the workshop, the room was encouraged to think about a future state.
Once we crack this agentic / maximise the value of AI stuff so much of our world will feel very samey.
Our competitive advantage in attracting and keeping them best talent will come down strong emotive moments with their employer, with their work.
The room was asked to think and dream big. Where can we create phenomenal, human experiences.
Ones that are unforgettable. Whether someone is successful in a hirning process or not, stays at the company for 18 months or 18 years.
The brilliant ideas are all captured in the full report below.
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