# Jorunn Cloutier

Jorunn Cloutier writes and shares practical guidance for People and HR leaders on using AI in areas such as hiring, onboarding, employee experience, and learning. The posts emphasize improving workflows and using human judgment alongside AI.

- Profile: https://b2binfluencer.marketing/creators/jorunn-cloutier/
- LinkedIn: https://www.linkedin.com/in/jorunn-cloutier-globalsaashrexecutive
- LinkedIn followers: 2,436
- Topics: artificial-intelligence, recruiting, hr, talent-acquisition, learning-and-development
- Based on 12 dated posts, latest 2026-08-27

## Summary

They are most useful for practical guidance on AI in People and HR workflows, with safeguards.

- Best for: A B2B HR tech thought-leadership webinar on AI adoption in People functions.
- Not for: Paid endorsements or guaranteed demo signups for AI recruiting tools.
- Check first: Confirm commercial terms, lead times, approval steps and audience fit.

### Takeaways

- Audit and redesign a process before applying AI, then measure time, quality and sentiment.
- Never put employee data, confidential financials or proprietary information into an AI tool.
- AI hiring tools need human judgment and governance; vendors can be sued for bias.

## Main ideas

- **Fix the process before adding AI**: Cloutier’s central priority is using AI to amplify people and remove low-value work, rather than treating it as a headcount-cutting tool. They argue that automating a flawed process only makes it flawed faster: audit the work, redesign it, apply AI to a specific problem, then measure time, quality, and employee sentiment.
- **Make AI guidance practical, but keep sensitive information out**: Cloutier favors usable guidance over technical jargon. Their approach gives People leaders specific starting points while treating data safety and human judgment as necessary limits on AI use.
- **Hiring AI needs human judgment and governance**: Cloutier sees AI-assisted hiring as both a practical and an accountability issue. They argue that as AI-generated applications and automated screening grow, relationships and human credibility matter more, while companies need leadership capable of governing AI use.

## Work to read

- [AI should amplify people, not paper over a broken process](https://www.linkedin.com/posts/activity-7414085484949221377-yKdP)
- [A practical Claude prompt guide for AI-curious HR leaders](https://www.linkedin.com/posts/activity-7470553721828208640-qy9R)
- [The AI hiring reckoning: who is accountable?](https://www.linkedin.com/posts/activity-7476043368431579136-bc2n)
- [A brief welcome to a new People Operations colleague at Cin7](https://www.linkedin.com/posts/activity-7039094139996577792-mtGq)

## Brand relationships

- **Cin7** (employment)
- **Claude** (mention)

## Partnerships

Jorunn Cloutier's posts offer personal commentary and practical guidance for People and HR leaders on using AI in hiring, onboarding, engagement, and learning. Their calls to action are a direct message to connect and a comment-to-receive-the-guide mechanic; neither is described as a paid placement, sponsorship, or commercial collaboration. The posts publish no sponsor policy, rate card, media kit, audience specification, or inquiry form. For a webinar campaign on AI adoption in People functions, ask directly about pricing, deliverable formats, lead times, disclosure practice, and approval steps before setting a budget or timeline.

## Alternatives

- Gabrielle Carlson, M.Ed., PHR: Carlson is the better choice when the webinar focuses on how a company builds or scales a talent-acquisition function. Their posts argue that hiring slows down when roles, decision rights and processes are unclear—not because people are not working hard; that the strongest talent-acquisition teams plan workforce demand instead of filling requisitions; that metrics should drive decisions and demonstrate results to leaders; that hiring managers are the biggest variable in recruiting success; and that recruiting directly drives revenue. They argue it should be measured by the revenue at risk when a role stays open, not only by requisition count, time-to-fill and cost-per-hire. A session on turning talent acquisition into a growth engine, or building a recruiting function that holds up through a growth spurt, draws directly on that material and would need little new argument from the speaker.
- Evgeniia Volkova: Volkova is the better choice if the webinar shifts from AI rollout inside People teams to the candidate's side of hiring. One post argues that applicant tracking systems such as Workday, Greenhouse and iCIMS are built around recruiters' workflows, not candidates'. It describes the weeks of silence applicants experience after submitting and points to Upwork as an example of showing people how many applied, how many were shortlisted and how many were messaged. The other post is a recruitment notice for a Head of Growth at Referrio, a platform built to let anyone refer talent for open roles and get rewarded. A webinar on candidate experience, referral hiring or transparency in the hiring funnel draws on a clearer point of view here than Cloutier's process-and-AI framing.
- Phong Trieu: Trieu fits a webinar about hiring under macro pressure rather than AI adoption inside People functions. One post considers what United States hiring would look like if a conflict involving the US, Israel and Iran lasted six months or longer: employers become more selective rather than smaller; hiring splits between roles that protect revenue and speculative headcount; approvals and compensation reviews tighten; candidates prioritize stability over prestige; and layoffs and urgent hiring happen at the same time. The other post covers resumeless hiring, where work samples, portfolios and assessments replace résumés as AI-generated applications flood recruiters, and weighs the pros and cons, including scalability strain and unpaid-time burden on candidates. A session on skills-first hiring or on how leadership teams should hire through uncertainty plays to that material.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/