#HRTech--Phenom, the leader in applied AI, today unveiled its 2026 Human Resources award winners. Winners were announced onsite at IAMPHENOM, HR’s only conference dedicated to AI, automation and exp...
Autore: Business Wire
Global Leaders Model How to Achieve Faster Hiring, Stronger Retention and Operational Efficiency with AI, Automation and Experience
PHILADELPHIA: #HRTech--Phenom, the leader in applied AI, today unveiled its 2026 Human Resources award winners. Winners were announced onsite at IAMPHENOM, HR’s only conference dedicated to AI, automation and experience taking place March 10-12 at the Pennsylvania Convention Center in Philadelphia.
Now in its fifth year, the Phenom HR Awards recognize companies, teams and individuals who are hiring faster, developing better and retaining longer with applied AI. These companies are the best of the best, spanning diverse industries including healthcare, retail, manufacturing, transportation, financial services, technology and education, and represent organizations that have turned HR technology investments into a competitive advantage with meaningful outcomes.
This year’s awards feature expanded categories that reflect the rapid evolution of AI and automation, and the organizations achieving phenomenal results to successfully reach their hiring and retention goals:
Team Achievements:
Elara Caring faced a formidable challenge: hiring 17,000 caregivers annually while managing 80,000 interviews across 100 recruiters. By implementing a strategic, phased approach to AI and automation, they brought time from application to offer accepted down to just 2.3 days. Their journey began with a personalized career site featuring high-volume hiring workflows that immediately reduced their timeline to 2.7 days - delivering ROI that paid for the technology in 2.5 months. As volume expanded, they introduced assessments to improve candidate quality and fit. When recruiter capacity reached its limit, Elara deployed voice agent technology to handle those repetitive 15-minute phone screens. The impact was striking: 50% conversion compared to 35% with recruiter scheduling, 92% of interviews completed within one day, and 41% within just one hour. AI-interviewed candidates didn't just move faster - they performed better, working their first shift sooner and logging 40% more hours than recruiter-hired candidates.
The Aspen Group (TAG) tackled high-volume hiring inefficiencies by implementing 156 active automations with a 98.7% success rate, saving 747 hours - equivalent to over 31 full workdays - in just 10 months. Their standout achievement was modernizing the Dentist candidate workflow from application through interview scheduling. When a Dentist candidate applies, the system promptly invites them to complete screening, organizes their responses to streamline recruiter review, updates their hiring status, and enables interview scheduling with the appropriate recruiter. This eliminated the traditional waiting period between application and recruiter contact, allowing candidates to self-schedule quickly while ensuring recruiters remain focused on thoughtful evaluation, meaningful conversations, and informed hiring decisions. Across the organization, automation supported more than one million administrative actions spanning email outreach, campaign management, and status updates. By removing friction from repetitive coordination tasks and improving response times, TAG created a faster, more consistent, and more transparent candidate experience at scale - while empowering recruiters to dedicate more time to personalized engagement and relationship building.
Thermo Fisher Scientific's talent acquisition team redefined global hiring through a partnership-first approach that united technology, people, and process. Their innovative Phenom Champions program created a peer-led enablement network that turned adoption into cultural ownership, driving a 39% increase in recruiter actions and 490% surge in leads assigned to jobs. By expanding High-Volume Hiring across APAC, Denmark, and the Netherlands, the team slashed time to fill by up to 64% in Q2-Q3 2025. Applied AI delivered measurable efficiency gains: 8,500+ hours saved through automated interview scheduling and 928 hours through intelligent sourcing. This collaboration between recruiters, coordinators, TA Operations, and Phenom didn't just modernize tools, it reshaped how teams work together, creating a scalable, data-driven hiring model that keeps human connection at its core.
BAE Systems launched Career Connect, a virtual career center built on Phenom that empowers employees to own their career journeys. By creating a central hub where employees can explore opportunities, develop skills, and showcase their experience, the team achieved 87% employee engagement with Career Profiles and captured over 50,000 skills across the workforce. This foundation for a skills-powered organization is already delivering results: more than a third of total hires came from internal employees, while tens of thousands of referrals were submitted throughout the year. Through targeted campaigns like their "Mobility Moment" influencer series and personalized outreach to employees at different profile completion stages, BAE Systems built more than a tool - they created a culture where career development is accessible, engaging, and aligned with long-term talent retention and growth.
G42’s HRIT team rolled out a new ATS with Phenom Applied AI as the experience layer, creating an intelligent, unified infrastructure that enables Talent Acquisition to move faster and scale with precision. During the migration of over 200,000 candidate records, the team navigated multiple technical challenges and worked closely with Phenom to deploy a mitigation tool that resolved data issues and, in turn, helped evolve the product for future large-scale migrations across other clients. They also established bi-directional data flows and integrated analytics for real-time visibility. To support their multi-entity ecosystem, the team solved complex technical challenges including calendar integration across multiple Microsoft tenants and secure access for all business units. They launched an adaptive career site with real-time chatbot support and brand-specific pages for each business unit. The impact was substantial: 40% reduction in sourcing time, recruiter productivity doubled without added headcount, 25% increase in candidate engagement, and 30% reduction in administrative work. With 100% system uptime since launch and 20% decrease in operational costs, the HRIT team built infrastructure designed not just to support, but to empower.
Dutch Bros Coffee built an employer brand designed to inspire the next generation of Broistas who will drive their expansion to 2,029 shops in 2029. Through authentic storytelling across their career site and targeted Talent Community campaigns, they created an experience that attracts the right talent while setting realistic expectations about their "hustle with heart" mindset. Customized automations helped close a critical communication gap that previously left 500,000+ applicants without updates on their application status. In just five weeks, they filled 97% of frontline roles and 80% of shop leadership roles before their grand opening and achieved: 14,000 Talent Community members; 1.1 million career page views; 41,000+ completed applications; and 3,100+ hours saved; all within the first 3 months of go-live. Their results demonstrate how genuine employer brand storytelling fuels both immediate hiring needs and long-term Shop Leadership pipeline growth.
United Airlines achieved full adoption across 150-200 recruiting team members by building a true innovation partnership where continuous feedback shaped product evolution in real time. Rather than accepting tools as-is, United co-developed a new scheduling solution that replaced their legacy third-party system and integrated interview management directly into their ecosystem. The impact was immediate: 10,000 hours saved per quarter through automated scheduling, a 750% increase in interviews scheduled, 30% faster screening completion, and a 12% increase in completed applications. United expanded high-volume hiring from zero roles to full deployment across Customer Service, Ramp, and Intern positions - removing unqualified candidates without recruiter intervention. By sunsetting duplicative tools, they achieved significant cost savings while finalizing a three-year partnership commitment. Their feedback-driven model created a blueprint for how enterprise-scale employers can influence technology development while delivering measurable business impact.
Bon Secours Mercy Health faced a critical challenge: fewer students entering healthcare programs while demand for clinical professionals continues rising. Their solution was to build an innovative early-talent strategy that identifies students earlier, nurtures them intentionally, and creates clear pathways from classroom to career. By streamlining early-talent recruitment through CRM capabilities, the team now tracks every touchpoint from first interaction to first role - guiding students into clinical support positions and shaping them into future nurses, technologists, and clinicians. The team prioritized high-conversion tactics, including customized registration forms across early-talent events, tailored pre- and post-event outreach, and a shared playbook to deliver a consistent, high-touch experience. This scalable model doubled hires from career fairs, increased saturation at target schools, and reduced time to fill. Grounded in their mission to “grow your gifts,” Bon Secours Mercy Health built a process that meets today's workforce demands while preparing the organization for tomorrow by growing future caregivers from within.
Spartanburg Regional Healthcare System, an integrated healthcare delivery organization with 10,000 team members, transformed talent acquisition by implementing a comprehensive AI-powered solution across their entire hiring lifecycle. From requisition and intake through screening, interviewing, and final offer management, they deployed an expansive suite of products tailored to meet the complex demands of healthcare recruiting. Through close collaboration and customization, Spartanburg Regional addressed their system’s unique needs while maintaining their reputation for technological excellence. The implementation drove increased traffic to their career site and significantly improved the hiring manager experience through streamlined requisition approvals and single sign-on capabilities. Hiring event management became a game changer in managing leads and attendance for grassroots recruiting events. By leveraging Applied AI across every stage of the hiring process, Spartanburg Regional positioned themselves as a leader in attracting top clinical and administrative talent.
Honda launched intelligent automation and advanced analytics to streamline recruiting tasks, reduce time-to-hire, and elevate satisfaction for candidates and hiring managers alike. Their newly launched career site immediately delivered results: over 500,000 visits generating 1.9 million page views and driving 117,000 apply clicks - clear indicators of stronger candidate engagement and employer brand visibility. Beyond digital presence, Honda implemented event functionality that empowered teams to connect with talent through meaningful, data-driven outreach. Since launch, they've hosted 158 recruiting events drawing more than 5,200 attendees, converting this engagement into 3,475 new CRM profiles and 1,798 job applications directly attributed to event participation. These outcomes highlight the measurable impact of Honda's unified talent experience - linking brand awareness to tangible hiring results while establishing a foundation for tracking quality metrics as their CRM engagement expands.
Individual Achievements:
Jim Shultman, Head of Talent Acquisition – Americas and Global Head of TA Operations at Thales, led the company’s transformation from manual recruiting processes to a modern, technology‑enabled talent acquisition model. He championed the global rollout of automation - including chatbots, automated scheduling, and intelligent screening - and upskilled recruiters in CRM capabilities, analytics, and data‑driven engagement. Shultman’s leadership demonstrated that true operational transformation requires both new tools and a new mindset - elevating how recruiters think, work, and engage talent while positioning Thales’ global TA function for the future.
Astraea Lilley, Director, Talent Management at Alight Solutions, tackled a CEO mandate to improve employee engagement scores around career growth. Lilley led the implementation of Career Compass, a career pathing solution that tied together Alight’s learning management system, mentoring program, and internal careers site for the first time. Career Compass provided employees with visibility into career opportunities and actionable paths to reach their goals. Building on this success, Lilley is now implementing people manager functionality to accelerate Alight's shift toward becoming a more skills-based organization. Through information sessions, surveys, and engagement analytics, she's driving steady adoption and continuous improvement. Alight is now on track to achieve 70% employee participation in their internal career portal, with increased profile creation, career path exploration, and mentoring engagement demonstrating measurable progress.
Louis Burrell, Chief Human Resources Officer at Dallas College, transformed HR from a transactional service unit into a strategic, data-driven partner. His two-year enterprise-wide modernization initiative built one of higher education's most advanced, AI-enabled recruitment ecosystems. By establishing an accessibility-first career site, deploying two-way system synchronization, and implementing AI-assisted scheduling and video assessment tools, Burrell achieved a 26.5% apply-click rate - far exceeding the 5-15% industry benchmark - while increasing candidate volume by 660%. Time to fill dropped by 50% and recruiter productivity rose by 40%. Beyond technology, Burrell institutionalized a governance framework using analytics to drive accountability through monthly performance reviews monitoring hiring velocity against world-class benchmarks. Under his leadership, the Talent Acquisition function earned Dallas College 2025 Eagles HR Awards, 2026 OnCon Icon Top Talent Acquisition Professional Award, and LinkedIn Talent Insights recognition as a top-performing North Texas institution, demonstrating how data, technology, and integrity reshape employee experience while driving sustainable growth.
Amanda Medina, Manager of Employer Brand at Michaels, crafted a streamlined candidate journey by blending the employer brand with automation and personalization. Through the implementation of a new CRM and a seamless careers website, she optimized the experience for future talent while ensuring the brand remains centered on the Team Members who fuel the joy of creativity and celebration each day.
Partner Achievements:
Coalfire served as a strategic force multiplier throughout Phenom's Federal Risk and Authorization Management Program (FedRAMP) journey, going beyond traditional advisory services to become a true go-to-market partner. Coalfire worked side by side with Phenom's teams to interpret evolving requirements, make smart architectural decisions, and design controls that would withstand the highest levels of federal scrutiny. Beyond security compliance, Coalfire shaped Phenom's public sector vertical design, aligning the platform to meet the real-world needs of government CIOs, CISOs, HR leaders, and procurement stakeholders. Phenom is now preparing its Applied AI talent experience to support Federal, State and Local agencies, with a FedRAMP Readiness Assessment currently in progress. Coalfire's partnership accelerated timelines, increased confidence with agency stakeholders, and helped unlock opportunity in a market where compliance and innovation must coexist.
In 2025, Phenom announced a partnership with ServiceNow focused on accelerating enterprise innovation, with significant momentum underway and more announcements planned for 2026. Early in the partnership, Phenom received early access to ServiceNow’s AI Agent Fabric and synchronized Phenom's Intake Agent with ServiceNow's orchestration agent to accelerate the job request-to-interview workflow. This integration is designed to help enterprises create a seamless, governed hiring experience by connecting intelligent automation across Phenom and the ServiceNow AI Platform.
Deloitte, recognized for the second consecutive year as Advisory Partner of the Year, was a catalyst in advancing enterprise transformation across industries. Throughout 2025, Deloitte expanded Phenom expertise across its organization and partnered closely with Phenom's teams to guide complex talent modernization initiatives, influencing major transformations in retail, manufacturing, entertainment, and healthcare. Deloitte deepened executive engagement through leadership collaboratives and amplified a shared vision through thought‑leadership that shaped market understanding of applied AI in talent. They also played a key role in innovating delivery methodology to ensure scalable, consistent outcomes for joint customers. Deloitte's sustained commitment, advisory excellence, and forward‑looking partnership continue to unlock opportunity where innovation and transformation converge.
“We know where AI and automation make the biggest difference in HR, and so do these winners,” said Christina Brown, Vice President & General Manager, Global Customer Value at Phenom. “They applied the technology where it mattered most for their specific needs and delivered what every business is chasing: faster hiring, lower costs, longer retention and a better experience.”
To learn more about winners of the 2026 Phenom HR Awards winners, click here.
About the Phenom HR Awards
The Phenom HR Awards are the premier recognition program celebrating organizations that demonstrate excellence in transforming human resources through innovative applications of AI and automation to create an unrivaled experience for all talent stakeholders. For more information, visit here.
About Phenom
Phenom is an applied AI company with the only AI infrastructure built specifically for HR. Powered by Engines that harmonize data, Ontologies that guide every decision, X AI that hyper-personalizes experiences, Agents that work alongside teams, Phenom’s platform uses industry and business context to automate workflows, eliminate busywork, and enhance every experience while remaining compliant. Driven by a purpose to help a billion people find the right work, no other company is as dedicated to helping organizations hire faster, develop better and retain longer.
Phenom has earned accolades including: Inc. 5000’s fastest-growing companies (6 consecutive years), Deloitte Technology's Fast 500 (5 years), 11 Brandon Hall ‘Excellence in Technology’ awards including Gold for ‘Best Advance in Generative AI for Business Impact,’ Business Intelligence Group’s Artificial Intelligence Excellence Awards (3 consecutive years), The Cloud Awards 2025/2024, The A.I. Awards 2024, and a regional Timmy Award for launching and optimizing HelpOneBillion.com (2020).
Headquartered in Greater Philadelphia, Phenom also has offices in India, Israel, the Netherlands, Germany and the United Kingdom.
For more information, please visit www.phenom.com. Connect with Phenom on LinkedIn, X, Facebook, YouTube, Instagram and TikTok.
Fonte: Business Wire