AI pressure from outside, no plan inside
Management, supervisory board, customers keep asking about AI. But which HR processes are actually ready? Which systems fall under the EU AI Act, and where is the real potential?
HR AI Readiness Workshop
AI in HR: know what you really need before you invest.
For some HR needs AI is the right answer, for many automation is enough – and some simply need better processes. In the workshop we find out what applies to your company.
Tool-independent
No product recommendations
DACH mid-market
What to expect
Assessment first, then an implementation plan.
Day 1 stands on its own and delivers a complete consulting result. If you want a roadmap afterwards, you add Day 2.
Day 1 — Assessment
MaturityWhere does your company really stand today in its use of AI in HR?
Use casesWhich two or three use cases make sense today, and which should wait?
Next stepAI, automation, or both but later? You leave the day with a clear recommendation.
Day 2 — Implementation plan
RoadmapA SMART roadmap for 24 months, with concrete milestones and responsibilities.
Business caseROI models for the top 3 use cases: what does it cost, what does it deliver, when does it pay off?
Sound familiar?
Three typical starting points.
Compliance uncertainty paralyzes every decision
The EU AI Act is coming. But which of your HR systems count as high-risk? What is already prohibited? What do you have to document, and by when?
First AI pilots running without governance
Teams use ChatGPT or AI recruiting tools, but nobody has clarified what that means for data protection and works constitution law, or how to scale it cleanly.
90 % of HR needs can be solved without AI.
To be honest: that is an estimate from our work with mid-sized companies, not a representative study. Whether it's 85 % or 95 % doesn't matter. The core message stands: the reflex to deploy AI regularly comes before the question of whether AI is even the right tool here. That's exactly why we run this workshop.
The one reliable use case
In HR today there is one reliable AI use case: the chatbot. And even that only works with a well-maintained knowledge base.
Data & automation beat AI
Clean data and process automation win in 9 out of 10 cases: faster, cheaper, more controllable. That's not a defeat for AI, it's the right order of operations.
Rules instead of models
Many decision rules can be automated without AI. Those who understand this deploy AI only where it creates real value, and save considerable costs.
Why now?
The EU AI Act sets the pace.
Aug 22026
EU AI Act – high-risk obligations for HR AI
From this date, HR AI systems are classified as high-risk. Those who invest today without knowing the regulatory framework risk expensive rework and painful fines.
€15 millionfine for high-risk violations, or 3 % of annual turnover
€35 millionfine for prohibited AI practices, or 7 % of annual turnover
High-risk from August 2, 2026
Candidate selection, performance monitoring, promotion and contract decisions, task allocation – all under Annex III, point 4.
Prohibited since February 2025
Emotion recognition in the workplace, social scoring, personality inference from CVs, manipulative AI systems (Art. 5).
Training obligation (Art. 4)
All operators must ensure adequate AI literacy among their employees – regardless of risk class, and already in force today.
Operator obligations
Risk management, data quality, technical documentation, logging, transparency, bias monitoring, works council involvement (§ 87 BetrVG).
The offer
One or two days that create clarity.
Day 1 can be booked on its own and delivers a complete consulting result. Day 2 takes you from assessment to an implementation roadmap – with an upstream one-on-one consultation as a mandatory component.
Day 1 · bookable on its own
HR AI Awareness & Assessment
The standalone entry point. We determine your AI maturity level, identify use cases, and evaluate them by data readiness, process maturity, compliance, acceptance, and ROI.
- By the end of the day you have
- AI maturity profile of your HR function
- Prioritized use-case shortlist (8–12 candidates)
- Compliance risk heatmap (EU AI Act)
- A clear recommendation: is Day 2 worth it?
- 10–15-page results report
- 30-minute follow-up call
Price on requestContact us for an individual quote · subsidies possible
Request now →
Recommended
Package Day 1 + 2
HR AI Readiness & Roadmap
Complete readiness analysis with implementation roadmap. The top 3 use cases are examined on the process level, business cases are developed, and the build-vs-buy path is defined.
- Day 2 components
- HR AI pre-analysis (one-on-one consultation, 4 hrs)
- Roadmap workshop with BPMN process sketches
- Tool recommendation per use case (build vs. buy)
- ROI models for the top 3 use cases
- Governance framework & enablement roadmap
- Consolidated 24-month roadmap (SMART)
- 20–25-page overall report + 60-min follow-up
Price on requestContact us for an individual quote
Request now →
Online variant (Day 1, remote): Reduced scope · 6 hours · for companies without an on-site option · price on request.
Preparation (included in both packages): Pre-read, online self-check (15 min), and three short interviews with HR, IT, and – where applicable – data protection/works council, 1–2 weeks before the workshop day. Participants: Head of HR (required) · Head of IT (required) · Data protection officer (recommended) · Management (recommended)
10 %
Existing-client advantageFor clients who have completed a Digital HR Readiness Check with gofar: 10 % discount when booking within 6 months of your check.
Why gofar
A result that holds – with or without AI.
AI initiatives in mid-sized companies rarely fail because of technology. They fail because of generic consulting, product-tied recommendations, and a missing link between HR and IT.
Realism instead of a hype list
Every use case is evaluated with our 5-lens filter: data, process, compliance, acceptance, ROI. Use cases with no value today are explicitly named as such.
HR and IT at the same table
Our format is designed to be cross-functional: Head of HR and Head of IT are required participants. That is the precondition for a result that can actually be implemented.
Tool-independent
gofar sells no products and no licenses. We recommend what fits your processes, your data, and your architecture, free of conflicts of interest.
Methodically grounded
Our own HR AI maturity model (5 levels × 6 lifecycle phases), a structured use-case evaluation matrix, and an EU AI Act compliance check.
From workshop straight to implementation: If you want to get concrete, gofar offers the next step – process automation (RPA), centrally managed workflows, and an operations and orchestration layer, independent of your existing system architecture. Existing systems stay in place · architecture-independent · no vendor lock-in.
FAQ
Frequently asked questions.
Who is the workshop for?
Mid-sized companies in the DACH region. Head of HR and Head of IT attend together, which is what makes the results actionable.
How much does the HR AI Readiness Workshop cost?
Pricing depends on organization size and number of participants. Contact us for an individual quote.
When does the EU AI Act apply to HR systems?
Prohibited AI practices have applied since February 2025, and the AI literacy obligation (Art. 4) already applies today. From August 2, 2026, HR AI systems are classified as high-risk.
Does our HR department even need AI?
Often not: around 90 % of HR needs can be solved with clean data and process automation. The workshop shows honestly where AI creates real value.
Intro call
Ready for an honest assessment?
A free half-hour conversation, no strings attached. Together we clarify whether and in what form the workshop fits your situation.
No preparation needed
No sales pressure
Real value in the conversation
Request an intro call →