AI Decision Control for HR™
AI is no longer a future workforce issue.
It is already influencing how organizations hire, schedule, evaluate, promote, discipline, reorganize, and manage employees.
The problem is not simply that AI is being used. The problem is that many organizations do not have clear standards for when AI output becomes part of a workforce decision.
A score becomes trusted. A recommendation becomes routine. A flag becomes a manager’s justification. A pattern becomes a decision. And no one can clearly explain who reviewed it, what was considered, or why the final decision was made.
SCG helps organizations establish control over AI-influenced workforce decisions before those decisions create legal, ethical, operational, or reputational risk.
AI Decision Control Review: What to Expect
The AI Decision Control Review is a fixed-scope advisory engagement designed to help leadership understand where AI may be influencing workforce decisions and where stronger control standards are needed.
This is not a 45-minute consultation. The intake discussion is the first step in a structured advisory process.
Step One: Executive Intake Discussion
The review begins with a 45-minute executive intake discussion with Jim Woods of Seattle Consulting Group.
During this session, we clarify how your organization is using, testing, or considering AI in workforce decisions. We identify the relevant decision areas, confirm the scope of the review, discuss known concerns, and determine which policies, workflows, vendor materials, or internal practices should be examined.
This session helps establish the review focus so the advisory work is practical, relevant, and tied to actual workforce decision risk.
Step Two: AI Workforce Decision Mapping
SCG reviews where AI may be influencing or supporting employment-related decisions.
This may include hiring, screening, performance management, scheduling, promotion, discipline, termination, workforce planning, employee analytics, productivity review, or employee risk scoring.
The purpose is to identify where AI is acting as information, recommendation, scoring mechanism, decision support, or informal decision authority.
Step Three: Policy, Workflow, and Documentation Review
SCG reviews selected materials related to the AI-influenced decision areas.
These may include HR policies, recruiting workflows, performance management processes, vendor descriptions, AI tool materials, manager guidance, documentation templates, escalation procedures, or related decision records.
The review focuses on whether the organization has clear standards for human review, documentation, approval, escalation, accountability, and decision ownership.
Step Four: Decision-Control Gap Assessment
SCG identifies where decision-control gaps may exist.
This includes assessing whether the organization can clearly answer essential questions:
Who owns the final workforce decision?
When is human review required?
How is AI output documented?
Can a manager rely on the AI output, or must it be challenged?
When must HR, legal, compliance, or senior leadership be involved?
Can the organization reconstruct why the decision was made if it is later questioned?
The objective is to identify where AI-related workforce decisions may be difficult to explain, defend, or reconstruct.
Step Five: Written Findings Summary
SCG prepares a written findings summary outlining key risks, control gaps, and recommended decision-control practices.
The findings summary is designed for executive and HR leadership. It identifies where stronger standards may be needed around human judgment, documentation, approval, escalation, accountability, and AI use in workforce decisions.
This is a practical leadership document, not a technical AI report.
Step Six: Executive Recommendations Call
The engagement concludes with an executive recommendations call.
During this session, SCG reviews the findings, explains the most important decision-control gaps, and discusses practical next steps for strengthening AI governance in workforce decisions.
What the Advisory Fee Includes
The advisory fee includes the executive intake discussion, selected document and process review, AI workforce decision mapping, identification of decision-control gaps, written findings summary, and executive recommendations call.
What You Receive
At the end of the review, leadership receives a clearer understanding of where AI may be creating workforce decision risk, where current controls may be insufficient, and what practical standards should be strengthened before AI outputs become employment decisions the organization cannot clearly explain.
Scope Note
Larger, multi-location, highly complex, or implementation-focused engagements are scoped separately.