The pace of work has been intense during the autumn kickoff, with lots of deliveries to clients in different ways. Today, as I’m writing this, I’m about to head off to the first major speaking engagement of the season to talk about “Humans, technology and the future of work” as well as “Between human and machine: HR in the digital transformation” – two very exciting topics.
At the same time, I’ve been studying the major deals happening in the industry and reflecting on what they mean, both globally and locally. And in between, I’ve been advising an HR director, hosting a network meeting, planning upcoming training sessions, and more…
🔹 What do the new mega-deals in HR Tech mean?
👌 Anna’s current activities
💡 Noted in the HR Tech industry
📅 Upcoming events and learning opportunities – see the full calendar here: [HRdigi | Events & Training 2025]
On August 1, SAP SuccessFactors announced its acquisition of SmartRecruiters (which I wrote about in the previous newsletter). Shortly thereafter came the news that Workday is acquiring Paradox. And let’s not forget that Workday had previously acquired HiredScore.
I believe most people are familiar with Workday and SuccessFactors – two of the three giants in global HR systems.
But the companies they have acquired are not as well known here in Sweden. I’ve met them personally in the U.S., and I’m impressed by what they are doing in their respective areas.
Having worked with M&A for many years myself, I know there are always several reasons why a large company acquires another. Often, not all underlying motives are communicated – but some common ones are:
SAP’s acquisition of SmartRecruiters is, in my view, both an acquisition of competence and a clear strategic choice. SmartRecruiters has been built from the ground up for candidate-centered and AI-driven processes. This isn’t about patching a gap – it’s an investment in the future candidate experience.
Workday’s acquisition of Paradox is also interesting – but in a different way. Paradox is an AI platform focused on streamlining recruitment, particularly for high-volume roles. The platform has managed over 189 million AI-driven candidate conversations and demonstrated that it can significantly shorten time-to-hire.
Here, Workday strengthens its position in volume recruitment – especially for frontline and hourly employees, an area where many customers are currently looking for better support. This is not just a question of functionality – it’s a shift in focus: from office workers to all employees.
Both companies also gain new customer groups, cross-selling opportunities, and – if integration efforts succeed – teams with hard-to-find AI competence.
And the question remains: What will Oracle do?
At one of my recent network meetings, we discussed exactly this. What is really happening here at home? Several participants expressed frustration over the passivity of Swedish vendors. No proactive AI initiatives, no roadmaps, no concrete efforts. In procurement processes, questions about future AI features are being raised – and the responses range from cautious to vague.
What we also discussed is that HR itself must start setting clearer requirements. The vendors are waiting – so if you want something to happen, you have to act. Ask. Experiment. Dare to choose something new.
Fortunately, it seems that both Paradox and SmartRecruiters will continue to live on – both as standalone solutions and integrated into their new owners’ platforms. I believe many of their current and future customers will appreciate that.
During September, all the events I am speaking at will be in English.
On Tuesday afternoon, September 2, I will speak at Talent Smash at my home base Epicenter Stockholm: “Ahead or Behind? Your Position in HR’s AI and Data Shift Matters.”
After that: the Nordic Edtech Summit in Malmö on September 10, where I will moderate a panel on the theme “Corporate Learning.”
Then I will travel to HR Tech Las Vegas September 16–18. Despite the global situation, this is where I study innovation and return with exciting insights.
And lastly in September, on the 25th, Rippling’s breakfast event, where I will weave my observations into my keynote “Top tips for shaping your HR strategy in 2026.” If you are not yet familiar with the HR system provider Rippling, this is a good first opportunity. The invitation is limited to HR leaders this time.
The only thing I will do in Swedish is to hold a training together with HR-föreningen – HR Loves Tech and AI, starting September 23.
All links in the event calendar: [HRdigi | Events & Training 2025]
I was certainly surprised when listening to an international investment podcast and heard Swedish EQT mentioned, and then read another news story on the same theme.
In July, it was announced that EQT Group is investing in the U.S.-based HR systems provider NEOGOV. The company offers comprehensive HR and compliance software for the U.S. public sector, with a focus on automating and streamlining the entire employee lifecycle through modern cloud services.
You can find the article here!
And in August, EQT announced that it had acquired a majority stake in Remember & Company LLC, one of South Korea’s largest AI-driven HR tech platforms. The company, which began as a business card management app, is now used by the majority of the country’s professional workforce and offers recruitment and talent solutions to over 10,000 corporate clients. The deal was valued at around USD 400 million, making it one of the largest in South Korea’s HR tech sector.
You can find the article here!
Fosway Group recently published an analysis of AI in talent acquisition, showing that the most innovative vendors are building their TA solutions on AI. The report also highlights that most innovation is concentrated at the beginning of the TA cycle, while vendors’ use of AI in their solutions remains highly uneven.
They conducted an “AI reality check” on the TA market in Europe:
AI in recruitment is here – but the big question is not if it will be used, but how, when, and in what way.
Interestingly, many Swedish stand-alone entrepreneurs are positioned precisely at the top of the funnel – focusing on employer branding, advertising, and screening – areas where AI value is currently most tangible.
But the question remains: will Swedish companies invest in independent solutions to complement their existing recruitment platforms? Or will they wait for their current vendors to offer new functionality?
A new study using data from 70,000 applicants, conducted by (among others) Erasmus School of Economics, shows that objective AI interview techniques not only reduce bias, but also lead to fairer selection and better hires. Patrik Nordin (formerly Reman) has written an interesting article on this.
You can find the article here!
Last week, the system provider Miljödata AB, which serves around 80% of Sweden’s municipalities, was subjected to a major cyberattack. The attack was detected on August 23 and communicated to users two days later. In total, around 200 municipalities and regions have been affected – including Skellefteå, Kalmar, Karlstad, Mönsterås, as well as Gotland and Halland.
The systems manage sensitive information such as medical certificates, rehabilitation cases, occupational injuries, and employment law documents. The attack is considered an extortion attempt, with the perpetrators demanding 1.5 bitcoin in ransom. The National Cybersecurity Center (NCSC) and the Swedish Authority for Privacy Protection (IMY) are involved, and several municipalities have activated crisis groups to manage the situation. Work is ongoing to assess potential data leaks and restore the systems.
The incident also highlights how vulnerable some of society’s most fundamental functions can be – and why the upcoming EU legislation NIS2 will play a crucial role. When NIS2 comes into effect in 2026, requirements around cybersecurity, incident reporting, and vendor responsibility will be strengthened – especially for organizations handling critical infrastructure and personal data.
But as IMY commented: “Despite the risks, the value of digitalisation is much greater than not digitalising.”
The fantastic Johannes Sundlo shares results from his “AI in HR” survey, conducted in May 2025. A total of 460 HR professionals responded. Just bear in mind that it’s likely the most positive ones who chose to participate 🤩
The material reveals both a lot of enthusiasm and a fair amount of frustration.
You can find the article here!
The purpose of this newsletter is to share news from the HR Tech market and highlight trends in digitalization, AI, and innovation for leaders and HR professionals.
About me
My name is Anna Carlsson, and I’m a strategic advisor and HR Tech analyst. I help HR and leadership teams make smart decisions in HR Tech, AI, and digitalization – through strategies that are clear, sustainable over time, and actionable. Assignments range from one-hour advisory calls to long-term projects where I support you all the way from current state to concrete results.
I run HR Digi, supporting HR professionals and HR Tech companies in navigating, understanding, and leading in a digital era. And it doesn’t always take major change – sometimes it’s about clarifying, prioritizing, and communicating strategically to achieve success.
Also proud memebr of Top 100 HR Tech Influencers globalt 2024 & 2025 🙏
