Inside the HR revolution: How Claudia Ginex blends AI, skills, and people power

With nearly 16 years in HR, across different industries and multiple countries, Claudia has seen the old models bend under pressure. But instead of patching them up, she’s building something better: a system where people lead their own growth, supported by smart tools, not slowed down by them.

Start with individuals—not boxes

When Claudia started to hold leadership positions within HR, she quickly saw that traditional role templates didn’t reflect the people doing the work. Instead of forcing everyone into fixed boxes, she focused on helping employees and managers understand the skills they already had, and where they could grow.

“Every individual is very different and needs to be used at its best. The job title box nowadays is not fitting anymore.”

So instead of trying to define every role herself, she invited people to reflect on their own skills and aspirations, and brought managers into that process, too. This shift, she says, helps people see themselves not in terms of roles to fill, but potential to grow.

Trusting tech, without losing the human layer

Rolling out AI in HR is never just a software project. Claudia had to navigate intense due diligence, legal reviews, and tough questions about data and fairness.

“I had to go through it myself internally… the level of due diligence, requirements, questions… sometimes it blocks the enthusiasm.”

But for Claudia, the solution wasn’t to pull back. It was to build trust.

“We are not just letting a robot decide… There’s still me, there’s still the team. So I mean, trust the human oversight.”

Every AI recommendation is reviewed by a trained “skills champion” before it reaches employees, ensuring accuracy, fairness, and a real conversation about growth. It’s AI with a human backbone.

Goodbye performance reviews, hello career conversations

Claudia has a clear vision for what should replace annual reviews, and it’s already happening at Glitnor.

“People should not have this annual process of performance review any longer… all the discussions with the manager need to be skill-centric.”

She’s pushing for regular, forward-looking conversations that focus on what someone is learning, how they’re growing, and what’s next. The impact? People are moving faster, discovering new paths, and stepping into roles they hadn’t even considered before.

“What are my talents, what I’m contributing, what the organization can do for me to actually keep on growing and add value to the business.”

From six-month spreadsheets to three-click insight

Claudia once spent six months building a skills matrix in Excel, gathering benchmarks, creating levels, meeting people one-on-one. It worked, but it was slow and fragile.

“It took me almost six months… with less than 30 profiles of tech professionals to review.”

So when she joined Glitnor and found about Everday, she jumped in without hesitation.

As soon as I saw the technology and everything coming to support all of that manual work, I jumped on it immediately… You click few buttons, you get the data that was taking me months. Simply no-brainer.

What used to take half a year now happens in seconds, with clearer insights, better visuals, and far less back-and-forth. It’s freed her team to spend more time coaching and less time collecting data.

Final thought: Listen deeply, build smartly

Underneath all the systems, dashboards, and frameworks, Claudia’s philosophy stays simple and human.

“Do not get stuck into processes, policies, admin work… really focus on what matters to the individual to grow.”

Her work is a reminder that HR doesn’t have to be reactive or rigid. It can be dynamic, proactive, and deeply personal. With the right tools and mindset, every team can become a place where people grow fast, and grow well.

Curious how Claudia brought this to life? Book a call with Estefania (founder of Everday) to learn how we can help teams move from process to progress.