Look, we know you\u2019re busy. Your inbox is a disaster, you\u2019ve got back-to-back calendar blocks named \u201cquick sync\u201d (spoiler: nothing about them is quick), and someone just pinged you asking if you\u2019ve \u201chad a chance to look at that doc yet\u201d (you haven\u2019t).<\/p>\n
But here\u2019s the thing: you\u2019re about to invest serious time, money, and energy getting yourself to Amsterdam. If you\u2019re committing to flights, accommodation, two days away from your desk, and all the mental bandwidth that goes with it \u2014 surely you can invest 15 minutes now to make sure you actually get the most out of it, right?<\/p>\n
Bookmark this page. Seriously. You\u2019ll want it when you\u2019re:<\/p>\n
Building your two-day session plan
\nDeciding which new format to try first
\nExplaining to your leadership team why this trip is worth it<\/p>\n
Standing in RAI Amsterdam on Wednesday morning thinking \u201cwhere do I even start?\u201d<\/p>\n
Think of this as your HR Tech Europe insurance policy. Fifteen minutes of reading now = two days of maximum value later. Plus, we\u2019ll make it worth your while \u2014 if you\u2019re going to read a conference guide, it might as well have personality.<\/p>\n
Still with us? Good. Let\u2019s make sure you absolutely crush HR Tech Europe 2026.<\/p>\n
Must Reads:<\/p>\n
HR Tech Europe is going all-in on Amsterdam this year, and if you\u2019re heading to RAI Amsterdam on 22\u201323 April, you\u2019re in for the most ambitious edition yet. We\u2019ve pulled together everything you need to know \u2014 the sessions, the new formats, the speakers, the networking \u2014 so you can walk in with a plan and walk out with something to actually act on.<\/p>\n
Spoiler alert: this isn\u2019t your typical \u201csit through a keynote and collect a tote bag\u201d conference. HR Tech Europe 2026 is where the industry confronts its most urgent question: Can HR technology actually help HCM leads manage workflows and workers, or do they just add more complexity?<\/p>\n
Why HR Tech Europe 2026 is Different This Year<\/p>\n
The Location: RAI Amsterdam<\/p>\n
RAI Amsterdam is a top-tier European conference and exhibition venue, featuring over 116,000 m\u00b2 of flexible space, 12 multi-functional halls, and 70+ meeting rooms \u2014 and the city around it isn\u2019t bad either. Two full days in one of the world\u2019s most liveable cities, surrounded by 2,400+ HR professionals from 86 countries. The energy here is different to your average industry event.<\/p>\n
The Scale<\/p>\n
Previous editions have brought together:<\/p>\n
2,400 HR professionals
\n86 countries represented
\n110 HR tech solution providers
\n134 moments of insight and shared journeys
\nWhat to Expect for 2026<\/p>\n
This year\u2019s programme is seeing some welcome additions, with four formats worth highlighting:<\/p>\n
AI Lab \u2014 A dedicated space to get hands-on with AI tools and explore what\u2019s actually deployment-ready
\nHR Tech Intensives \u2014 Deep-dive learning sessions designed to sharpen your thinking and go beyond the surface
\nPitchfest 2026 \u2014 Watch emerging HR tech companies pitch live, compete for prizes of up to \u20ac20,000, and make their case to a room full of decision-makers
\nGet Connected \u2014 A structured networking format built for making the right connections, not just collecting business cards<\/p>\n
And for every referral share through the Share for Good campaign, \u20ac1 is donated to charity. The more the community spreads the word, the greater the collective impact.<\/p>\n
The Big Themes Dominating HR Tech Europe 2026<\/p>\n
1. AI: From Pilot to Practice<\/p>\n
The novelty has worn off. HR leaders aren\u2019t impressed by demos anymore \u2014 they want proof. The big questions this year: Which AI tools are actually in production, and what do the results look like? How do you build an AI strategy without betting everything on one vendor? What does responsible AI in HR actually mean \u2014 and who\u2019s enforcing it? There\u2019s a reason Responsible AI and Automation in HR is one of the marquee discussion topics this year. The industry knows the risks. The question is whether it\u2019s being honest about them.<\/p>\n
2. The Talent Architecture Rethink<\/p>\n
Workforce planning, skills-based hiring, internal mobility \u2014 the traditional talent model is being dismantled and rebuilt. Sessions will push beyond theory into operational reality. How do you move from job-based to skills-based talent management? What does a modern talent marketplace look like inside a large enterprise? Where does technology enable the shift, and where does it just add noise?<\/p>\n
3. HR\u2019s Changing Role in the Business<\/p>\n
HR is no longer a support function waiting to be consulted. The CHROs and CPOs speaking this year are sitting at the executive table, driving transformation. Topics will explore how HR technology enables strategic rather than administrative work, how to build the business case for investment, and what it actually means to be a data-driven people function.<\/p>\n
4. Employee Experience as a Retention Strategy<\/p>\n
Engagement, recognition, wellbeing, career development \u2014 companies winning the talent war are winning on experience. Sessions will interrogate what actually moves the needle: the tools and approaches that shift culture rather than just measure it, how to personalise EX at scale, and what the workforce of the next five years actually expects.<\/p>\n
5. The Startup Disruption Factor<\/p>\n
Legacy HR tech is being challenged from every direction. Some of the most important conversations at this event won\u2019t happen on the main stage \u2014 they\u2019ll happen in the Startup Park and the AI Lab, where the companies building the next generation of HR tools are showing their work in real time.<\/p>\n
Must-See Speakers<\/p>\n
The Headliners<\/p>\n
Josh Bersin, Global Industry Analyst and CEO, The Josh Bersin Company<\/p>\n
If there\u2019s one person whose take on HR technology carries the most weight in this industry right now, it\u2019s Josh Bersin. He\u2019ll be bringing his latest research and analysis to the main stage on Thursday, and his perspective on AI, skills, and the future of work is essential listening. His session draws on global research and real-world examples to set out where AI is genuinely reshaping work, what\u2019s working, what isn\u2019t, and where HR leaders need to focus over the next 12\u201324 months. He doesn\u2019t do vendor fluff. He does data, pattern recognition, and plain speaking.<\/p>\n
Byron Clayton, CHRO, Pandora<\/p>\n
Byron opens the conference on Wednesday morning with a keynote on how Pandora is using predictive analytics and next-generation HR technology to tackle attrition and unlock workforce productivity. He\u2019s led at the intersection of people, strategy, and change across retail, consumer goods, life sciences, consulting, logistics, and technology. This isn\u2019t theory \u2014 it\u2019s a live case study from one of the world\u2019s most recognisable consumer brands.<\/p>\n
Lucy Adams, CEO, Disruptive HR<\/p>\n
Lucy built her reputation tearing apart HR orthodoxy and replacing it with something that actually works. Her sessions challenge the assumptions that hold most people functions back, and she delivers with the kind of clarity that makes you want to rethink your entire operating model on the spot.<\/p>\n
The Practitioners (Your Peers)<\/p>\n
These are the people actually doing the work inside large, complex organisations. Their sessions carry a different kind of weight \u2014 no vendor agenda, no polished pitch, just real implementation experience:<\/p>\n
Seline Berns-Oost Lievense, Chief People Officer, Samskip
\nKris Dunn, CHRO US and Canada, Marriott International
\nKishore Krishnan, Sr. HR Partner, Amazon.com
\nIsha Smith, Global VP Total Rewards, SoundCloud
\nMelissa Shelley H\u00f6jwall, Manager of Digital People Life Cycle, H&M
\nAnna Gullstrand, Chief People and Culture Officer, Mentimeter
\nTom Hughes, Global Digital Experience Lead People and Culture, Sanofi
\nHester Van Oene, HR Director, Wieden and Kennedy<\/p>\n
These are your peers. People managing people functions inside organisations you recognise, dealing with the same pressures you\u2019re dealing with. What worked, what didn\u2019t, and what they\u2019d do differently \u2014 that\u2019s the conversation you can\u2019t get anywhere else.<\/p>\n
The Analysts and Advisors
\nTrish Steed, Co-Founder and Principal Analyst, H3 HR Advisors
\nAnna Carlsson, HR Tech Analyst, HR Digi
\nDieter Veldsman, Chief HR Scientist, The Academy to Innovate HR<\/p>\n
No vendor agenda. Pure analysis and insight. If you see any of these names on the agenda, prioritise them.<\/p>\n
The 2026 Programme: What\u2019s On and How to Navigate It<\/p>\n
The Conference Programme<\/p>\n
The backbone of the event. Two full days of expert-led sessions combining strategic thinking and practical application across HR technology, workforce strategy, talent management, AI adoption, and the future of the people function. No generic talks \u2014 every session is built around real-world impact. Pro tip: the agenda has competing sessions running simultaneously. Plan your day in advance and know your non-negotiables before you arrive.<\/p>\n
HR Tech Talks<\/p>\n
TED Talk-format sessions tackling the hottest topics in HR technology. Fast-paced, punchy, and designed to energise. Ideal for picking up a sharp new perspective quickly \u2014 or finding a new angle on a problem you\u2019ve been stuck on. Perfect for the 20-minute gaps between longer sessions.<\/p>\n
Ask the Experts<\/p>\n
One of the most underrated features of the whole event. During designated times across both days, industry experts are available for informal, one-to-one or small group conversations. No formal presentation. No sales pitch. Just direct access to some of the brightest minds in HR and technology. Come with a specific problem. Leave with a perspective you couldn\u2019t get anywhere else. These slots fill up \u2014 have your questions ready before you arrive.<\/p>\n
HR Executive Think Tanks<\/p>\n
Peer-to-peer discussions for senior HR leaders. No lectures, no presentations \u2014 just structured open dialogue with people working through the same challenges you are. Focused on key challenges, innovative strategies, and actionable solutions tailored to today\u2019s HR landscape. If you\u2019re a senior HR leader, this is where your most valuable conversations of the two days are likely to happen. The no-vendor format creates a quality of conversation you won\u2019t find anywhere else at the event.<\/p>\n
AI Lab (NEW for 2026)<\/p>\n
A dedicated hands-on space to explore what AI-powered HR tools actually look like in practice. Not a demo theatre \u2014 an active learning environment where you can get up close with cutting-edge solutions, gain real-time insights into transformative technologies, and connect directly with the tools shaping the future of HR. If AI adoption is on your agenda for 2026, this is essential.<\/p>\n
HR Tech Intensives (NEW for 2026)<\/p>\n
For HR leaders who want more than just good sessions. Three structured Intensives run across the two days, each designed as a guided full-day journey through the event with a shared focus:<\/p>\n
Culture Intensive
\nLeading HR Forward Intensive
\nHR Technology Strategy Intensive<\/p>\n
These aren\u2019t sessions you drop into between other things. They\u2019re immersive, peer-level experiences designed to sharpen your thinking, compare perspectives with peers, and move through the event with structure and purpose. Think of it as a masterclass format built into the conference itself.<\/p>\n
Pitchfest 2026 (NEW for 2026)<\/p>\n
Emerging HR tech companies take the stage, pitch live, and compete for cash prizes of up to \u20ac20,000. This is where you\u2019ll find the tools that aren\u2019t in your vendor shortlist yet \u2014 but probably should be.<\/p>\n
The schedule:<\/p>\n
Round 1: 22 April, 11:15 \u2013 12:15<\/p>\n
Round 2: 22 April, 16:00 \u2013 17:00<\/p>\n
Final: 23 April, 11:00 \u2013 11:30<\/p>\n
The Pitchfest Final on Thursday morning is unmissable. You\u2019ll see what early-stage innovation looks like before it lands on the analyst radar \u2014 and the conversations sparked in that room tend to be among the most forward-looking of the whole event.<\/p>\n
Get Connected (NEW for 2026)<\/p>\n
Structured networking, done properly. This is the hub that brings together Ask the Experts, AI Labs, Think Tanks, and interactive peer experiences in one place \u2014 designed to spark conversation, enable hands-on learning, and create the kind of connections you\u2019ll actually follow up on. Not a drinks reception with awkward small talk. A purposeful environment for making the right connections.<\/p>\n
HR Tech Startup Park<\/p>\n
Meet the entrepreneurs building the next generation of HR solutions. These aren\u2019t polished enterprise vendors \u2014 they\u2019re founders solving real problems with new approaches. The conversations are usually the most energetic of the event, and if you want to get ahead of what\u2019s coming before it becomes mainstream, this is where to look. Do it on Day One while you have energy.<\/p>\n
HR Tech Marketplace<\/p>\n
The main exhibition space, with 130+ HR tech solution providers ranging from global platforms to specialist tools. Confirmed for 2026: Workday, Personio, Culture Amp, HiBob, Rippling, Cornerstone, UKG, Mercer, G-P, Indeed, and Sana \u2014 alongside dozens more. This is where you research, compare, and get direct answers from the people who built the products.<\/p>\n
Marketplace Strategy: How to Work the Floor<\/p>\n
Don\u2019t wander. Go in with a plan.<\/p>\n
Day One \u2014 scout and prioritise. Walk the floor with fresh eyes, identify the conversations worth having, and book time with your shortlist for Day Two. Don\u2019t commit to anything before you\u2019ve seen what else is there.<\/p>\n
Day Two \u2014 go deep. Return to your shortlist with specific questions. Ask about deployment, integration, ROI evidence, and real customer references. Don\u2019t let vendors control the conversation.<\/p>\n
The Startup Park \u2014 do it on Day One. The startup conversations are energising and often the most interesting of the whole event. Don\u2019t leave them until you\u2019re exhausted on Day Two afternoon.<\/p>\n
Questions to Ask Every Vendor<\/p>\n
For AI and Automation Tools:<\/p>\n
\u201cShow me a live customer deployment \u2014 not a demo environment.\u201d
\n\u201cWhat\u2019s your average time to ROI, and how do you measure it?\u201d
\n\u201cWhat happens when the AI gets it wrong? What\u2019s the fallback?\u201d
\n\u201cWhere is our data stored and how is it used for training?\u201d
\n\u201cCan you connect me with a reference customer in a similar organisation?\u201d<\/p>\n
For Core HR Platforms:<\/p>\n
\u201cHow does this integrate with our existing stack?\u201d
\n\u201cWhat\u2019s in the base contract versus what\u2019s an add-on?\u201d
\n\u201cShow me the admin experience \u2014 not just the employee interface.\u201d
\n\u201cWhat does implementation actually require from our side?\u201d
\n\u201cWhat does your customer success model look like after go-live?\u201d
\nFor Talent Acquisition and Management Tools:
\n\u201cHow do you handle bias in your AI recommendations?\u201d
\n\u201cWhat compliance frameworks are you built around, and for which geographies?\u201d
\n\u201cWhat are your customers replacing when they buy you?\u201d
\n\u201cWhat\u2019s the most common reason customers leave?\u201d
\nHot Topics to Track<\/p>\n
These are the debates worth following across both days.<\/p>\n
\u201cIs Our HR Tech Stack Actually Working?\u201d Many organisations have spent the last five years acquiring tools. Now they\u2019re asking whether any of it is delivering. The ROI question is everywhere this year \u2014 in the sessions, in the Marketplace, and in the Think Tanks.
\n\u201cWhat Does Responsible AI in HR Actually Look Like?\u201d Bias in hiring algorithms. Explainability in performance management. Data governance. These are no longer theoretical concerns \u2014 they\u2019re employment law risks. This conversation is front and centre.
\n\u201cSkills-Based Organisations: Real or Fantasy?\u201d Everyone\u2019s talking about the shift from job-based to skills-based talent models. A smaller number have actually done it. The sessions featuring real practitioners \u2014 not consultants selling the concept \u2014 are the ones worth attending.
\n\u201cWho Owns the Employee Experience?\u201d HR? IT? The line manager? The answer increasingly seems to be \u201call of the above, and nobody in particular.\u201d Sessions exploring cross-functional ownership of EX will be worth tracking.
\n\u201cWhat Are Startups Solving That Enterprise Vendors Aren\u2019t?\u201d Pitchfest and the Startup Park will surface the answer. Go in with specific gaps in your current stack and see what\u2019s been built to fill them.<\/p>\n
The DO\u2019s and DON\u2019Ts of HR Tech Europe 2026<\/p>\n
DO:<\/p>\n
Plan your agenda before you arrive \u2014 the programme fills fast and session conflicts are real
\nTry at least one new format \u2014 AI Lab, Pitchfest, or Get Connected are all worth your time
\nGo to Ask the Experts with a specific problem \u2014 the more precise your question, the better the answer
\nVisit the Startup Park on Day One \u2014 don\u2019t save it for when you\u2019re flagging on Day Two afternoon
\nFollow up within 48 hours \u2014 connections go cold fast after a conference
\nUse the Share for Good campaign \u2014 it costs you nothing and contributes to charity<\/p>\n
DON\u2019T:<\/p>\n
Don\u2019t try to attend everything \u2014 you\u2019ll burn out before lunch on Day One. Pick your priorities and commit.
\nDon\u2019t skip the Think Tanks if you\u2019re eligible \u2014 peer discussion with no vendor agenda is genuinely rare
\nDon\u2019t ignore the smaller exhibitors \u2014 the most interesting tools are often from companies you\u2019ve never heard of
\nDon\u2019t treat the Marketplace as the whole event \u2014 the sessions and new formats are where the real value lives
\nDon\u2019t collect business cards and never follow up \u2014 80% of conference connections go nowhere because nobody follows through first
\nThe Post-Conference Action Plan<\/p>\n
Within 24 hours: Block two hours to process notes while everything is still fresh. Send personalised follow-up messages \u2014 not generic \u201cgreat to meet you\u201d notes. Share your key takeaways with your team.<\/p>\n
Week of 27 April: Schedule follow-up calls with vendors on your shortlist. Connect with peers you met on LinkedIn. Brief your leadership on what you learned and what you\u2019re recommending.<\/p>\n
Week of 4 May: Build business cases for any investments you\u2019re considering. Create a 90-day action plan based on your two days in Amsterdam. Follow up with any speakers or experts you connected with.<\/p>\n
Pro tip: Write a trip report \u2014 even a short one. Three takeaways, two vendors to evaluate, one thing you\u2019re changing. Share it with your team. It justifies the trip, creates accountability, and means you actually act on what you learned rather than letting Amsterdam become a fond memory and nothing more.<\/p>\n
The Unwritten Rules of HR Tech Europe<\/p>\n
The corridor track is real \u2014 some of the best conversations happen between sessions, not in them<\/p>\n
Vendors are more forthcoming on Day Two afternoon \u2014 they\u2019re keen to make an impression before you leave<\/p>\n
The opening hours set the tone \u2014 arrive early, get oriented, make your first connections before the noise picks up<\/p>\n
Independent analysts know everything \u2014 if you encounter Josh Bersin, Stacey Harris, or Trish Steed in a casual setting, ask them something real<\/p>\n
Evening events are where the honest conversations happen \u2014 informal environments break down the formality fast<\/p>\n
The startup founders are often the most interesting people in the room \u2014 they\u2019re solving problems the incumbents haven\u2019t noticed yet<\/p>\n
Ask the dumb question \u2014 everyone is figuring this out. The people who pretend they have it sorted are the ones to be most sceptical of<\/p>\n
Bring your real problems \u2014 the more specific and honest you are about what you\u2019re trying to solve, the more useful every conversation becomes<\/p>\n
The Bottom Line: What HR Tech Europe 2026 is Really About<\/p>\n
Strip away the agenda, the Marketplace, and the Dutch canal views, and HR Tech Europe 2026 is asking one fundamental question:<\/p>\n
\u201cHow do we build people functions that are genuinely fit for the decade we\u2019re actually in \u2014 not the one we planned for?\u201d<\/p>\n
Every keynote, session, Think Tank, and hallway conversation will orbit around some version of this. The industry is at a genuine inflection point:<\/p>\n
AI is demanding proof, not just patience
\nSkills-based talent models are moving from concept to execution
\nEmployee experience is becoming a competitive differentiator
\nHR technology investment is under more scrutiny than ever
\nThe next generation of tools is already being built in startup parks like this one<\/p>\n
HR Tech Europe 2026 is where you\u2019ll find answers \u2014 not from vendors trying to sell you, but from peers who\u2019ve walked the path, analysts who\u2019ve studied the data, and practitioners who\u2019ve learned the hard way.<\/p>\n
Go to Amsterdam with clear goals. Ask hard questions. Challenge your assumptions. Network with intention. And come home with something worth doing.<\/p>\n
See you at RAI Amsterdam.<\/p>\n
Stay Connected<\/p>\n
Website: www.hrtechnologyeurope.com<\/p>\n
Event dates: 22\u201323 April 2026<\/p>\n
Social Media: #HRTechEurope<\/p>\n
UC Today will be on the ground across both days with live coverage, interviews, and insights. Follow us for real-time updates, speaker highlights, and the stories behind the announcements.<\/p>\n
Now go register, sort your travel, and get ready for two days that will genuinely shape how you think about your people function.<\/p>\n
Amsterdam is calling. The future of HR is waiting.<\/p>\n
Let\u2019s go.<\/p>\n","protected":false},"excerpt":{"rendered":"Look, we know you\u2019re busy. Your inbox is a disaster, you\u2019ve got back-to-back calendar blocks named \u201cquick sync\u201d…\n","protected":false},"author":2,"featured_media":41392,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_share_on_mastodon":"0"},"categories":[101],"tags":[199,9007,3909,23412,23413,23414,200,23415,23416],"class_list":["post-41391","post","type-post","status-publish","format-standard","has-post-thumbnail","category-amsterdam","tag-amsterdam","tag-employee-experience","tag-event","tag-ex","tag-hr-analytics-software","tag-human-capital-management","tag-netherlands","tag-talent-hcm-platforms","tag-workforce-management-software"],"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@dk\/116240324010065788","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/posts\/41391","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/comments?post=41391"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/posts\/41391\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/media\/41392"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/media?parent=41391"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/categories?post=41391"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/dk\/wp-json\/wp\/v2\/tags?post=41391"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}