Walmart Chief People Officer, Donna Morris, has revealed that she uses artificial intelligence tools—including ChatGPT and Perplexity—to help identify potential candidates for senior leadership roles.
Speaking to Business Insider and other outlets, Donna described how these tools offer speed, insight, and surprising accuracy when initiating searches for positions such as HR and technology executives.
“You’ll be surprised at how close the actual sources that they come up with align with people who we’ve actually considered,” Donna said, referring to the AI-generated suggestions.
While she continues to rely heavily on LinkedIn, Donna noted that AI tools provide a valuable complement, especially when kicking off a key search.
Not a Company-Wide Practice—Yet
A Walmart spokesperson clarified that Morris’s use of AI is not part of a standardized company-wide hiring protocol.
Instead, it reflects her personal approach to sourcing leadership talent. The company has not mandated AI use across its recruitment teams, but Donna’s experimentation signals a growing openness to integrating AI into HR workflows.
Her comments come at a time when many large employers are exploring AI’s potential to streamline hiring, reduce bias, and improve candidate matching.
However, Walmart appears to be taking a measured approach, applying AI selectively rather than universally.
Walmart: Ongoing Investment in AI
Donna’s use of AI aligns with Walmart’s broader push to integrate artificial intelligence into its operations.
In June 2025, the company launched an AI Interview Coach pilot program to help job seekers prepare for interviews.
The tool simulates up to 10 questions and provides feedback on clarity and structure.
Earlier this month, Walmart also announced plans to roll out a customized version of OpenAI’s Certification Program through its Walmart Academy.
The initiative is part of a larger effort to certify 10 million Americans in AI fluency by 2030, with Walmart playing a key role in the rollout.
These developments reflect Walmart’s commitment to equipping both employees and candidates with the skills needed to navigate an increasingly AI-driven workplace.
Implications for HR and Talent Strategy
Donna’s approach highlights a shift in how HR leaders are leveraging technology to enhance decision-making.
HR professionals often associate AI with resume screening and automated assessments, but they now use it to identify leadership talent, suggesting a broader application.
By combining traditional platforms like LinkedIn with AI-powered insights, HR professionals may be able to uncover candidates who might otherwise be overlooked.
However, the selective nature of AI use at Walmart also underscores the importance of human judgment and contextual understanding in hiring—especially for senior roles.
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