PDF.ai

Founder

Testimonial

Cisco Systems

Senior Software Engineer

Bootstrapping

📚 PDF.ai: Chat with PDFs using AI
💜 Testimonial.to: Grow your business with social proof 

Also, making Docsium.com and Supportman.io for fun

Damon Chen

genAssess

genAssess is a comprehensive AI literacy solution built to meet the evolving needs of modern organizations through two powerful products: 

an AI skills assessment platform for recruitment, 
and genAssess Academy, a scalable training program for workforce upskilling and compliance. 

For talent acquisition teams, genAssess delivers scenario-based assessments that evaluate candidates’ ability to effectively prompt, problem-solve, and interact with tools like ChatGPT—providing data-driven insights that support smarter, bias-reducing hiring decisions and a future-ready talent pipeline. 

On the training front, genAssess Academy equips employees with the foundational knowledge and hands-on skills required to engage with AI systems responsibly, with a strong emphasis on compliance with the EU AI Act. Delivered online, the program covers regulatory frameworks, ethical use, and transparency requirements, while also offering practical instruction in prompt engineering via our proprietary PRIME Framework. With built-in analytics and reporting, organizations can demonstrate audit-readiness, track impact, and foster a culture of confident, compliant AI usage. 

Together, these products position genAssess as the go-to partner for building an AI-literate workforce—both at the point of hire and across the employee lifecycle.

Eunomia HR

After founding the first AI and Automation Agency dedicated to the world of recruitment over 8 years ago - building chatbots, LLM powered tools and workflow automations for FTSE-500 employers and HR-tech vendors, I have now pivoted the agency to a full-spectrum AI Governance and Regulation Advisory Practice for Recruitment and HR.

Eunomia HR is a boutique that runs bias audits and provides governance blueprints mapped to ISO 42001 and Annex IV of the EU AI Act.

AI Governance and Regulation Advisory

Bot Jobs

Empowering Conversational AI Professionals | Elevate Your Career with Bot Jobs

Are you a Conversational AI professional seeking new opportunities to advance your career? Look no further! I am dedicated to helping you unlock your full potential in the exciting field of Conversational AI.

As a passionate advocate for professionals like you, I understand the unique challenges and aspirations you face. That's why I have curated a comprehensive job board tailored specifically to Conversational AI roles. Whether you're an experienced veteran or just starting out, I am here to connect you with top-notch opportunities that align with your skills and ambitions.

Discover a wide range of openings in chatbots, voicebots, and conversational UX across the globe. From Conversational Design to AI Training and Chatbot Development, find the perfect fit for your expertise. I work tirelessly to ensure that only the best opportunities are featured, so you can focus on what you do best—shaping the future of human-machine interaction.

Join Bot Jobs today and embark on a rewarding journey of career growth and professional development. Let's navigate the ever-evolving landscape of Conversational AI together, as I provide you with the resources and support you need to excel.

Don't miss out on your next big career move. Explore our job board and take the next step towards realising your potential in Conversational AI.

Luxatia International

Chair - Global Conversational AI Summit

9 Month Club

Board Advisor

Heyday by Hootsuite

Heyday is a world beating Conversational AI platform, we create conversational experiences that empower sales and support teams for high-growth e-commerce brands and Fortune 500 companies alike across the globe: Cirque du Soleil, Danone, Decathlon, Lacoste, Dynamite and Boost Mobile.

Heyday's AI-powered chat and engagement (Customer Experience - CX) platform supports retailers and Direct to Consumer (DTC) organizations. We help marketing operators connect with customers across e-comm platforms (ie: Shopify, Magento, BigCommerce, etc.) while leveraging messaging channels such as; FB Messenger, Instagram, WhatsApp, Google Business Messaging and Apple Business Chat for personalized, 1:1 direct conversations.

Strategic Account Executive

The London School of Economics and Political Science (LSE)

Guest lecturer for the Course 'Digital Transformation in HR', with a subject focus on Chatbots in HR Management Function

Guest Lecturer - DIGITAL TRANSFORMATION IN HR

RoboRecruiter Inc.

RoboRecruiter is the conversational platform for Recruiters.  Using automated messaging, conversational computing and chatbot technology, recruiters are able to engage with, activate and keep their candidate database updated, qualify candidates against your roles or facilitate any other conversations.

Wherever there is a mundane, repetitive conversation taking place between recruiter and candidate - automate it using RoboRecruiter to give recruiters real time back in their day to have more meaningful engagements.

Director - EMEA

Recruitment is Awesome

•	I provide innovation and technical consultancy services to organisations within the Recruitment industry.
•	The projects that I have worked on range in size and complexity, but cover the entire spectrum of recruitment operations.

Some examples are:
•	Contracted with a leading supplier of workforce management software solutions to provide business analysis to an implementation with a Global Recruitment business in their Benelux region.
•	Contracted with a national recruitment brand to act as Head of PMO and take a lead in the implementation of a large-scale contract (which generated £500k in gross profit) to mobilise the recruitment, payroll and training of a 750-strong temporary field-based workforce within a Central Government department.
•	Working with the Sales Director of a multi-national staffing business to create a new strategy to increase volume sales solutions across Managed Service, Recruitment Process Outsourcing and Contingent Workforce.
•	Engaged by one of the country's largest outsourcers to develop and take to market a service offering to the NHS, which included outsourced contingent workforce solutions and a management consultancy product to aid in the reduction of recruitment agency spend throughout the contracting trust. This was proved considerably valuable to this business as I went on to secure an £18 million 5-year partnership with a Central London NHS Trust for workforce outsourcing, as well as a Management Consultancy project with a South-Coast based trust, before handing the service back to the business at the end of my contract.

Innovation and Technical Consultant 

G4S Policing Solutions

G4S Policing Solutions is a specialist recruitment business dedicated to providing policing consultancy and staffing solutions to UK Police Forces, local and central government, regulatory bodies and the private sector. These solutions are sourced from our well maintained, bespoke database of former police officers and specialist staff.

As Head of Sales, I oversee the supply into third party managed services and our relationship with the Managed Service Providers. I am also responsible for seeking out and winning new business opportunities.

As Head of Business Improvement, I have strategic responsibility for Quality and Compliance. I have managed the implementation of a Quality Management System, which has resulted in being awarded ISO 9001 certification. Along with this, I oversee all matters of compliance and vetting relating to our temporary contract workers.

Head of Sales and Business Improvement

Conversational AI evangelism, education and careers

I’m Martyn Redstone, an AI and automation specialist with nearly two decades of experience transforming the recruitment and talent acquisition industry. Over the last eight years, I’ve focused on leveraging conversational AI—chatbots, voice bots, and generative AI—to transform how businesses attract, engage, and hire talent.

I began my career in telecommunications engineering before moving into recruitment while studying computer science. It was there I discovered my passion for using technology to solve complex challenges. My first project, implementing an online timesheet system in 2008, showed me the potential for innovation in recruitment and how resistant the industry can be to change. Since then, I’ve made it my mission to help organizations embrace AI responsibly and effectively.

What I Do:

Upskilling & Enablement: I deliver practical workshops to help recruiters and HR teams unlock the potential of AI tools like ChatGPT, Claude, and Perplexity. My sessions focus on productivity, efficiency, and practical use cases for recruitment.

Strategy & Advisory: I help organizations design AI roadmaps, set long-term strategies, and integrate automation responsibly, ensuring alignment with business goals and compliance requirements.

Implementation & Optimization: From building custom AI solutions to fixing underperforming chatbots, I specialize in creating systems that improve recruiter and candidate experiences.

Beyond my client work, I’m the founder of Bot Jobs, the leading job board for Conversational AI professionals, and genAssess, an AI skills assessment platform launched in 2025. I’m also the chair of the Global Conversational AI Summit, where I collaborate with industry leaders to help shape the future of AI.

If your organization is ready to explore how AI can transform recruitment, let’s connect.

Martyn Redstone

Yesterday, the European Commission released two proposals that will materially affect how HR and TA teams use AI and manage people data:

The Digital Omnibus Regulation and the AI Act Simplification Amendment.

1. High-Risk AI Timeline Adjustments

The fixed August 2026 enforcement date for high-risk AI no longer applies. Obligations will now begin once the Commission confirms supporting tools (standards, guidance) are available, followed by a six-month transition for HR-related high-risk systems. A new final deadline requires compliance no later than December 2027. This creates a more realistic adoption window for HR technology and recruitment AI.

2. Key GDPR Changes for HR

The Digital Omnibus updates GDPR to support modern people analytics and AI use:

• Clearer definition of personal data, reducing uncertainty when using aggregated or pseudonymised data.
• Permission for residual special-category data in AI training under strict safeguards.
• Confirmed allowance for biometric verification when controlled by the employee.
• Harmonised DPIA requirements across the EU.
• Data breach reporting extended to 96 hours, with a unified EU reporting portal.

3. Streamlined Data and AI Governance

Several data laws are consolidated into a clearer Data Act, simplifying vendor oversight and data portability. The AI Act amendment also introduces more practical obligations, expanded simplifications for SMEs and small mid-caps, stronger EU-level oversight, and support for using sensitive data to detect or correct bias in hiring and workforce systems.

What This Means for HR and TA:

The proposals provide clearer rules, reduced administrative burden, a more achievable timeline for high-risk AI, and better support for fair and compliant AI in recruitment and workforce management.

Both the Digital Omnibus and the AI Act amendment are Commission proposals and are not yet law. They now enter the EU’s Ordinary Legislative Procedure, where the European Parliament and the Council will review, amend and negotiate the texts before jointly adopting them. Once approved and published in the Official Journal, each Regulation will enter into force and begin applying on the dates specified in the final legislation.

If you’d like a tailored breakdown for your organisation or HR tech stack, feel free to get in touch.

On-Call Head of AI Governance for HR | Ethical AI • Responsible AI • AI Risk Assessment • AI Policy • EU AI Act Readiness • Workforce AI Literacy | UK • Europe • Middle East • Asia • ANZ • USA

Three major developments in the last week should have every HR leader, employer, and AI vendor paying attention:

1. The AI Civil Rights Act was reintroduced in the US Congress
Led by Senator Ed Markey and Representative Yvette D. Clarke, this legislation places hard guardrails around AI and algorithmic systems used in decisions related to hiring, housing, healthcare and beyond. It demands transparency, bias testing, and accountability. Think of it as GDPR for bias, but with broader implications across HR, tech, and operations.

“We will not allow AI to stand for Accelerating Injustice.” – Senator Ed Markey for U.S. Senate

2. California’s new workplace AI discrimination laws are now in effect.
The new rule governing companies' use of automated decision-making technology will likely create a situation where companies are liable for hiring practices if a system violates anti-discrimination laws. As other U.S. states also implement laws and regulations containing similar ADMT protections, companies deploying the technology will need to be proactive in their record keeping and vetting of third-parties while auditing their own tools to understand how the software functions.

It’s no longer enough to trust your tools and vendors, you must prove they’re fair.

3. Insurers are backing away from covering AI risks
AIG, Great American, and WR Berkley are asking regulators to exclude AI-related liabilities from their policies. Why? Because the risks (from chatbots hallucinating to algorithmic bias in hiring) are seen as “too opaque, too unpredictable.”

When insurers are pulling cover, it’s a warning sign: you own the risk.

👁 What this means for HR and recruitment business leaders:

We’ve officially entered the age of AI Accountability. That means:
✅ You need visibility into how your AI systems work, especially if they’re used for hiring, performance management, or workforce planning.
✅ You must audit your HR tech stack (yes, that includes Workday, ATS platforms, and even AI resume screeners).
✅ You need to document fairness, not just assume it.
✅ You must rethink your contracts with AI vendors. If the tech goes wrong, insurers may not have your back.

🛡 If you haven’t already, it’s time to start building your AI Governance Playbook.
📌 Audit all AI tools in use
📌 Build an internal AI ethics committee
📌 Ensure legal, DEI and HR alignment on tool deployment
📌 Partner only with vendors offering bias mitigation, auditability, and indemnification

Big News: I'm putting Bot Jobs up for sale, ready for its next chapter

In just two weeks, Bot Jobs will celebrate 5 years. What began as a simple idea—a dedicated home for Conversational AI talent—has grown into a global platform trusted by candidates, freelancers, and companies shaping the future of AI.

Along the way, Bot Jobs has reached milestones I’m incredibly proud of:
• Strong, consistent SEO performance, driving high-intent organic traffic and top of page 1 search results
• Sponsorships at major industry conferences, keeping us visible at the center of the field
• Content collaborations with leading vendors, strengthening brand authority
• A unique vantage point into the ever-evolving employment landscape of Conversational AI
• A thriving ecosystem of job seekers, employers, and freelancers who rely on the platform daily

As I reach the 5-year milestone, I’ve been reflecting not only on the growth of Bot Jobs, but also on my own professional direction. Over the past couple of years, I’ve naturally moved away from Conversational AI as my core area. With that in mind, I’ve made the decision to put Bot Jobs up for acquisition.

This is a transition—not an ending.

Bot Jobs is established, respected, and full of untapped potential. In the hands of the right buyer, it’s well-positioned for its next phase of growth.

If you or someone in your network is interested in acquiring Bot Jobs, please reach out. I’m happy to share details, metrics, and the outlook for the platform’s next chapter.

Thank you to everyone who has supported, contributed, and believed in Bot Jobs over the last five years. I’m grateful for the journey and excited for what’s ahead.

Kane Simms 
Alexander Chukovski 
Rodrigo Rocco 
Lars Peter Svane 
Hans van Dam 
Jerry Haywood 
Alan Nichol

A new product category is exploding across HR Tech: AI-powered résumé fraud detectors.

Over the last few months, I’ve been quietly analysing this space - running deep GRC reviews, mapping regulatory exposure, assessing data provenance risks, and testing claims made by vendors.

What I've found?
This category is far more complex (and risky) than most people realise.

A small sample of what’s surfaced:

🔍 Tier 2 “digital footprint” tools can create unlawful disparate impact, especially when signals like “LinkedIn profile health” or “social network visibility” are used as fraud indicators.

🧬 Biometric verification tools (Tier 3) trigger the highest level of legal exposure across GDPR, BIPA, and the UK’s new Data (Use & Access) Act — many are essentially impossible to use compliantly in top-of-funnel hiring.

🗂️ Vendors claiming “proprietary fraud databases” are often building models by reusing applicant data collected from entirely different employers — a significant GDPR purpose-limitation failure.

⚖️ Several tools enable de facto automated rejection, which, in many jurisdictions, is illegal without explicit consent and meaningful human review.

And this is just a fraction of the landscape.

Why am I sharing this?

Because organisations are already deploying these tools without realising the regulatory, operational, and reputational consequences.

At Eunomia HR, this is exactly the level of investigation we do for our clients:
⋅ Full AI systems audits
⋅ End-to-end GRC analysis
⋅ Vendor risk reviews
⋅ Model governance frameworks
⋅ DEI & Bias assessments
⋅ Policy, notices, and governance architecture
⋅ And fractional Head of AI Governance support for HR Tech vendors

If you’re:
A Talent, HR, or Compliance leader evaluating AI tools, or
An HR Tech vendor needing proper AI governance, risk, and compliance capability…

…let’s talk. This is the time to get it right.

I’ve attached a short preview from my latest fraud-detector briefing — the full report is 30+ pages of deep regulatory and technical analysis.

If you want access or want Eunomia HR to support your AI governance, message me directly.

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The Battle

Damon Chen

Martyn Redstone

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The Battle

Damon Chen

Martyn Redstone

Followers

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Martyn Redstone's LinkedIn Performance

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