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Newsletters die a lot faster than they get acquired. Most solo HR newsletters either fizzle out around issue 40 or turn into a thinly veiled pitch deck for whatever the writer is selling that quarter.
AI in HR Today just did neither. It got acquired by an HR consultancy and folded straight into their blog. That almost never happens, and I should know, because it's my newsletter.
Starting this week, the weekly articles you've been reading here are publishing directly on the livingHR blog. Same topics, same voice, same slightly-too-honest take on what AI is actually doing to the workplace. Just a new address: blog.livinghr.com.
Wait, Didn't You Already Work at livingHR?
Yes, and that's exactly why this makes sense instead of being some strange vendor consolidation story. I'm livingHR's Principal of AI & People Solutions, so I've spent the last couple of years writing about AI and HR in one window and actually doing AI and HR consulting for clients in the other. Those two things were always talking to each other. This just stops pretending they're separate.
Keri Higgins-Bigelow, livingHR's founder and CEO, put it simply: technology only matters if it makes work more human, not less. That's been the whole premise of this newsletter since day one. I never wanted to write "AI is coming for your job, here's a listicle" content. I wanted to write the version where someone in HR reads it on a Thursday and actually changes something about how they're rolling out a tool or having a hard conversation with their leadership team. Moving under livingHR's roof means that thinking now sits next to a firm that's living it with clients every day.
What Actually Changes (Short Answer: Not Much)
Here's the part I want to be upfront about, because "acquired" is a word that makes people nervous, and fair enough. Nobody's watering this down into corporate word salad. The partnership specifically keeps the voice and the rhythm intact: new articles land weekly, same direct, no-hype approach, same refusal to use the phrase "leverage synergies" in a sentence about AI adoption.
What does change is reach and resourcing. Instead of one person hitting publish from wherever he happens to be that week, these ideas now sit alongside livingHR's full library of people strategy content, and in front of a much wider set of HR leaders. If you've been reading along, you don't need to do anything. You'll just find the same articles in a new home, with better company.
Why This Actually Matters Beyond the Announcement
AI adoption in HR has a trust problem, and it's not really about the technology. Most HR leaders I talk to aren't worried that AI can't do the job. They're worried it'll do the job in a way that erodes the thing HR is supposed to protect: people actually trusting the process. Screening resumes faster doesn't help you if candidates feel like they're shouting into a void. Automating performance reviews doesn't help you if managers stop having real conversations because the software already generated one for them.
That's the gap AI in HR Today has always tried to sit in: not "should you adopt AI" (you already are, whether you meant to or not) but "how do you adopt it without hollowing out the parts of work that actually need a human in the room.” We are also finding that these elements and their lack of focus are what stall most AI transformations. Workforce readiness, org design questions that come with any real AI rollout, what human-first leadership looks like when half your tools are augmented. That's the beat, and it doesn't change just because the byline now sits under a bigger banner.
Now that content also has livingHR's client work as a backstop. Every practical suggestion in these articles gets tested against actual engagements, actual change management headaches, actual "the CHRO loves this in theory, but the managers hate it in practice" moments. That's a different kind of credibility than a newsletter can build on its own, and while I brought that operator experience and lens to it, this is the reason this move is additive instead of just a rebrand.
So What Should You Actually Do
If you're already a reader, nothing. Bookmark blog.livinghr.com, keep your Thursday reading habit, and expect the same weekly show up. If you're new here because someone forwarded you this announcement, welcome. You're getting a practical, opinionated read on AI and people strategy without the buzzword tax, backed by a firm that's actually implementing this stuff across hundreds of workplaces and millions of employees.
And if you're an HR leader wondering whether any of this applies to your org because you're "not that far along yet" with AI, that's precisely the audience this is for. Nobody's starting from a finished playbook. The organizations getting this right are the ones asking better questions earlier, not the ones with some secret AI maturity model the rest of us missed.
The Truth
Content acquisitions usually mean something got bought so it could be quietly absorbed and eventually disappear. This one's the opposite. The idea was small enough to fit in one person's newsletter, and now it's backed by a team that gets to prove it out with real clients every single day.
Same voice, same weekly rhythm, just a lot more hands actually building the thing it's talking about.
See you at blog.livinghr.com.
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