HiBob and The Josh Bersin Company bring trusted HR expertise to Bob
HR decisions rarely come with an obvious answer. They require experience, evidence, and a clear understanding of what’s happening inside the organization.
Managers may need to give better feedback. HR teams may be rethinking job architecture. Leaders may be weighing how best to respond to changes in their workforce. In each case, knowing what good practice looks like is only part of the challenge. The real question is how that expertise applies to your organization.
That’s why we’re excited to announce a deeper partnership between HiBob and The Josh Bersin Company. Together, we’re bringing GalileoⓇ, The Josh Bersin Company’s AI-powered HR intelligence platform, into Bob.
Through Bob AI’s specialized agents, users can draw on Galileo’s trusted, research-backed HR expertise alongside the people context already in Bob, giving HR teams and managers a stronger foundation for their decisions and the confidence to take action.
<<See how Bob AI brings trusted people context into everyday HR work. Explore Bob AI>>
Key takeaways
- Galileo is coming to Bob: HiBob and The Josh Bersin Company are bringing Galileo into Bob AI’s specialized agents.
- Galileo brings trusted HR expertise: More than 25 years of research, frameworks, benchmarks, and best practices support workforce decisions.
- Bob adds trusted people context: People, roles, teams, workflows, performance, and workforce data help make that expertise relevant to each organization.
- Bob AI brings everything together: Bob’s specialized AI agents connect Galileo’s expertise with the context already in Bob to provide relevant guidance within the flow of work.
- People make better-informed decisions: People can apply trusted expertise to the realities of their organization and move from insight to action.
- Organizational Intelligence helps leaders make more informed decisions: External HR expertise and trusted people context come together to strengthen decision support and help people move from insight to action.
Why context changes the value of AI
There’s no shortage of AI tools capable of answering an HR question.
But a useful workforce decision needs more than a plausible answer. It needs expertise you can trust, context you can act on, and the judgment to decide what makes sense for your organization.
Generic AI can generate an answer without knowing the people, roles, workflows, or dynamics behind the question. Research can provide trusted expertise, but it often sits outside the systems where decisions happen.
Connected workforce data can add the context that makes intelligence more useful. It can help people understand what is happening in the organization, consider why it is happening, and make decisions that fit their reality.
Instead of simply asking, “What does best practice say?” teams can start asking, “What does best practice tell us, given what we know about our organization?”
That’s the difference between having more information and having the context to use it.
Where Galileo and Bob come together
This is where Bob AI comes in. When HR teams and managers are working through a task in Bob, Bob AI can bring together the trusted people context already available in the platform with the external HR expertise Galileo provides.
Galileo brings more than 25 years of The Josh Bersin Company’s HR research, along with its frameworks, benchmarks, and best practices, directly into Bob, giving thousands of HR leaders access to this intelligence in the flow of work.
Bob AI combines that research-backed guidance with the relevant people context in Bob to provide recommendations tailored to the task at hand.
What Galileo brings to Bob
- HR expertise: Research-backed guidance from The Josh Bersin Company
- Frameworks and best practices: Across major areas of HR
- Structured thinking: Suggested questions and guidance to help users work through decisions
- Relevant signals: Potential indicators of bias or imbalance, where applicable
What Bob brings to the organization
- People context: Who your people are, and how they are organized across the business
- Roles and teams: How roles, job levels, reporting lines, and team structures are set up in your organization
- Workflows: How work and HR processes happen in your organization
- Permissions: Who can access and act on relevant information
- Performance context: Information that shows how people are progressing and performing
- Workforce data: The broader organizational information that makes guidance relevant
By bringing these inputs together in the flow of work, Bob AI gives people a more informed starting point for the decisions they’re already making.
AI provides the information. People make the decision.
What does Galileo in Bob look like in practice?
The value becomes clearest when you see what this looks like in the work HR teams and managers are already doing.
Helping managers give better feedback
Writing a useful performance review is harder than it looks.
“Great job this quarter” isn’t particularly actionable. Neither is a long list of criticisms with no clear path forward.
Managers need to be specific, balanced, and fair. Yet many are expected to do so without ever having received much coaching on how to do so. With Galileo powering Manager Coach, a manager can work through a performance review in Bob with expert guidance built into the process.
For example, a manager starts drafting feedback for a team member. Manager Coach can use the relevant performance context already in Bob. At the same time, Galileo guides the structuring of useful feedback, the crafting of questions that make the review more specific, and the identification of signals such as potential bias or imbalance.
The manager then reviews the guidance, decides what applies to the situation, and writes the feedback in their own words. The coaching appears while the manager is writing the review, rather than as a separate resource they need to consult.
That can help make feedback more specific, actionable, balanced, and consistent, while keeping the manager responsible for the final review.
Turning job architecture theory into action
Job architecture can get complicated quickly.
Roles, levels, career paths, job families, and responsibilities all have a knock-on effect on everything from progression and pay to workforce planning.
But understanding best practice is only part of the challenge.
HR teams then have to translate it into something that works for their organization.
With the Educator Agent in Job Catalog, an HR team can work through the principles of job architecture while building the structure in Bob. Galileo brings research-backed frameworks and best practices to the conversation, while Bob provides the trusted people context.
For example, the team might be working through how to structure levels within a job family. They can use Galileo’s expertise to understand the principles behind effective leveling, then weigh that against the roles, responsibilities, and structure already defined in their organization. The team decides which approach fits, adapts it to their model, and builds that structure in Bob.
The goal is not to hand HR a finished answer, but to give them a stronger way to think through the work and turn established best practice into an approach that fits their organization.
Recommended For Further Reading
From HR intelligence to better decisions
The value of AI in HR isn’t simply having more information at your fingertips. It’s about using trusted people context within your organization to make better decisions and take action.
Galileo in Bob is another step in that direction.
By combining The Josh Bersin Company’s trusted HR expertise in Galileo with the people context already within Bob, HR teams and managers can move from research to decision and from decision to action without leaving the flow of work.
That’s what Organizational Intelligence brings: connected context, better decisions, and stronger action.
More Galileo in Bob use cases are coming soon, including compensation planning that brings internal workforce signals together with external best practices for more data-informed, responsible decisions. Through the end of the year, Galileo in Bob is free for customers—on us. Pricing for continued access in 2027 may change.
FAQs
The partnership brings The Josh Bersin Company’s trusted HR expertise into Bob, HiBob’s people platform. It combines more than 25 years of HR research, frameworks, benchmarks, and best practices with the people context already inside Bob, helping HR teams and managers apply that expertise to real workforce decisions.
Galileo provides research-backed HR expertise, including frameworks, best practices, suggested questions, and relevant signals. Bob AI combines that expertise with trusted people context from across the organization, including information about people, roles, workflows, permissions, and performance, to provide guidance within the flow of work.
Galileo in Bob can support practical workforce decisions in areas such as performance reviews and job architecture. Manager Coach can help managers structure feedback, ask more useful questions, and identify signals such as potential bias or imbalance. The Educator Agent in Job Catalog can help HR teams understand job architecture principles and apply them when building structures in Bob.
Bringing trusted HR expertise together with people context gives HR teams and managers more information to work with when making workforce decisions. Instead of researching best practices separately and then working out how they apply, they can consider that expertise alongside their organization’s people, roles, workflows, and other relevant context. This helps them move from research to decision and from decision to action within their existing work.
No. Galileo in Bob is designed to support human judgment, not replace it. It provides additional evidence, structure, and context to help people think through a decision, while the people responsible for that decision remain in control of the outcome.