As we prepare for this year’s HR Technology Awards, we’re pleased to introduce one of our new jury members: Aniek Meijs – Schouten, People Director Netherlands at Monks. Following Monks’ HR Technology Award win last year, Aniek brings firsthand experience in leading AI-driven transformation and implementing innovative HR technology. We spoke to her about her experience, the future of HR Technology, and what she will be looking for as a jury member.
Can you briefly introduce yourself and tell us a bit about your background in HR Technology?
My name is Aniek Meijs – Schouten, and I am the People Director Netherlands at Monks. My passion lies at the intersection of people strategy and digital innovation.
Last year, Monks had the honor of winning the HR Technology Award. We went through a profound AI transformation, completely reshaping our workplace and workflows. This journey gave me firsthand experience in leveraging advanced tech stack solutions, such as custom LLMs and automated tools, to truly empower our workforce and drive business success.
What do you believe organisations still underestimate when it comes to HR Technology?
Many organizations still underestimate the human component and the sheer scale of behavioral change required.
HR technology is never just about deploying a new tool. It deeply impacts how people interact and how workflows connect across disciplines.
We learned that major digital and AI adoptions cannot be done successfully from isolated home offices. True behavioral change requires physical proximity and collaboration. Technology only succeeds when you build the right environment for people to adapt and learn together.
What development or trend in HR Technology currently excites you most?
I am highly energized by data-driven tools that actively support employee wellbeing and targeted growth.
At Monks, we shifted from guessing to knowing by using an AI chatbot to interview our managers directly about their real challenge areas. Combining this data-driven empathy with tools like Talent Mapping allows us to match the right projects to people’s specific skills and career ambitions. This proactive approach helps prevent burnout while continuously fostering knowledge growth.
What will you personally pay attention to as a jury member during the HR Technology Awards?
As a jury member, I will look closely at the “How” rather than just the “What”. A technology can deliver impressive data or efficiency on paper, but I want to see its actual impact on company culture and daily human behavior.
I will look for cases where technology was implemented with deep empathy, where it truly solved a core human problem, and where it brought teams closer together to innovate faster.
What advice would you give organisations participating in the HR Technology Awards this year?
My advice is to keep your narrative authentic and focus heavily on the human impact.
Don’t just show us the technical specifications of your tool. Tell us the story of your people. Show us the friction you faced and how you guided your workforce through the change.
If your organisation has delivered an innovative HR technology project with measurable impact, we’d love to hear your story. Submit your nomination for this year’s HR Technology Awards and let our expert jury evaluate your case.
