• More managers are using AI tools like ChatGPT to make hiring, promotion, and layoff decisions, according to a new survey from ResumeBuilder.com. With 94% of managers admitting to AI reliance and many lacking proper training, entertainment companies and studios could be facing a high-tech HR reckoning—and possible legal fallout.

LOS ANGELES, CA (TDR) — In a development that could shake up Hollywood’s already fragile labor ecosystem, a new ResumeBuilder.com survey finds that an overwhelming majority of U.S. managers—94%—are now using artificial intelligence tools like ChatGPT to make critical staffing decisions, including who gets hired, promoted, or fired.

The data, gathered from more than 1,300 managers across sectors, underscores a growing trend: HR functions are being quietly handed off to generative AI, even when those using the tools lack proper training.

AI at the Decision Table

The survey’s most eye-opening finding? One in three managers have no formal AI training, yet two-thirds admit to using it for work decisions. And 94% say they use AI to decide who gets a raise—or who gets shown the door.

For the entertainment industry, where talent management and corporate culture play a pivotal role, that statistic could have ripple effects from the C-suite to the set.

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“The guidance managers are getting from their CEOs over and over again, is that this technology is coming, and you better start using it,” Axios Business reporter Erica Pandey told CBS News. “So it makes sense that they’re starting to wade into the use there.”

Legal and Ethical Minefields

Experts say using AI to automate staffing decisions—especially without guardrails—raises immediate red flags for talent agencies, studios, and unions already grappling with tech disruption.

“AI is only as good as the data you feed it,” Pandey warned. “And this is a very sensitive decision—it involves someone’s life and livelihood.”

Hollywood HR teams are particularly at risk. Generative AI’s tendency to reinforce bias could expose companies to discrimination lawsuits, especially if AI output goes unchecked.

“Report after report has told us that AI is biased,” Pandey added. “It’s as biased as the person using it. So you could see a lot of hairy legal territory.”

High Stakes in the Creative Sector

In entertainment, where job performance is often measured subjectively—think chemistry reads, leadership on set, or story instincts—AI may not grasp the full picture.

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“If there aren’t hard numbers there, it’s very subjective,” Pandey said. “It very much needs human deliberation.”

With studios still recovering from strikes and bracing for another AI-fueled contract cycle, this new wave of HR automation could lead to further labor unrest—especially if creatives or below-the-line workers feel decisions are being outsourced to code.

Is AI the future of Hollywood staffing—or a looming HR nightmare? Share your thoughts in the comments.

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