Look, we all know you’re busy. Your inbox is a catastrophe, you’ve received back-to-back calendar blocks named “fast sync” (spoiler: nothing about them is fast), and somebody simply pinged you asking should you’ve “had an opportunity to take a look at that doc but” (you haven’t).
However right here’s the factor: you’re about to speculate severe time, cash, and vitality getting your self to Amsterdam. In the event you’re committing to flights, lodging, two days away out of your desk, and all of the psychological bandwidth that goes with it — certainly you may make investments quarter-hour now to ensure you really get probably the most out of it, proper?
Bookmark this web page. Critically. You’ll need it while you’re:
Constructing your two-day session plan
Deciding which new format to attempt first
Explaining to your management group why this journey is price it
Standing in RAI Amsterdam on Wednesday morning considering “the place do I even begin?”
Consider this as your HR Tech Europe insurance coverage coverage. Fifteen minutes of studying now = two days of most worth later. Plus, we’ll make it price your whereas — should you’re going to learn a convention information, it would as nicely have persona.
Nonetheless with us? Good. Let’s ensure you completely crush HR Tech Europe 2026.
Should Reads:
HR Tech Europe goes all-in on Amsterdam this yr, and should you’re heading to RAI Amsterdam on 22–23 April, you’re in for probably the most bold version but. We’ve pulled collectively every little thing you might want to know — the periods, the brand new codecs, the audio system, the networking — so you may stroll in with a plan and stroll out with one thing to really act on.
Spoiler alert: this isn’t your typical “sit by means of a keynote and accumulate a tote bag” convention. HR Tech Europe 2026 is the place the business confronts its most pressing query: Can HR expertise really assist HCM leads handle workflows and staff, or do they only add extra complexity?
Why HR Tech Europe 2026 is Totally different This 12 months
The Location: RAI Amsterdam
RAI Amsterdam is a top-tier European convention and exhibition venue, that includes over 116,000 m² of versatile area, 12 multi-functional halls, and 70+ assembly rooms — and town round it isn’t unhealthy both. Two full days in one of many world’s most habitable cities, surrounded by 2,400+ HR professionals from 86 international locations. The vitality right here is completely different to your common business occasion.
The Scale
Earlier editions have introduced collectively:
2,400 HR professionals
86 international locations represented
110 HR tech resolution suppliers
134 moments of perception and shared journeys
What to Anticipate for 2026
This yr’s programme is seeing some welcome additions, with 4 codecs price highlighting:
AI Lab — A devoted area to get hands-on with AI instruments and discover what’s really deployment-ready
HR Tech Intensives — Deep-dive studying periods designed to sharpen your considering and transcend the floor
Pitchfest 2026 — Watch rising HR tech firms pitch dwell, compete for prizes of as much as €20,000, and make their case to a room stuffed with decision-makers
Get Related — A structured networking format constructed for making the correct connections, not simply gathering enterprise playing cards
And for each referral share by means of the Share for Good marketing campaign, €1 is donated to charity. The extra the group spreads the phrase, the higher the collective impression.
The Huge Themes Dominating HR Tech Europe 2026
1. AI: From Pilot to Observe
The novelty has worn off. HR leaders aren’t impressed by demos anymore — they need proof. The large questions this yr: Which AI instruments are literally in manufacturing, and what do the outcomes seem like? How do you construct an AI technique with out betting every little thing on one vendor? What does accountable AI in HR really imply — and who’s imposing it? There’s a purpose Accountable AI and Automation in HR is likely one of the marquee dialogue subjects this yr. The business is aware of the dangers. The query is whether or not it’s being sincere about them.
2. The Expertise Structure Rethink
Workforce planning, skills-based hiring, inner mobility — the normal expertise mannequin is being dismantled and rebuilt. Periods will push past principle into operational actuality. How do you progress from job-based to skills-based expertise administration? What does a contemporary expertise market seem like inside a big enterprise? The place does expertise allow the shift, and the place does it simply add noise?
3. HR’s Altering Function within the Enterprise
HR is now not a help perform ready to be consulted. The CHROs and CPOs talking this yr are sitting on the govt desk, driving transformation. Subjects will discover how HR expertise permits strategic quite than administrative work, how you can construct the enterprise case for funding, and what it really means to be a data-driven individuals perform.
4. Worker Expertise as a Retention Technique
Engagement, recognition, wellbeing, profession growth — firms successful the expertise struggle are successful on expertise. Periods will interrogate what really strikes the needle: the instruments and approaches that shift tradition quite than simply measure it, how you can personalise EX at scale, and what the workforce of the subsequent 5 years really expects.
5. The Startup Disruption Issue
Legacy HR tech is being challenged from each course. A few of the most necessary conversations at this occasion received’t occur on the principle stage — they’ll occur within the Startup Park and the AI Lab, the place the businesses constructing the subsequent technology of HR instruments are displaying their work in actual time.
Should-See Audio system
The Headliners
Josh Bersin, International Trade Analyst and CEO, The Josh Bersin Firm
If there’s one individual whose tackle HR expertise carries probably the most weight on this business proper now, it’s Josh Bersin. He’ll be bringing his newest analysis and evaluation to the principle stage on Thursday, and his perspective on AI, expertise, and the way forward for work is important listening. His session attracts on world analysis and real-world examples to set out the place AI is genuinely reshaping work, what’s working, what isn’t, and the place HR leaders have to focus over the subsequent 12–24 months. He doesn’t do vendor fluff. He does knowledge, sample recognition, and plain talking.
Byron Clayton, CHRO, Pandora
Byron opens the convention on Wednesday morning with a keynote on how Pandora is utilizing predictive analytics and next-generation HR expertise to deal with attrition and unlock workforce productiveness. He’s led on the intersection of individuals, technique, and alter throughout retail, client items, life sciences, consulting, logistics, and expertise. This isn’t principle — it’s a dwell case examine from one of many world’s most recognisable client manufacturers.
Lucy Adams, CEO, Disruptive HR
Lucy constructed her fame tearing aside HR orthodoxy and changing it with one thing that really works. Her periods problem the assumptions that maintain most individuals capabilities again, and she or he delivers with the type of readability that makes you wish to rethink your total working mannequin on the spot.
The Practitioners (Your Friends)
These are the individuals really doing the work inside giant, advanced organisations. Their periods carry a special type of weight — no vendor agenda, no polished pitch, simply actual implementation expertise:
Seline Berns-Oost Lievense, Chief Individuals Officer, Samskip
Kris Dunn, CHRO US and Canada, Marriott Worldwide
Kishore Krishnan, Sr. HR Associate, Amazon.com
Isha Smith, International VP Whole Rewards, SoundCloud
Melissa Shelley Höjwall, Supervisor of Digital Individuals Life Cycle, H&M
Anna Gullstrand, Chief Individuals and Tradition Officer, Mentimeter
Tom Hughes, International Digital Expertise Lead Individuals and Tradition, Sanofi
Hester Van Oene, HR Director, Wieden and Kennedy
These are your friends. Individuals managing individuals capabilities inside organisations you recognise, coping with the identical pressures you’re coping with. What labored, what didn’t, and what they’d do in a different way — that’s the dialog you may’t get wherever else.
The Analysts and Advisors
Trish Steed, Co-Founder and Principal Analyst, H3 HR Advisors
Anna Carlsson, HR Tech Analyst, HR Digi
Dieter Veldsman, Chief HR Scientist, The Academy to Innovate HR
No vendor agenda. Pure evaluation and perception. In the event you see any of those names on the agenda, prioritise them.
The 2026 Programme: What’s On and Tips on how to Navigate It
The Convention Programme
The spine of the occasion. Two full days of expert-led periods combining strategic considering and sensible software throughout HR expertise, workforce technique, expertise administration, AI adoption, and the way forward for the individuals perform. No generic talks — each session is constructed round real-world impression. Professional tip: the agenda has competing periods working concurrently. Plan your day prematurely and know your non-negotiables earlier than you arrive.
HR Tech Talks
TED Discuss-format periods tackling the most well liked subjects in HR expertise. Quick-paced, punchy, and designed to energise. Superb for choosing up a pointy new perspective shortly — or discovering a special approach on an issue you’ve been caught on. Excellent for the 20-minute gaps between longer periods.
Ask the Consultants
One of the vital underrated options of the entire occasion. Throughout designated instances throughout each days, business specialists can be found for casual, one-to-one or small group conversations. No formal presentation. No gross sales pitch. Simply direct entry to a number of the brightest minds in HR and expertise. Include a particular drawback. Go away with a perspective you couldn’t get wherever else. These slots replenish — have your questions prepared earlier than you arrive.
HR Govt Suppose Tanks
Peer-to-peer discussions for senior HR leaders. No lectures, no shows — simply structured open dialogue with individuals working by means of the identical challenges you’re. Targeted on key challenges, progressive methods, and actionable options tailor-made to right this moment’s HR panorama. In the event you’re a senior HR chief, that is the place your most respected conversations of the 2 days are more likely to occur. The no-vendor format creates a high quality of dialog you received’t discover wherever else on the occasion.
AI Lab (NEW for 2026)
A devoted hands-on area to discover what AI-powered HR instruments really seem like in follow. Not a demo theatre — an energetic studying setting the place you may stand up shut with cutting-edge options, acquire real-time insights into transformative applied sciences, and join instantly with the instruments shaping the way forward for HR. If AI adoption is in your agenda for 2026, that is important.
HR Tech Intensives (NEW for 2026)
For HR leaders who need extra than simply good periods. Three structured Intensives run throughout the 2 days, every designed as a guided full-day journey by means of the occasion with a shared focus:
Tradition Intensive
Main HR Ahead Intensive
HR Know-how Technique Intensive
These aren’t periods you drop into between different issues. They’re immersive, peer-level experiences designed to sharpen your considering, examine views with friends, and transfer by means of the occasion with construction and goal. Consider it as a masterclass format constructed into the convention itself.
Pitchfest 2026 (NEW for 2026)
Rising HR tech firms take the stage, pitch dwell, and compete for money prizes of as much as €20,000. That is the place you’ll discover the instruments that aren’t in your vendor shortlist but — however most likely must be.
The schedule:
Spherical 1: 22 April, 11:15 – 12:15
Spherical 2: 22 April, 16:00 – 17:00
Closing: 23 April, 11:00 – 11:30
The Pitchfest Closing on Thursday morning is unmissable. You’ll see what early-stage innovation seems like earlier than it lands on the analyst radar — and the conversations sparked in that room are typically among the many most forward-looking of the entire occasion.
Get Related (NEW for 2026)
Structured networking, performed correctly. That is the hub that brings collectively Ask the Consultants, AI Labs, Suppose Tanks, and interactive peer experiences in a single place — designed to spark dialog, allow hands-on studying, and create the type of connections you’ll really observe up on. Not a drinks reception with awkward small discuss. A purposeful setting for making the correct connections.
HR Tech Startup Park
Meet the entrepreneurs constructing the subsequent technology of HR options. These aren’t polished enterprise distributors — they’re founders fixing actual issues with new approaches. The conversations are often probably the most energetic of the occasion, and if you wish to get forward of what’s coming earlier than it turns into mainstream, that is the place to look. Do it on Day One when you have vitality.
HR Tech Market
The primary exhibition area, with 130+ HR tech resolution suppliers starting from world platforms to specialist instruments. Confirmed for 2026: Workday, Personio, Tradition Amp, HiBob, Rippling, Cornerstone, UKG, Mercer, G-P, Certainly, and Sana — alongside dozens extra. That is the place you analysis, examine, and get direct solutions from the individuals who constructed the merchandise.
Market Technique: Tips on how to Work the Flooring
Don’t wander. Go in with a plan.
Day One — scout and prioritise. Stroll the ground with recent eyes, determine the conversations price having, and guide time along with your shortlist for Day Two. Don’t decide to something earlier than you’ve seen what else is there.
Day Two — go deep. Return to your shortlist with particular questions. Ask about deployment, integration, ROI proof, and actual buyer references. Don’t let distributors management the dialog.
The Startup Park — do it on Day One. The startup conversations are energising and infrequently probably the most fascinating of the entire occasion. Don’t depart them till you’re exhausted on Day Two afternoon.
Inquiries to Ask Each Vendor
For AI and Automation Instruments:
“Present me a dwell buyer deployment — not a demo setting.”
“What’s your common time to ROI, and the way do you measure it?”
“What occurs when the AI will get it improper? What’s the fallback?”
“The place is our knowledge saved and the way is it used for coaching?”
“Are you able to join me with a reference buyer in the same organisation?”
For Core HR Platforms:
“How does this combine with our current stack?”
“What’s within the base contract versus what’s an add-on?”
“Present me the admin expertise — not simply the worker interface.”
“What does implementation really require from our aspect?”
“What does your buyer success mannequin seem like after go-live?”
For Expertise Acquisition and Administration Instruments:
“How do you deal with bias in your AI suggestions?”
“What compliance frameworks are you constructed round, and for which geographies?”
“What are your prospects changing once they purchase you?”
“What’s the most typical purpose prospects depart?”
Sizzling Subjects to Observe
These are the debates price following throughout each days.
“Is Our HR Tech Stack Really Working?” Many organisations have spent the final 5 years buying instruments. Now they’re asking whether or not any of it’s delivering. The ROI query is in every single place this yr — within the periods, within the Market, and within the Suppose Tanks.
“What Does Accountable AI in HR Really Look Like?” Bias in hiring algorithms. Explainability in efficiency administration. Information governance. These are now not theoretical issues — they’re employment legislation dangers. This dialog is entrance and centre.
“Abilities-Primarily based Organisations: Actual or Fantasy?” Everybody’s speaking in regards to the shift from job-based to skills-based expertise fashions. A smaller quantity have really performed it. The periods that includes actual practitioners — not consultants promoting the idea — are those price attending.
“Who Owns the Worker Expertise?” HR? IT? The road supervisor? The reply more and more appears to be “the entire above, and no one particularly.” Periods exploring cross-functional possession of EX will likely be price monitoring.
“What Are Startups Fixing That Enterprise Distributors Aren’t?” Pitchfest and the Startup Park will floor the reply. Go in with particular gaps in your present stack and see what’s been constructed to fill them.
The DO’s and DON’Ts of HR Tech Europe 2026
DO:
Plan your agenda earlier than you arrive — the programme fills quick and session conflicts are actual
Strive no less than one new format — AI Lab, Pitchfest, or Get Related are all price your time
Go to Ask the Consultants with a particular drawback — the extra exact your query, the higher the reply
Go to the Startup Park on Day One — don’t put it aside for while you’re flagging on Day Two afternoon
Comply with up inside 48 hours — connections go chilly quick after a convention
Use the Share for Good marketing campaign — it prices you nothing and contributes to charity
DON’T:
Don’t attempt to attend every little thing — you’ll burn out earlier than lunch on Day One. Choose your priorities and commit.
Don’t skip the Suppose Tanks should you’re eligible — peer dialogue with no vendor agenda is genuinely uncommon
Don’t ignore the smaller exhibitors — probably the most fascinating instruments are sometimes from firms you’ve by no means heard of
Don’t deal with the Market as the entire occasion — the periods and new codecs are the place the actual worth lives
Don’t accumulate enterprise playing cards and by no means observe up — 80% of convention connections go nowhere as a result of no one follows by means of first
The Put up-Convention Motion Plan
Inside 24 hours: Block two hours to course of notes whereas every little thing continues to be recent. Ship personalised follow-up messages — not generic “nice to fulfill you” notes. Share your key takeaways along with your group.
Week of 27 April: Schedule follow-up calls with distributors in your shortlist. Join with friends you met on LinkedIn. Transient your management on what you realized and what you’re recommending.
Week of 4 Might: Construct enterprise circumstances for any investments you’re contemplating. Create a 90-day motion plan primarily based in your two days in Amsterdam. Comply with up with any audio system or specialists you linked with.
Professional tip: Write a visit report — even a brief one. Three takeaways, two distributors to guage, one factor you’re altering. Share it along with your group. It justifies the journey, creates accountability, and means you really act on what you realized quite than letting Amsterdam change into a fond reminiscence and nothing extra.
The Unwritten Guidelines of HR Tech Europe
The hall observe is actual — a number of the finest conversations occur between periods, not in them
Distributors are extra forthcoming on Day Two afternoon — they’re eager to make an impression earlier than you allow
The opening hours set the tone — arrive early, get oriented, make your first connections earlier than the noise picks up
Impartial analysts know every little thing — should you encounter Josh Bersin, Stacey Harris, or Trish Steed in an off-the-cuff setting, ask them one thing actual
Night occasions are the place the sincere conversations occur — casual environments break down the formality quick
The startup founders are sometimes probably the most fascinating individuals within the room — they’re fixing issues the incumbents haven’t seen but
Ask the dumb query — everyone seems to be figuring this out. The individuals who fake they’ve it sorted are those to be most sceptical of
Convey your actual issues — the extra particular and sincere you’re about what you’re attempting to unravel, the extra helpful each dialog turns into
The Backside Line: What HR Tech Europe 2026 is Actually About
Strip away the agenda, the Market, and the Dutch canal views, and HR Tech Europe 2026 is asking one elementary query:
“How can we construct individuals capabilities which are genuinely match for the last decade we’re really in — not the one we deliberate for?”
Each keynote, session, Suppose Tank, and hallway dialog will orbit round some model of this. The business is at a real inflection level:
AI is demanding proof, not simply persistence
Abilities-based expertise fashions are transferring from idea to execution
Worker expertise is changing into a aggressive differentiator
HR expertise funding is beneath extra scrutiny than ever
The subsequent technology of instruments is already being inbuilt startup parks like this one
HR Tech Europe 2026 is the place you’ll discover solutions — not from distributors attempting to promote you, however from friends who’ve walked the trail, analysts who’ve studied the info, and practitioners who’ve realized the arduous method.
Go to Amsterdam with clear targets. Ask arduous questions. Problem your assumptions. Community with intention. And are available dwelling with one thing price doing.
See you at RAI Amsterdam.
Keep Related
Web site: www.hrtechnologyeurope.com
Occasion dates: 22–23 April 2026
Social Media: #HRTechEurope
UC Right now will likely be on the bottom throughout each days with dwell protection, interviews, and insights. Comply with us for real-time updates, speaker highlights, and the tales behind the bulletins.
Now go register, kind your journey, and prepare for 2 days that can genuinely form how you consider your individuals perform.
Amsterdam is looking. The way forward for HR is ready.
Let’s go.
