AI Firing TikToks Are Fake-But Algorithms Are Already Deciding Who Gets Laid Off
Those viral AI firing videos are likely staged, but algorithms already sway raises, promotions, and layoffs. Use AI for input; keep humans making and delivering the tough calls.
AI Avatars Firing People? What HR Needs To Know Now
Those viral TikToks of employees getting fired by an AI avatar look real. They likely aren't.
Multiple AI experts who reviewed the clips say they don't appear authentic. They also haven't seen companies using AI-generated videos to terminate staff. The fear is real, though - and the interest is a signal HR leaders shouldn't ignore.
What's real (and what's hype)
Fake or not, the idea hits a nerve because AI already influences people decisions. According to a recent ResumeBuilder survey, roughly six in 10 managers lean on AI for decisions. Many use it to weigh raises (78%), promotions (77%), layoffs (66%), and terminations (64%).
A 2023 survey of 300 U.S. HR leaders found 98% expected software and algorithms to aid layoff decisions that year. The direction of travel is obvious: assistive tools are creeping closer to high-stakes moments.
"AI is already being informally incorporated into determining who to hire, fire and interview. It is only a matter of time before this becomes more formalized," said Amy Dufrane, CEO of HRCI.
AI is everywhere in hiring - and moving into performance
AI is entrenched in early-stage hiring. It screens resumes for keywords, runs assessments, and can facilitate first-round interviews. Estimates suggest 88% of companies use some form of AI for initial candidate screening, according to the World Economic Forum. See WEF's perspective.
HR leaders see the upside if it's used well. "Technology can liberate HR professionals from basic processes, allowing them to focus on strategic, high-value functions," said Abby Knowles of SHRM. SHRM's AI guidance is a useful starting point.
Would companies actually fire via AI video?
Not today, according to experts who've seen the viral clips. But pressure to cut costs can push questionable experiments. "I wouldn't be surprised if some companies quietly experiment with it," said Andrew Hiesinger, CEO at Quant Data. "Companies that rely on AI to handle exits may save time in the moment, but they'll likely pay a much bigger price reputationally."
We've already seen the responsibility for terminations shift away from direct managers. "Corporations have already started using HR departments for terminations," noted Jesse Glass of DecideAI, describing unfamiliar individuals conducting exits and severing access immediately. An AI avatar would be the coldest version of that trend - and the most costly to culture.
Policy stance for HR: AI assists, humans decide
- Human-in-the-loop by default. AI can summarize data or surface risk. It should not make the final call on discipline, layoffs, or termination.
- No automated adverse actions. Disable one-click terminations and auto-scored "fire" thresholds. Require human review, justification, and sign-off.
- Document the why. If AI influenced a decision, record the inputs, the model's recommendation, and the human rationale for the outcome.
- Bias and impact testing. Regularly test models and metrics for disparate impact across protected groups. Adjust weights and data sources as needed.
- Data hygiene over surveillance. Use job-relevant signals, not invasive tracking. Inform employees what data is collected and how it's used.
- Vendor due diligence. Demand transparency on training data, explainability, model updates, and audit logs. Include termination-use restrictions in contracts.
- Communication matters. Deliver exits live, with empathy, by trained leaders. Never offload this to an avatar. Provide clear next steps and support.
Where AI fits today without risking trust
- Candidate screening, structured interview guides, and skills-based shortlists.
- Performance summaries from documented goals and peer feedback.
- Calibration support: highlight inconsistencies, flag outliers, and suggest alternative viewpoints.
- Post-exit logistics: benefits FAQs, checklist reminders, and resource hubs (not the conversation itself).
Next steps for the next 12 months
- Run a tabletop exercise for AI-assisted layoffs. Identify failure points: data quality, bias, comms, and legal sign-offs.
- Publish an AI-in-HR policy addendum: permitted uses, prohibited uses (e.g., AI-led terminations), roles, and escalation paths.
- Train managers on ethical AI use and documentation standards. Include scenario-based practice.
- Set up an HR-Legal-IT governance group. Review new tools, run quarterly audits, and maintain an approved-tool list.
- Pilot in low-risk areas first. Measure outcomes, employee sentiment, and time saved before expanding.
Upskill your team
If your org is moving fast on AI, get your HR team fluent in the tech and the guardrails. Curated programs can help you deploy safely and credibly.
Bottom line
The viral AI firing videos are almost certainly staged. The decisions behind real promotions, raises, and layoffs are already influenced by algorithms.
HR's job is simple: keep people at the center, use AI for insight, and reserve judgment - and the conversation - for humans. That's how you protect fairness, trust, and your brand.
