Human Systems Architect for the AI Era
I help organizations redesign hiring and leadership systems when automation changes how decisions are made, people are evaluated, and risk is created.
AI is already making hiring decisions. Most organizations don’t know where the risk is.
My advisory firm, The Wildfire Group, redesigns hiring and leadership systems under conditions of scale, automation, and scrutiny, using applied psychology and AI governance before failures become lawsuits, bias scandals, or bad executive calls. I advise organizations and advocate publicly for guardrails on AI-mediated decision-making.
Keri Tietjen Smith is the founder of The Wildfire Group, “Creator of the AI-Ready TA Leader framework”
My firm, The Wildfire Group is a multidisciplinary advisory practice specializing in AI hiring systems risk, compliance, and operational maturity, with a 360 degree approach.
Our team includes:
• Legal counsel (algorithmic discrimination, vendor liability, EEOC compliance)
• Cybersecurity engineers (AI systems auditing, data security, model transparency)
• TA/HR process and compliance experts (Startup to Fortune 500 scaling, operational design)
• Contingent workforce advisors (contractor/gig classification, blended workforce strategy)
• Applied psychology practitioners (decision science, human systems design)
(Team composition varies by engagement based on client needs and risk profile)
On AI Policy & Governance
I advocate for clear standards, transparency, and human accountability in AI-mediated decision systems — especially in hiring, evaluation, and workforce management.
My work addresses three connected system-level challenges:
Hiring Systems Risk
How AI and automation can be integrated into hiring systems without compounding legal exposure, algorithmic bias, or ethical blind spots, while maintaining defensible decision-making as scale and scrutiny increase.
Leadership Control and Accountability
How leadership teams maintain clarity, authority, and decision ownership when automation reshapes workflows and redistributes influence across systems.
Workforce Identity Disruption at Scale
How identity disruption emerges as a systemic risk when roles evolve faster than job architectures, career paths fragment, and organizations must manage adaptation without destabilizing trust, performance, or culture.
You can't build transformation-ready organizations without understanding how humans actually transform.
I don’t just theorize transformation.
I’ve lived it, built it, and guided others through it—at organizational scale and individual depth.
“Keri sees human capability before the résumé does. She helped us make better hiring decisions than any ATS or algorithm ever did.” “Working with her reframed how I think about identity and leadership — it unlocked an entirely new direction in my career.”
“Keri sees human capability before the résumé does. She helped us make better hiring decisions than any ATS or algorithm ever did.” “Working with her reframed how I think about identity and leadership — it unlocked an entirely new direction in my career.”
As featured on
Real human outcomes.
Real change.
FOR ORGANIZATIONS
Hiring Systems & Workforce Transformation
I work with hypergrowth and pre-IPO companies to build AI-ready hiring infrastructure that scales. Three core offerings:
Hypergrowth Hiring Systems - Operational maturity for 10x scaling
AI Ethics & Compliance Audits - Algorithmic bias detection and legal risk mitigation
IPO Readiness Reviews - Institutional investor-grade talent acquisition systems
Better hiring starts with better understanding of humans—not just algorithms.
FRAMEWORKS & RESEARCH
Creator of the AI-Ready TA Leader Model and proprietary auditing frameworks used by companies scaling hiring systems, evaluating AI vendors, and preparing for IPO-level scrutiny.
New: AI Discrimination Risk Assessment Framework. Learn how to audit AI systems for fairness and accountability.
Who I Work With
Organizations and leadership teams navigating structural change.
I work with companies integrating AI and automation into hiring and workforce systems, leaders operating under increasing scrutiny, and institutions confronting the limits of legacy people infrastructure.
This includes:
Executive teams scaling rapidly or preparing for heightened oversight
Talent and people leaders responsible for systems they didn’t design
Organizations managing workforce disruption as roles, authority, and decision-making shift
This work is not about individual performance.
It’s about system integrity.
Trusted by Industry Leaders
My work has supported FORTUNE 500 organizations including Oracle and NetSuite, as well as public and private sector institutions operating in regulated, high-stakes environments.
My insights on hiring systems, AI risk, and human decision-making at scale have been featured in media and professional publications focused on the future of work, governance, and organizational design.
How to Work With Me
Wildfire Group
Structured hiring systems risk and readiness assessments for organizations scaling into scrutiny.
Additional work includes:
Advisory and consulting engagements
Speaking and executive briefings
Special projects at the intersection of systems, psychology, and governance
Follow my journey on Instagram
Subscribe for news, updates and promotions.
Sign up with your email address to receive news and updates.