<jats:sec> <jats:title>Purpose</jats:title> <jats:p>This article aims to discuss how HR leaders can use artificial intelligence (AI)-enabled human resource management (HRM) tools more carefully when recruiting, onboarding and developing skilled migrants. It argues that skilled migrants are often not short of ability; rather, their overseas experience, communication style and workplace expectations may be misread through local assumptions about “fit”.</jats:p> </jats:sec> <jats:sec> <jats:title>Design/methodology/approach</jats:title> <jats:p>The article draws on research on skilled migrant careers, employee voice and AI-enabled HRM, together with practice-based observations from migration-related advisory work.</jats:p> </jats:sec> <jats:sec> <jats:title>Findings</jats:title> <jats:p>AI-enabled HRM may help organisations recognise transferable skills and monitor unequal access to development opportunities. However, it may also reinforce exclusion if local experience, familiar keywords, meeting visibility or self-promotion are used as shortcuts for competence and potential.</jats:p> </jats:sec> <jats:sec> <jats:title>Practical implications</jats:title> <jats:p>Human resources (HR) leaders should use AI-enabled HRM to ask better questions, not simply to screen faster. Particular care is needed when interpreting overseas experience, employee silence, local experience requirements and career development data.</jats:p> </jats:sec> <jats:sec> <jats:title>Originality/value</jats:title> <jats:p>The article offers practical guidance for HR leaders seeking to move skilled migrants from formal employment to meaningful workplace inclusion.</jats:p> </jats:sec>