Spotlight · AI for HR
Why automate
Most HR teams spend their week reading CVs, juggling calendars, chasing onboarding tasks and answering the same questions, with little time left for people.
We hand the screening, scheduling, chasing and routine answers to AI that works inside your HR tools, and keep every hiring decision, offer and sensitive conversation with a person.
Services
Hire
A single role can bring in hundreds of applications. AI reads each one against the criteria you set, notes where it matches and where it doesn't, and gives the hiring manager a ranked shortlist with the reasons attached. A person decides who moves forward.
A reasoned shortlist the day applications close
Hire
Finding a slot across three interviewers and a candidate takes a dozen emails. AI offers times from everyone's calendars, books the room or video link, sends reminders and keeps candidates updated at every stage, so nobody is left waiting.
Interviews booked in hours, not days
Onboard and offboard
A new starter needs a contract, accounts, equipment, training and a first-week plan from five different people. When an offer is accepted, AI opens every task with its owner and due date, chases what's late and sends the starter their welcome pack. Leavers get the same in reverse, down to removing access.
Every starter ready on day one
Support your people
The same questions about leave, expenses, benefits and policies arrive every week. An assistant in Slack or Teams answers them from your handbook and policies, links the source and hands anything personal or sensitive to the HR team.
Routine questions answered in seconds
Support your people
Employment letters, contract changes, leave requests and expiring right-to-work checks or certifications all need someone to notice them. AI drafts letters from your templates, keeps records in step across systems and reminds the right person before anything expires.
Letters drafted and renewals never missed
Report and plan
Headcount, turnover, absence and time-to-hire live in different exports. AI builds a monthly people report with a plain-English summary of what changed, and runs review and probation cycles by reminding managers and collecting the forms.
The people report drafts itself
Connected data
People workflow layer. Applicant tracking (Roles, applications), HR system (Employees, leave, records), Calendars (Interviewer availability), Handbook & policies (The source for answers), Slack or Teams (Employee questions) feed into Your people workflow layer (Every action logged), which updates Shortlists (A person decides), Interviews (Booked and confirmed), Onboarding tasks (Owned and chased), People reports (Monthly, with summary).
A week in HR
Example week
Approval gates
| Criterion | Runs automatically | Waits for a person |
|---|---|---|
| Score applications against your criteria | Yes | No |
| Book interviews and update candidates | Yes | No |
| Open and chase onboarding tasks | Yes | No |
| Answer policy questions from the handbook | Yes | No |
| Shortlist or turn down a candidate | No | Yes |
| Send an offer or contract change | No | Yes |
| Handle a personal or sensitive question | No | Yes |
How we roll it out
01: Map the employee journey
We walk through hiring, onboarding, everyday questions and leavers, and connect read-only to your ATS, HR system and calendars.
Read-only access first02: Pick the first workflow
Usually onboarding or the policy assistant: quick to prove, measured on time to productive or questions answered without HR.
One workflow, one metric03: Run with people deciding
AI screens, schedules and drafts; a person makes every hiring decision, approves every offer and handles anything sensitive.
Human approval on04: Expand and tune
Add screening, records and reporting once the first workflow holds, and review criteria and answers monthly.
Monthly tuningRunning a recruitment agency? See AI for recruitment agencies. Want payroll prepared and checked too? See AI for finance.
FAQ
Not in our builds. AI scores applications against criteria you define and explains its reasoning, and a person reviews the shortlist and decides who moves forward or is turned down. Hiring tools are treated as high-risk under the EU AI Act, so we design for human decision-making, transparency and audit from the start.
Screening uses only the job-related criteria you agree with us, not names, photos, ages or other personal details. Every score comes with its reasons so it can be checked, and we review shortlists against outcomes regularly with your team.
Questions your handbook and policies already answer: leave allowances, expenses, benefits, working from home, who to ask for what. It links the source policy with each answer. Anything personal, such as health, pay disputes, grievances or performance, goes straight to a person.
Commonly Personio, HiBob, BambooHR, Workday and Factorial, applicant tracking systems such as Greenhouse, Workable and Teamtailor, Google Workspace or Microsoft 365 calendars, Slack or Teams, e-signature tools and your payroll provider. If a tool has an API or export, we can usually bring it in.
We use the minimum access each workflow needs, starting read-only, keep personal data in your systems where possible and log every action. We work within GDPR, respect your retention rules and can run on infrastructure in your region.
No. It removes the scheduling, chasing, copying and routine answering, so your HR team spends its time on hiring decisions, managers and the conversations that need a person.
Where the admin is heaviest. If you're hiring a lot, start with screening and scheduling. If new starters arrive to missing laptops and accounts, start with onboarding. If HR's inbox is full of the same questions, start with the policy assistant.
Next step