AI Human Resources Management: Fair, Fast, and Compliant People Operations.
Built for HR teams scaling responsibly. We design AI-powered workflows for talent acquisition, onboarding, performance, skills, and employee relations—wrapped in the controls HR, Legal, and IT expect. Unlike generic chatbots, our playbooks encode your policies (EEO, ADA, union rules), jurisdictional requirements, and audit needs, so you move faster without risking compliance or trust.
Benefits
- Faster hiring → better candidate experience — Instant screening summaries, compliant scheduling, and transparent status updates reduce time-to-first-touch and time-to-offer.
- Consistent, documented decisions — Structured scorecards, reason codes, and interview notes auto-file to your HRIS/ATS for audits and coaching.
- Bias-aware pipelines — Controls like de-identification, adverse-impact monitoring, and jurisdiction-aware disclosures help enforce fair practices.
- Onboarding at scale — Role-based checklists, IT provisioning, and policy acknowledgments run automatically, with reminders and escalation.
- Skills & growth — Role and skill graphs power personalized learning paths, internal mobility suggestions, and manager coaching tips.
- Employee relations with care — Case intake assistants capture facts consistently, route to the right partner, and generate secure, reviewable case files.
- Governed by design — Access controls, retention windows, and audit logs satisfy internal policy and external regulations—without slowing the team.
How It Works
- Assess
In week one, we map your HR tech, policies, and risk posture to identify 3–5 high-impact use cases:- Systems — HRIS/ATS/LMS and collaboration tools (e.g., Workday, SAP SuccessFactors, Greenhouse, Lever, BambooHR, Microsoft/Google).
- Policies — EEO/ADA processes, union rules, consent and disclosure templates, document retention, and audit needs.
- Jurisdictions — Local notice/audit requirements for hiring tools; international privacy expectations for worker data; rules for video interviews.
- KPIs — Time-to-first-touch, time-to-offer, new-hire readiness, completion rates, case resolution times, and EX/manager satisfaction.
Output: a 4-week pilot plan with guardrails, KPI targets, and a go/no-go gate.
- Implement
We build an orchestration layer that makes AI helpful and compliant:- Talent acquisition — Intake assistants generate structured reqs; screening summaries highlight skills vs. must-haves; candidates self-schedule; interviewers get tailored guides and scorecards.
- Bias and transparency controls — Optional de-identification of résumés; automatic adverse-impact checks on funnel steps; jurisdiction-aware notices and public summaries where required.
- Onboarding & mobility — New-hire journeys (IT, payroll, policy acknowledgments); skills-to-role matching; internal mobility prompts with manager approvals.
- Performance & feedback — Draft goal suggestions, calibration support, and 1:1 prep with evidence links from systems of record—always editable, never auto-final.
- Employee relations — Case intake with structured facts and attachments; triage routing; draft investigation plans; secure, role-based access to case files.
- Governance & observability — Role-based access control, redaction before model calls, retention windows, jurisdiction tags, and full audit trails of prompts, sources, and actions.
- Integrations — Prebuilt connectors for leading HR suites; webhooks and APIs for custom workflows; exports for annual bias audits and leadership reporting.
- Optimize
Weekly reviews tune prompts, thresholds, and policies. We expand coverage only after KPIs hold and compliance checks pass:- Harden fairness checks and adjust screening thresholds by role/region.
- Refine disclosures and candidate messaging for clarity and trust.
- Improve documentation quality with smarter templates (reason codes, feedback guidance, next-step suggestions).
- Version prompts and playbooks; log changes with KPI deltas and risk notes.
Case Snapshot
Anonymized example: A multi-country employer launched AI-assisted candidate intake, structured interview guides, and automated adverse-impact checks. In six weeks they reduced time-to-first-touch, improved interviewer consistency, and produced audit-ready documentation (public bias-audit summary and candidate notices where required). Onboarding completion hit 98% within 5 business days after adding role-based checklists and automatic reminders.
Risk Reversal
Start with a 4-week pilot; continue only if KPIs are met. Day-0 baseline, day-14 checkpoint, day-28 readout. If jointly agreed targets (e.g., time-to-first-touch, structured documentation rates, onboarding completion, audit evidence completeness) aren’t reached, stop—no long-term commitment.
FAQ
Can you integrate with Workday or SAP SuccessFactors?
Yes. We connect via supported APIs and events for requisitions, candidates, workers, performance data, and learning records. We align to each suite’s responsible-AI guidance and keep HR as the system of record for changes.
How do you address fairness, transparency, and audits?
We generate structured scorecards and reason codes, run adverse-impact checks across funnel steps, and—where required—prepare public audit summaries and candidate notices. We also support annual bias audits for covered tools and retain evidence packages for regulators and counsel.
What about monitoring employees or remote work?
We follow a privacy-first stance: consult employees, minimize data, and conduct impact assessments before any monitoring. We capture explicit purpose, scope, and retention, and avoid intrusive approaches that harm trust.
Are we compliant with U.S. EEO/ADA and local AI hiring laws?
We don’t offer legal advice, but our workflows operationalize common obligations: ADA accommodation pathways, Title VII adverse-impact checks, NYC notice and bias-audit requirements for automated hiring tools, and state laws governing AI video interviews. We provide templates and evidence to support counsel’s review.
How do you handle EU AI Act readiness?
Employment-related AI is treated as high-risk in the EU, so we prepare documentation, risk controls, and monitoring aligned to the Act’s timeline. We tag affected systems and stage gate releases with required artifacts.
Union rules and works councils?
We encode shift limits, overtime rules, and consultation workflows. For new AI features, we provide change packs (purpose, data, impact, controls) that support works-council engagement.
What You Get
- AI-assisted recruiting toolkit: intake, screening summaries, interview guides, structured scorecards, and candidate messaging.
- Bias & transparency pack: de-identification options, adverse-impact dashboards, public audit summary templates, and candidate notices.
- Onboarding automations: role-based checklists, provisioning, policy acknowledgments, and reminders with completion tracking.
- Performance & growth helpers: goal suggestions, calibration support, skills-to-role matching, and learning path generation.
- Employee-relations case intake with secure files, routing, and investigation templates.
- Governance & evidence: access controls, retention settings, audit logs, and exportable evidence bundles for counsel, auditors, and regulators.
- Pilot readout: KPI deltas, rollout plan, and a risk register mapped to owners and timelines.
Get an HR Pilot Plan
Book a 30-minute scoping call. We’ll map your policies and systems, select 3–5 high-impact HR use cases, and deliver a fixed-scope 4-week pilot with KPI targets, audit evidence, and a go/no-go gate.
