HR & internal enablement
Hiring, onboarding, policy Q&A.
HR teams at growing companies are doing several jobs at once. They run hiring. They run onboarding. They answer the same handful of policy questions from the rest of the company on a loop. AI is useful across all of that, and the part that usually moves the needle first is hiring.
The bottleneck is rarely the interview. It is the top of the funnel. A few hundred CVs land in a mailbox for one open role, and a recruiter spends two days deciding which forty are worth a screening call. AI does that part well. It can read every CV in the pile, pull out the structured signal, score each candidate against the actual role brief instead of pure keyword overlap, explain why each one ranked where it did, and surface a defensible shortlist on day one instead of day three.
The same pattern shows up further down the funnel. Drafting personalized outreach to passive candidates. Turning a long interview transcript into a structured scorecard. Comparing two finalists side by side against the role brief. Writing a specific, respectful rejection note instead of the template that ends up on Glassdoor. None of this replaces the recruiter or the hiring manager. It removes the unpaid second job they were doing every evening to keep the funnel moving.
The hard part is doing this without introducing bias or surprising candidates. The system has to score against the role, not against patterns picked up from past hires. It has to be transparent enough that a recruiter can defend any ranking to a hiring manager or a candidate. Sensitive fields like name, photo, age, gender, and school get masked or excluded by default, and the final call always sits with a human.
The other half of HR is the question loop. “How many vacation days do I have left.” “Can I expense this.” “What's the parental leave policy in Spain versus Germany.” Those answers already exist: a Confluence page, a PDF handbook, a Slack pinned message, a Notion doc. Employees have no idea which one to read, so they ping HR, who end up acting as a human search engine. A grounded assistant that answers only from the real, current documents and cites the source closes that loop.
What we do here:
- CV screening and candidate ranking grounded in the role brief, with per-candidate explanations and bias controls so recruiters can stand behind every score.
- Hiring workflow helpers: sourcing outreach, interview scorecards, finalist comparisons, and tailored rejection notes, all reviewed by a human before they go out.
- Policy and onboarding Q&A grounded in your live HR content (handbook, country policies, benefits, payroll), with a citation on every answer.
- Sensitive cases (compensation, complaints, health-related leave) route to a human by default, with no guessing.
- A dashboard of what employees are asking and how the hiring funnel is moving, so HR can see where to invest content and where to invest time.
The shape of the win is the same on both sides of the team's day. Faster, fairer decisions on every candidate, faster answers for every employee, and an HR team that finally gets to spend the week on the work only humans can do.