Team
AI automation for HR and recruiting that takes care of scheduling, onboarding steps and policy questions, while people make every hiring and employment decision.
Sound familiar?
HR and recruiting teams carry a lot of administration: coordinating interview panels, chasing feedback, setting up accounts for new starters, answering the same leave and benefits questions, and keeping records tidy across several systems. It's necessary work that leaves less time for the people side of the job.
AI automation for HR and recruiting can take much of that administration off the team. We build automations that schedule interviews across busy calendars, run onboarding and offboarding checklists across your HRIS, IT and payroll tools, and answer routine policy questions through a knowledge base assistant that cites your actual handbook.
We're deliberately careful about hiring decisions. We don't build systems that automatically reject, rank or score candidates. AI can summarize information and prepare structured notes against the criteria you've defined, but a person evaluates candidates and makes the decision. Where AI touches any part of the hiring process, we recommend regular bias checks on the outputs and clear notice to candidates. Rules on automated tools in employment vary by country and state, so we encourage you to involve your legal or HR compliance advisers; we're engineers and don't give legal advice.
Most projects start with workflow automation for scheduling or onboarding, because the value is clear and the risk is low. Our process starts with mapping how work moves today, then automating the safest, highest-volume steps first.
The problem
People teams rarely lack ideas for improving hiring and employee experience. They lack the time, because administration fills the week.
A three-stage process with a four-person panel can mean dozens of emails per candidate. Reschedules start the cycle again. Candidates notice slow scheduling, and good ones accept other offers while they wait.
Interviewers write notes in the ATS, in Slack or not at all. Recruiters chase scorecards before the debrief, and decisions get made on half the information.
A new starter needs an HRIS record, payroll setup, a laptop, email and app accounts, a welcome pack, training and a first-week plan. Each step is simple, but they span several systems and owners, and missed steps make a poor first impression. Offboarding has the same problem with higher stakes, because forgotten access is a security risk.
How much leave do I have left? What's the parental leave policy? How do I claim expenses? The handbook has the answers, but people ask HR because it's quicker than searching.
Offer letters, contract changes and policy acknowledgements are produced and filed by hand, often from templates that have drifted out of date.
All of this is administration that automation handles well. Assessing candidates, managing performance and handling sensitive employee matters are human work, and we design around that line rather than blurring it.
Tools that screen CVs and rank applicants are widely available, and they're where the risk sits. Models can pick up patterns from past hiring data that have nothing to do with ability, and it can be hard to explain why one candidate was scored above another. For that reason we keep automated assessment out of our builds and focus on the admin around hiring. If you do use a third-party screening tool, we'd suggest a person reviews every outcome, results are checked regularly for uneven effects across groups, and candidates know how the tool is used.
Where to start
When a candidate moves stage in Greenhouse, Workable or Lever, the automation finds slots that suit the panel's calendars, offers them to the candidate, books the meeting with a video link and handles reschedules. Recruiters only step in when something unusual comes up.
A signed offer triggers the full checklist: HRIS record in BambooHR or HiBob, IT tickets for equipment and accounts, welcome email, first-week calendar and buddy assignment. Offboarding runs the reverse, with access removal tracked until every item is confirmed.
Employees ask questions in Slack or Teams and get answers drawn from your handbook and policies, with a link to the source. Anything personal, sensitive or not covered in the documents is passed to the HR team instead of guessed at.
Interviewer notes are organized against the criteria you defined for the role, so the debrief starts with consistent, comparable information. The AI does not score or rank candidates; interviewers review the summary and the hiring team decides.
Recruiters get a first draft of a job description from the hiring manager's brief, checked for unnecessary requirements and exclusionary wording. The recruiter and hiring manager edit and approve the final version.
Approved offer details from the ATS fill your current offer and contract templates, which are sent for HR review and then out for e-signature through DocuSign. Signed documents are filed to the employee's record automatically, so nothing lives only in someone's inbox.
Integrations
Greenhouse, Workable, Lever and Ashby for candidate stages, interview plans and scorecards.
BambooHR, HiBob, Personio, Rippling and Gusto for employee records, leave and onboarding data.
Google Workspace and Microsoft 365 for panel availability, invitations and candidate communication.
Slack and Microsoft Teams for the policy assistant, approvals and onboarding reminders.
Google Drive, SharePoint, Notion and DocuSign for handbooks, templates, offer letters and signed records.
Google Admin, Microsoft Entra ID, Okta and your IT ticketing tool for account creation and removal.
FAQ
No. We don't build automations that reject, rank or score candidates. AI handles scheduling and administration and can organize information against your criteria, but people review candidates and make every hiring decision.
First by keeping AI away from decisions about people. Where it touches the process, such as summarizing interview notes or drafting job descriptions, we recommend regular reviews of the outputs for bias, consistent criteria for every candidate and a clear way for people to flag problems.
Yes, and they vary by location. Some jurisdictions require notices to candidates, bias audits or other safeguards when automated tools are used in employment decisions. We're not lawyers and don't give legal advice, so we recommend reviewing any AI use in hiring with your legal or HR compliance advisers before launch.
We give each automation access to only the records it needs, send the minimum data to a model and use providers' business terms that exclude training. Sensitive fields such as health, salary or disciplinary information are kept out of the policy assistant entirely unless you have a specific, approved reason.
It answers only from the documents you provide and links to the source, so employees can check. If a question isn't covered or involves an individual's situation, it routes to HR. We review its answers with your team before launch and whenever policies change.
Tell us which HR or recruiting tasks take the most admin time. We'll suggest a safe first step for AI automation for HR and recruiting, with clear lines on what stays with your team.
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