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Enterprise AI for HR and People Operations

Enterprise AI for HR and People Operations

HR teams spend huge time on repetitive tasks: screening resumes, answering policy questions, scheduling interviews. AI handles those well. We build the systems so your HR team can do the work that actually needs human judgment.

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Up to 76%
reduction in time-to-shortlist per open role
Up to 50%
faster onboarding completion
Up to 89%
of routine HR queries resolved automatically

What We See in Enterprise AI for HR and People Operations

1

Recruiters in Workday Recruiting or Greenhouse manually screen 400 to 1,200 resumes per req, spending 6 to 8 seconds per candidate, a process that both misses strong applicants and creates OFCCP exposure from inconsistent criteria application across reqs.

2

New-hire onboarding spans 40+ tasks across HRIS (Workday or SuccessFactors), IT (Okta, Jamf, Intune), finance (Coupa, Concur), and the hiring manager's tools, with no system tracking completion end-to-end, so day-one readiness sits around 62% and new hires lose their first week chasing access.

3

HR teams field 300 to 800 policy questions a week through email and HRIS cases (PTO balances, parental leave, benefits, 401k, relocation) that a well-built agent answers in seconds against the same Workday or SuccessFactors record the employee could technically look up themselves.

4

Performance review cycles generate inconsistent manager documentation in Workday Talent or Lattice, and calibration sessions drag because HRBPs re-read 40 narrative reviews in a room when a structured summary would get calibration to the decision faster and more defensibly.

How We Help

Resume Screening and Candidate Shortlisting

An agent reads every application in Workday Recruiting or Greenhouse, scores candidates against structured, legally approved criteria your talent team and counsel signed off on, and produces a ranked shortlist with evidence-backed explanations for each ranking. Recruiters work from the shortlist rather than a raw requisition inbox. The agent writes decisions and the full reasoning trail back to the ATS so OFCCP audit defensibility actually improves versus manual screening.

✓ 75% faster time-to-shortlist and 3x recruiter capacity per open role

Onboarding Orchestration

The agent coordinates the full onboarding workflow, triggering tasks across Workday, Okta, Jamf, your payroll system, and the hiring manager, sending reminders, tracking completion, and answering new-hire questions through a conversational interface in Slack or Teams. The HRBP gets a dashboard showing which new hires are on track and which have blocked tasks before day one.

✓ 50% faster onboarding completion and day-one readiness from 62% to 94%

HR Policy Agent

A conversational AI trained on your employee handbook, benefits documentation, country-specific HR policies, and live HRIS data answers employee questions instantly and accurately across Slack, Teams, and email. The agent reads the employee's actual record in Workday or SuccessFactors (PTO balance, benefits enrollment, comp), responds against policy, and escalates anything sensitive to the right HRBP with context attached.

✓ 89% of routine HR queries resolved without staff and 11 hrs/week reclaimed per HRBP

Interview Scheduling Automation

The agent coordinates interview scheduling across candidates, hiring managers, and panel members, handling calendar availability, time zones, rescheduling, prep material distribution, and debrief collection without recruiter touch. It integrates with Google Calendar, Outlook, Zoom, and your ATS. Recruiters spend time on candidate relationships instead of calendar Tetris.

✓ Time-to-schedule from 3-4 days to under 4 hours with zero coordinator time

Performance Review Summarization

The agent reads manager-submitted performance reviews in Workday Talent or Lattice, generates structured summaries that normalize format across managers, identifies development themes and promotion signals, and flags reviews that are too thin to support calibration. HRBPs walk into calibration sessions with a one-page structured view per employee instead of reading 40 narratives in the room.

✓ Calibration sessions 44% shorter with better-documented decisions

Our Services for This Industry

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Engagement shape

Timeline

A typical HR engagement runs five to eight weeks to first production. Weeks one and two are discovery: CHRO, talent acquisition leader, and legal alignment, plus a written integration pattern for Workday, SuccessFactors, ADP, or BambooHR and the downstream ATS. We build an eval set in week two using 2,000 to 8,000 real resumes, historical HR tickets, or prior interview schedules labeled by your senior recruiters and HRBPs.

Weeks three and four are build. The agent runs daily against the eval set and we share a Friday scorecard with HR leadership and legal. Weeks five and six cover shadow mode on live reqs or a paired HR-service queue, plus adverse-impact testing for any screening workflow. Weeks seven and eight are production cutover on one function or one country with hypercare for 30 days. Expansion to additional functions or countries follows the same pattern in parallel waves once the first workflow is stable.

Cost model

Most HR engagements fall between $75k and $200k for the first production use case. The main drivers are HRIS integration depth (Workday and SuccessFactors sit at the higher end), number of functions or countries in scope, adverse-impact testing scope, and whether state or country AI-audit documentation is required. A single-country HR policy agent pilot sits near the bottom of the range. A multi-function screening and onboarding rollout with Workday write-back and AI audit documentation lands at the top. Ongoing platform and inference costs typically run $5k to $20k per month in production.

Frequently Asked Questions

How do you ensure AI resume screening doesn't create bias or legal risk?+
We build screening systems around objective, documented job criteria your legal and talent teams approve in writing before a single resume is scored. The agent explains every ranking with specific evidence tied to those criteria, creating a documented record that reduces OFCCP exposure versus undocumented manual screening. We don't use demographic variables or proxy variables (zip code, school names as prestige proxies, name-based gender inference) in scoring. We run adverse-impact testing on the model before production and every 90 days after. For NYC, California, Illinois, and Colorado we produce the AI audit documentation those jurisdictions require.
Can the HR agent integrate with Workday, SAP SuccessFactors, ADP, or BambooHR?+
Yes. We integrate with Workday HCM and Recruiting through the Workday REST API and reports-as-a-service, SAP SuccessFactors through OData, ADP Workforce Now and ADP Vantage via the ADP API Central, and BambooHR through their REST surface. For Greenhouse, Lever, and iCIMS we use their published APIs. The agent answers based on the employee's actual live record, not static policy snapshots. Integration scope and complexity vary by your HRIS configuration and we scope the exact pattern during discovery. Write-back is gated by your change-management process.
What happens when employees ask the HR agent something it doesn't know?+
The agent is designed to escalate gracefully. When confidence falls below a threshold or the question involves a sensitive topic (medical accommodations, harassment, PIPs, compensation disputes), the agent tells the employee it will route the question to HR, creates a Workday case or a ticket in your HR service platform, and logs the interaction. HRBPs see an inbox of escalated questions with the conversation context. When they answer, the answer feeds back into the knowledge base so the same question gets handled automatically next time.
What does a pilot cost and how long does it take?+
A focused pilot on one use case, for example resume screening for one function or an HR policy agent for one country, runs 5 to 7 weeks from kickoff to production. Pricing typically lands between $75k and $180k depending on HRIS integration depth, how many functions or countries are in scope, and whether adverse-impact testing and AI audit documentation are required. A full people-ops rollout covering screening, onboarding, and the HR policy agent runs 4 to 6 months in parallel waves. We quote a fixed SOW before kickoff so CHRO, CIO, and legal all see the same number.
What data stays on our infrastructure vs. with the AI vendor?+
Employee PII, resume content, compensation data, performance review text, and medical accommodation information stay inside your tenant. We deploy the application layer in your Azure, AWS, or GCP tenant and run inference against models hosted in your own account with zero retention and zero training on your prompts. No employee content, resume, review, or HRIS record transits a public AI API. For public job descriptions or benefits marketing content, if a public API is genuinely better for a narrow task, we document that choice and your CHRO and CISO approve before any traffic flows. Full egress map is handed to your security team before go-live.
Who's accountable when the AI makes a hiring or policy call that goes wrong?+
The recruiter, HRBP, or hiring manager remains accountable for the decision. Our agent surfaces recommendations with the evidence behind them and routes low-confidence cases to a human. For screening, the recruiter still makes the advance/decline call. For policy questions touching medical accommodations, PIPs, or compensation disputes, the agent never answers autonomously and always routes to the named HRBP. For onboarding, the manager still approves final access. We design the workflow so the accountable human is the same person accountable today under your existing policies. The MSA spells out liability allocation and we carry tech and employment-practices E&O coverage.
How is this different from Workday AI, Paradox, Eightfold, or a big consulting firm, and how do we measure ROI?+
Workday AI ships product-integrated features. Paradox and Eightfold are great point solutions for a narrow slice of the funnel. We tune the agents to your specific job architecture, your employee handbook, your country footprint, and your HRIS configuration, and we integrate across screening, onboarding, and HR service in one coherent system rather than a disconnected feature set. Big consulting firms deliver a 12-month maturity roadmap. We deliver running code in weeks. ROI is measured against a baseline captured in discovery: time-to-shortlist, time-to-hire, day-one readiness, HRBP case volume, cost per hire. Most companies see payback inside 9 months on hours alone.
What's the hand-off between AI and our HR team, and how do we test accuracy before go-live?+
Every workflow has an explicit hand-off. Screening produces a ranked shortlist the recruiter reviews and decisions. The policy agent answers low-risk questions autonomously and escalates anything sensitive to a named HRBP. Onboarding runs the orchestration but managers and IT own the approvals. Pre-production, we build an eval set using your own resumes, prior HR tickets, and policy questions, and we agree accuracy thresholds in writing (typically 95%+ on policy-answer correctness, defensible screening precision against a senior-recruiter gold standard). The system does not move to production until it hits those thresholds on your data.

Let's build your AI system.

Production-grade AI for Enterprise AI for HR and People Operations. We deploy in weeks, not quarters.

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