HR agents that handle the paperwork of people.
Screening, scheduling, onboarding packets, policy answers — the repetitive 70% of HR work. Sensitive decisions, terminations, and anything personal always go to a human. Bias guardrails are on by default.
The recruiting & ops queue, cleared.
Built for candidate experience and auditability, not just speed.
Candidate Screener
Scores résumés against your written rubric — skills, experience, must-haves — and produces a shortlist with reasons. Never filters on protected attributes.
Interview Scheduler
Coordinates calendars across candidates and panels, sends confirmations, handles reschedules, and nudges interviewers for feedback.
Onboarding Coordinator
Prepares offer paperwork, provisions accounts, sequences first-week tasks, and checks in with new hires — escalating anything unusual to HR.
Policy Q&A Assistant
Answers employee questions from your handbook — PTO, benefits, expenses — with citations to the exact policy text. Sensitive topics route to a person.
People-Ops Reporter
Compiles headcount, attrition, time-to-hire, and pipeline metrics into a weekly people-ops brief for leadership.
Offboarding Agent
Runs the checklist: access deprovisioning, equipment return, final paperwork — every step logged, every exception escalated.
People decisions stay with people.
HR is the department where automation needs the tightest controls. We design them in from day one.
Rubric
Screening criteria are written down and versioned — the agent scores against the rubric, not vibes.
Audit
Every score, skip, and shortlist decision is logged with its reasoning for review.
Escalate
Anything sensitive — health, conduct, comp, exits — goes straight to a human, always.
Review
Shortlists and rejection drafts are approved by a recruiter before anything is sent.
Comply
Data retention, access controls, and regional hiring regulations are configured per your policy.
Works inside your stack.
Candidate and employee data is handled with strict access controls.
Where it fits
COMPANY-SIZE FIT — Mid-market & enterprise. Screening and scheduling leverage grows with hiring volume — typically mid-market and enterprise. Small teams hiring occasionally usually start with scheduling only.
Tools it uses
Greenhouse, Lever, Workable, BambooHR, Rippling, Gusto, Google Calendar, Outlook, Slack, DocuSign, Notion.
Guardrails
PII minimization, role-based access, encrypted storage, retention policies, and full audit logs on every candidate touch.
Human checkpoints
Shortlist approval, offer approval, rejection approval, and every sensitive case — a human signs off before action.
HR agent questions.
Does the agent make hiring decisions?
No. It scores against your written rubric and produces shortlists with reasons. A recruiter or hiring manager always makes the actual decision.
How do you handle bias?
Protected attributes are excluded from screening inputs. Rubrics are explicit and versioned. Every score carries an explanation that can be audited.
What about employee privacy?
Access is role-based and minimized. The agent sees what it needs for the task and nothing more. All access is logged.
Can it answer policy questions accurately?
It answers only from your approved documents, cites the exact section, and says "I don't know — routing you to HR" when the answer isn't there.
Give your people team their time back.
Tell us where the recruiting or HR-ops queue is backing up. We'll scope an agent with the right guardrails.