Forward-deployed for people & talent
The paperwork handled, the decisions left to people.
Recruiters and HR partners belong in conversations with candidates and employees. We build AI for the logistics around those conversations: interview scheduling, policy questions, onboarding, and review drafts. We leave every hiring, pay, and promotion decision with a person.
Where the hours go
- Scheduling by email thread
- The same questions, again
- Onboarding by checklist
- Reviews from memory
What a pod builds
- Interview scheduling
- Job posts and outreach
- Structured interview kits
- Candidate questions answered
What gets measured
- Time to schedule and time to fill
- Recruiter and coordinator hours per hire
- HR case resolution time
- Questions answered without escalation
I / Where the hours go
What we look for first.
Scheduling by email thread
Coordinators trade long email threads to line up each interview loop, and every reschedule starts another one while the candidate waits.
The same questions, again
HR answers the same questions about leave, benefits, and pay dates every week (by email, in Slack, and in tickets) from policies that already exist.
Onboarding by checklist
New hires wait on accounts, equipment, and training because onboarding lives in a checklist that depends on someone remembering every step.
Reviews from memory
Managers write reviews from memory in the last week of the cycle, so feedback skews recent and calibration takes longer than it should.
II / What we build
Systems, not slideware.
Interview scheduling
Coordinates interview loops across calendars, time zones, and panel rules from your ATS, handles reschedules, and keeps candidates informed, so coordinators manage exceptions instead of email threads.
Job posts and outreach
Drafts job descriptions from the role’s actual requirements and outreach from the recruiter’s brief, checks both for exclusionary language and pay ranges where the law requires them, and leaves sending to the recruiter.
Structured interview kits
Builds each role’s competencies, questions, and scoring rubrics from the job’s real work, so every candidate is asked comparable questions. Interviewers score; the tool does not.
Candidate questions answered
Answers candidates’ questions about the process, benefits, location, and timing from approved material, around the clock, and passes anything about their own application to a recruiter. It never assesses the person asking.
Onboarding and learning paths
Turns each accepted offer into a role-specific onboarding plan (accounts, equipment, training, and first-month goals), tracks each step to completion, and suggests a learning path the manager can adjust.
HR service desk
Answers policy, leave, and benefits questions in Slack or Teams from your handbook and plan documents, cites the source, and routes accommodation requests, complaints, and individual cases to an HR partner.
Review drafting support
Gathers a period’s goals, feedback, and one-on-one notes into a summary a manager can check, then helps tighten the wording. The manager writes the rating; the tool never proposes one.
Workforce analytics
Answers questions on headcount, attrition, time to fill, and internal moves from governed HR data, suppresses groups too small to stay anonymous, and shows how every figure was built.
III / A first vintage
Policy and benefits answers
First production deployment, Six to ten weeks
A pod grounds the service desk in your handbook and benefit plan documents, tests it against a year of past HR tickets, and runs it in Slack or Teams, with HR approving each answer until accuracy clears your bar.
Judged by
HR case resolution time, questions answered without escalation, and accuracy on a test set HR wrote, each read against the Survey’s starting figures.
An illustration of a first deployment, not a description of a past client.
IV / What we measure
Baselined before we build.
- Time to schedule and time to fill
- Recruiter and coordinator hours per hire
- HR case resolution time
- Questions answered without escalation
- New-hire time to productivity
- Manager hours per review cycle
- Impact ratios at each hiring stage
Set during the Survey and reported every season after.
Systems we work inside
Your stack, not ours.
- Workday
- SAP SuccessFactors
- UKG Pro
- ADP Workforce Now
- Rippling
- BambooHR
- Greenhouse
- Lever
- Ashby
- iCIMS
- Lattice
- Culture Amp
- ServiceNow HR Service Delivery
- Slack
- Microsoft Teams
Named for familiarity, not partnership. We integrate with what you already run and recommend new tools only when the work requires them.
V / Guardrails
Where people stay in control.
People make the call
Hiring, promotion, pay, and termination decisions belong to named people. For recruiting and HR, what we build schedules, drafts, summarizes, and answers questions; it never ranks, scores, or rejects a candidate or employee.
Adverse impact, measured
Where a vendor tool scores candidates for New York City roles, we check for the independent bias audit and notices Local Law 144 requires. We track impact ratios at every stage; disparate impact is still written into Title VII.
Designed to the AI Act
The EU AI Act classes AI used in recruitment, promotion, and performance evaluation as high-risk, with obligations from December 2027, and has banned workplace emotion recognition since February 2025. We design to the first and never build the second.
Privacy and plain notice
GDPR and CCPA/CPRA reach employee and applicant data too. We minimize what models see, keep it in your tenant, and tell people plainly when AI answered them or drafted something about them.
Related
Work that tends to travel with this.
Legal & compliance
Contract review, obligations, privacy requests, and audit evidence: faster, with counsel deciding.
Finance & FP&A
Forecasts, variance commentary, cash, and the board pack: sooner, with every number owned by finance.
Professional services
Precedent search, proposals, conflicts intake, and billing, with client confidences intact.
Healthcare & life sciences
Prior auth, referrals, revenue cycle, and regulated documents: prepared by AI, decided by people.
Begin with the Survey.
Two to three weeks inside your team, a fixed fee agreed up front, and a ranked plan you keep whether or not we build it together.