SERVICES
HR
The recruiter works the top of the funnel, a new hire gets productive sooner, and questions about policy are answered by an assistant.
What people usually arrive with
A high volume vacancy draws hundreds of applications, and half are never opened.
The first interview is thirty minutes of identical questions.
Onboarding depends on whether the manager remembered to request the accounts.
HR answers the same policy questions every day.
What we do
Candidate screening and first interview
Applications parsed, ranked against the requirements, a first interview by text or voice, interview scheduling, rejections from a template.
Employee onboarding
Checklists, accounts requested automatically, training in chat, and completion tracked.
Knowledge base for staff
Answers from policies, manuals and HR documents, with access rights respected.
What this looks like in practice
Typical scenarios in this area: what people arrive with and what we do about it. These are not named client cases, the confirmed work is collected in the portfolio.
Retail chain
- Situation
- Every hiring wave brought four hundred applications, and the recruiter drowned in the first round.
- What we do
- Ranking against the requirements and a first interview by text. Only screened candidates reach a person.
Logistics
- Situation
- A driver turned up for a shift before the accounts and paperwork existed.
- What we do
- An onboarding checklist with account requests and deadline tracking.
IT outsourcing
- Situation
- Questions about leave and benefits went into HR's direct messages all day.
- What we do
- The assistant answers from the current HR documents and passes anything unusual to HR.
The questions we get most
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