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Give your HR team back the hours re-keying steals.
A team of AI agents we build and run owns the employee lifecycle, from screening the candidate to scheduling the interview to onboarding the hire to keeping the record and compliance current, each one handing off to the next. HR spends the day with people, not copying the same change into five systems.
The kind of team we build for people & hr.
This is a representative roster. We build yours from your SOPs, so the agents, their steps, and the tools they touch match how your team actually works. Each owns a full workflow, they hand off to each other, and your people own the judgment calls.
Owns the top of the funnel: screens every applicant against the role criteria, ranks them, and writes the summary before a recruiter opens a resume.
The shortlist goes straight to scheduling with the screen notes attached.
Owns the interview loop: finds the slot across interviewers and time zones, sends the invite and the brief, and chases every confirmation.
The moment an offer is signed, onboarding starts from the same record. Nothing is re-entered.
Owns the first ninety days: runs the paperwork and access requests, sequences day one through month one, and chases every open item to done.
A new hire touches six systems on day one. Every one of them has to agree.
Owns the employee record: syncs it across every system it touches, catches the change that only landed in one place, and keeps the org chart true.
A correct people record is the only way compliance can know who actually owes what.
Owns compliance: tracks every required training and certification, flags who's overdue before it becomes a finding, and chases it to complete.
Most compliance chasing is really just a policy question nobody wanted to ask twice.
Owns the front line of HR: answers routine policy and benefits questions from the handbook, routes the sensitive ones to a human, and flags what needs rewriting.
What people keep asking exposes what the role and the handbook never made clear. That sharpens the next screen. The loop closes.
The tool sprawl people & hr teams live in.
A tool for every problem, a person to glue them together.
An ATS for candidates, an HRIS for the employee record, Deel for contracts and payroll, a Google Sheet tracking compliance on the side, and Slack threads chasing interviewers who haven't replied.
“I unfortunately have HR, payroll, and scheduling as my three pronged chaos. I hate it every day.”
6 tools, no shared record, the owner is the integration layer.
One shared record, inside the tools you already use.
The agent team absorbs the assembly work. Your people own the judgment calls. A named operator owns the operating metric we baselined together.
- Screen inbound candidates against the role before a recruiter looks at the resume
- Coordinate interview slots across interviewers and time zones without the back and forth
- Walk new hires through onboarding paperwork and system access on schedule
- Answer routine policy questions so HR isn't repeating itself in DMs
- Track compliance training and flag who's overdue before it becomes a finding
- Keep the employee record in sync across every system it touches
Where people & hr actually lose margin.
HR was hired to look after people, then handed a second job: keeping five disconnected systems in agreement about who those people are. Because the ATS, the HRIS, payroll, and a side spreadsheet don't share one file, every promotion or address change has to get re-keyed by hand into each one, and nobody notices the gap until payroll or a report looks wrong weeks later. Interview scheduling turns into a manual puzzle across interviewers and time zones, onboarding leans on checklists nobody fully trusts, and compliance training gets tracked in a spreadsheet on the side because the HRIS can't capture who still needs to sign up. The department meant to focus on people ends up spending the week as the integration layer between tools that were supposed to make that job easier.
An always-on agent owns this. A human approves at the judgment point. The output lands in the same shared record everyone reads from.
What we hear, verbatim.
“It feels like we're using modern tools but in the most outdated way possible.”
A named operator, then a team of agents that runs it.
Your agent team goes inside the tools you already use. No migration, no new platform.
Month to month after a 90-day proof. Metric guarantee included.
Different function, same villain.
A team of AI agents we build and run owns the full cycle, from the prospect list to the outbound to the booked call to the clean forecast, each one handing off to the next. Your reps sell and RevOps stops reconciling.
A team of AI agents we build and run owns the full workflow, from the report to the brief to the ranked page to the lifecycle send, each one handing off to the next. Your marketers spend the week on strategy and creative, not exports.
A team of AI agents we build and run owns the full workflow, from kicking off the process to routing the approval to keeping the record clean to reporting on the week, each one handing off to the next. Operations designs the process instead of chasing it.
Run leaner and higher-margin, without hiring to do it.
Start with the discovery call. We will show you where your margin is leaking, then exactly how to fix it.
We onboard a limited number of teams each month, set by the number of named operators available to run them.