AI operating system · HR and people
Hiring, onboarding and development that move faster
Job descriptions, screening support, interview summaries, onboarding materials and personalized learning run through AI, with the bias and privacy rules set before the first candidate's data is touched.
Use cases
Where we start in HR
The cases below are the usual first candidates; the bootcamp picks yours by gain and data readiness.
- Hiring: Job descriptions, screening support and interview summaries, with a person making every decision.
- Onboarding: Role-specific onboarding materials and answers to the questions new people ask in the first month.
- Performance and feedback: Review preparation, feedback drafts and patterns across teams, for the manager to act on.
- Learning: Personalized learning paths from the competency matrix and the gaps each role shows.
- Internal HR support: Policy and benefits questions answered from the handbook, with escalation to a person.
What we measure
The metrics agreed before the first pilot
Each pilot starts with a baseline; what we publish as a gain is what the pilot measured.
- Time to hire and time to productivity
- Hours of HR and manager time per hire and per review cycle
- Onboarding completion and first-quarter retention
- Learning plan completion
- Employee satisfaction with HR responses
The path
Five phases, on your own data
Every phase runs with the people who own the function; nothing leaves your perimeter without a rule.
Phase
What happens
Pre-brief
One week: the ATS, the handbook and the hiring plan in scope.
Bootcamp: why and where
Two days with the HR leads: where AI pays off from hiring to development, and in what order.
Use-case labs
Four to six weeks on your own roles and candidates: the cases that matter, tested.
Pilot sprint
Six to eight weeks: two to four pilots inside your ATS and HR tools, with a measured result.
Scale and governance
Two weeks: the rollout plan, the privacy and fairness policy, the approved tools, the owner.
What the function keeps
An operating system, with an owner
We install
What it gives you
AI capability map and roadmap
Where, how and in what order, for 3, 6 and 12 months.
Operating cadence
A weekly pilot review and a monthly review of the function's AI metrics, each with an owner.
Roles and ownership
A named owner of AI in the function, champions in the team, and who signs off what before it reaches a customer, a candidate or a number.
Playbooks and prompts
The working cases documented so the next person runs them the same way.
Governance and guardrails
A usage policy, approved tools, data rules, human validation where the output needs it, a risk register.
KPI set and dashboard
Adoption, time saved, quality and cost per use case, on a dashboard in your own tools, reviewed monthly.
Trained people
The team runs the working cases without us by the end of the rollout.
Formats
Where to start
AI self-check
See whether AI in your functions has an owner, a policy and a measured result, with the first moves by email within a day.Free, inside the maturity assessment
Learn moreAI operating system for HR
Install AI in HR with owners, guardrails and a measured first pilot.Fixed fee. Request a quote
Request a quoteBootcamp for HR
Two days with the HR leads: the use-case shortlist and the first pilot plan.Fixed fee. Request a quote
Request a quoteFAQ
Questions leaders ask first
The privacy and fairness rules are written before the first candidate's data is touched; AI prepares, a person decides, and the risk register names what it may never do.
Find where AI pays off in HR first
A discovery call about your processes, your data and the first pilot.
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