Company AI Brain for Human Resources
Support people from recruitment through onboarding, growth, and everyday work.
Connect recruitment, staff onboarding, policies, learning, employee questions, check-ins, engagement, tasks, and people operations with appropriate privacy and human oversight.
Tell us how your people team worksCompany AI Brain for Human Resources
In practice
Full Workflow Examples
End-to-end paths through Human Resources — from signal to improvement, with human control where it matters.
- Signal
- Understand
- Recommend
- Approve
- Execute
- Monitor
- Learn
- Improve
01
Scouting to next hiring step
- Signal: New candidates enter the pipeline from sourcing, referrals, and inbound applications for an open role.
- Understand: Brain organises the candidate pool by role fit, interview stage, notes, missing evidence, and recent activity so recruiters can see the whole pool and any single candidate.
- Recommend: Suggests who to advance, who to hold, which interviewers to involve, and what evidence is still missing at each stage.
- Approve: HR / Hiring manager updates or confirms the shortlist, interview plan, and stage decisions.
- Execute: Moves candidates through interview stages, schedules the next round, prepares interviewer briefs, and sends approved candidate communication.
- Monitor: Tracks stage progression, overdue feedback, incomplete scorecards, and candidates stalled between rounds.
- Learn: Notes where feedback was thin, delayed, or inconsistent, and which stages slowed the pipeline.
- Improve: Updates the recruitment checklist and stage prompts so the next similar role starts with clearer progression rules.
ScoutPoolShortlistInterviewProgressApproveTrack02
Offer accepted to first check-in
- Signal: The hiring decision is confirmed and the candidate accepts the offer.
- Understand: Brain builds an onboarding plan from role, start date, location, department, access needs, equipment, policies, learning, and manager duties.
- Recommend: Proposes owners, deadlines, and required approvals for each onboarding step through the first check-in.
- Approve: HR / Hiring manager updates or confirms the plan. Sensitive items such as contracts, payroll, and access stay with authorised people.
- Execute: Creates tasks, assigns owners, sends approved welcome communication, coordinates access and equipment requests, schedules the first line manager check-in, and assigns early learning.
- Monitor: Tracks completion across the onboarding period, reminds owners, and alerts HR / the line manager when steps slip.
- Learn: Captures what blocked progress during onboarding, which questions kept recurring, and how complete the plan was by the first check-in.
- Improve: Feeds those themes into the next hire’s plan, and prepares a report for HR / the line manager when required.
HirePlanApproveAssignTrackCheck-inReport03
Everyday employee support
- Signal: An employee asks a question or submits a request about policy, leave, learning, equipment, access, or another routine people need.
- Understand: Brain retrieves only approved, role-permitted HR guidance and related employee context for that question or request.
- Recommend: Drafts a sourced answer or a next action, and marks when the item needs a person.
- Approve: HR / line manager updates or confirms anything outside approved auto-resolve rules. Sensitive or unclear items always route to a person first.
- Execute: Delivers the sourced answer, creates the follow-up task, or escalates with context packaged for HR / the line manager.
- Monitor: Logs what was asked or requested, how it was resolved, and whether it needed escalation.
- Learn: Groups repeated questions, recurring request types, and unclear policy wording.
- Improve: Flags policy gaps and process friction for HR to clarify, without inventing guidance or making sensitive people decisions.
Ask / RequestRetrieveSourceAnswer / EscalateLogClarify
Intelligence becomes valuable when it improves what happens next.
The Department Cycle
Know. Decide.
Act. Trust.
Every workflow in Human Resources runs through a complete intelligence cycle, from signal to improvement, with human control where it matters.
Know
- Organise candidate information
- Summarise interview feedback
- Track recruitment stages
- Monitor onboarding progress
- Retrieve policies and employee guidance
- Identify incomplete documentation
- Track learning requirements
- Organise employee questions and requests
- Organise employee check-ins
- Identify engagement themes
- Prepare people operations reporting
Decide
- Recommend next recruitment steps
- Identify missing interview evidence
- Recommend onboarding actions
- Identify employees requiring support
- Suggest relevant training
- Flag overdue check-ins
- Surface policy questions needing clarification
- Identify recurring employee experience problems
- Escalate sensitive matters to authorised people
Act
- Schedule interviews
- Prepare interviewer briefs
- Prepare candidate communication for approval
- Create onboarding plans
- Coordinate access and equipment tasks
- Send approved reminders
- Answer routine policy questions using approved sources
- Handle routine employee requests
- Schedule manager check-ins
- Assign learning
- Track completion
- Prepare onboarding reports
- Create follow-up tasks
- Escalate sensitive or incomplete matters
Trust
- Restrict employee data by role
- Require human decisions for hiring, performance, compensation, discipline, and termination
- Keep contracts, payroll, and access with authorised people
- Show approved policy sources
- Route sensitive or unclear requests to a person first
- Maintain confidentiality
- Keep action history
- Avoid unsupported conclusions about people
- Allow employees and HR staff to correct information
- Escalate uncertainty instead of making sensitive decisions
Categories only
Systems Connected
- Human resource systems
- Recruitment systems
- Learning systems
- Document systems
- Communication systems
- Task systems
- Access management systems
- Finance and payroll systems
- Meeting systems
- Databases