Good fit
There is visible drag
People repeat the same work every week, or the current stack keeps creating manual follow-up.
HR and recruitment
Connect recruitment, assessments, onboarding, and HR knowledge
Build one controlled workflow for vacancies, candidates, assessments, communication, onboarding, and internal HR questions without losing human judgement.
How we make this practical
The goal is not to introduce more tools. The goal is to make one important workflow clearer, faster, and easier to own.
First move
Start with one workflow
We pick a narrow process, define the handoff, and only expand after the team trusts the result.
Guardrail
Keep judgement human
AI can prepare, summarize, route, and suggest. Commercial, legal, and sensitive decisions stay reviewable.
Common bottlenecks
Where fragmented HR tooling creates risk
Candidate information, emails, assessments, and interview notes live in separate tools.
Recruiters repeat screening, scheduling, status updates, and document preparation by hand.
Hiring managers cannot see a complete, current candidate picture when they need to decide.
Onboarding and employee questions depend on documents that are difficult to find or out of date.
Approach
Keep the evidence connected and decisions human
We create a workflow that saves administrative time while preserving privacy, access control, assessment context, and accountable decision-making.
01
Map candidate and employee journeys
Define stages, evidence, communication, permissions, retention, and the owner of each decision.
02
Connect ATS and HR sources
Bring vacancies, applications, assessments, calendars, documents, and onboarding into a coherent flow.
03
Use AI as an assistant
Summarise, draft, search approved knowledge, and flag missing information without silently ranking people.
Outcomes
What a connected HR workflow can deliver
- One candidate and vacancy timeline
- Assessment and interview evidence in context
- Automated communication and onboarding tasks
- An internal HR knowledge assistant with permissions
Related proof
Relevant platform experience
Delivery and ownership
What we arrange before the system becomes business-critical
A working interface is only part of the delivery. We also make clear who owns what, how access is managed, and how the product can continue after launch.
Ownership
Clear agreements about source code, data, accounts, documentation, and the components your organisation controls.
Security
Role-based access, data handling, logging, backups, and a review of the risks that matter for this workflow.
Go-live
Testing with real scenarios, acceptance criteria, migration where needed, and a practical handover to users and administrators.
Continuity
A support route, monitoring where relevant, and a prioritised backlog for maintenance and further development.
FAQ
Can AI rank or reject candidates automatically?
We advise against opaque automatic employment decisions. AI can organise evidence and support review, while people remain responsible for criteria and outcomes.
Can we retain our current ATS or HR system?
Yes. We can add an integration and workflow layer around existing systems when replacing them would add unnecessary risk.
How do you handle candidate and employee data?
Access, retention, processing purpose, model use, logging, and deletion are designed into the workflow before automation is released.