Solutions · HR and people
AI for HR and recruiting
AI can help with recruiting, onboarding, HR operations and answering questions about company policies. The foundation is having roles, responsibilities and culture written down.
What AI already does in HR
- Job descriptions written from defined roles
- Initial résumé screening against criteria set by the company
- Interview guides and behavioral assessments
- Onboarding with answers drawn from company manuals
- Employee questions about leave, benefits and internal policies
- Organizing feedback and individual development plans
Knowledge that depends on one person
In many companies a critical process only works when one specific person is there, and when that person leaves the quality standard leaves too. The manual, and the AI that draws on it, make that knowledge part of the company, which speeds up onboarding and lowers the risk of every departure.
Why the tool alone isn't enough
Without roles and responsibilities in writing, hiring runs on instinct, and AI simply reproduces that instinct faster. Before automating screening, a company needs to know what it expects from each role.
How we apply the method to HR
- 01
Assessment
We interview leadership, managers and staff about roles, routines and culture, and identify the processes that depend on a single person's knowledge.
- 02
Process design
We define roles, responsibilities, hiring criteria, the onboarding plan and the management rhythm, such as daily, weekly and monthly meetings.
- 03
SOPs and playbooks
We document everything in the culture playbook and in the role descriptions of the operations manual.
- 04
AI implementation
We apply AI to screening, onboarding and HR questions, with the final decision always made by a person.
- 05
Team training
We train managers in communication, feedback, behavioral analysis and emotional intelligence.
Frequently asked questions
How can AI be used in recruiting?
With criteria defined for each role, AI writes the job description, runs the initial résumé screen and organizes information for the interview. The hiring decision stays with a person.
Is using AI in hiring legal?
It calls for care. Use written, reviewed screening criteria to limit bias, be open with candidates and keep the final decision human. In the EU, AI used in recruitment is classified as high-risk under the AI Act, and some US states and cities regulate automated hiring tools, so a legal review is part of the implementation.
How does AI help with company culture?
With the culture written down, AI answers questions and supports onboarding with the same guidance every time. The culture itself is still built by leadership.