HR & People Ops
Your people team answers the same questions and reads the same documents all year.
Policy questions, onboarding steps, screening volume. Repetitive work with real consequences attached.
You will recognise this if
- The same policy questions arrive every month, especially around the same calendar events.
- Onboarding is a checklist someone runs manually for every joiner.
- Screening volume forces shallow reading of every application.
- Institutional knowledge sits with one person who is a bottleneck and a risk.
How we approach it
- Start with the question load, because it is measurable, low risk and visibly useful.
- Answer from your actual policy documents, with the source attached, so nobody acts on a paraphrase.
- Automate the mechanical parts of onboarding and leave the human parts human.
- Treat anything touching hiring decisions as high risk by default.
The honest version. Automated screening that ranks or filters candidates sits in a regulated category under the EU AI Act, with obligations around risk management, data governance and human oversight. We will tell you what applies to your case and what it costs before you scope it, rather than after.
What we would build