For your hr and people team

Hire, onboard and support your team with less admin

Job ads, CV sifting, interview scheduling and onboarding take time away from people. We automate the admin around HR, and every decision about a person stays with a person.

Take the AI Readiness Check See the tasks

Example tasks

Job ads drafted

CV summaries

Interview scheduling

Onboarding checklists

SOUND FAMILIAR?

Hiring drags on

Stacks of CVs and endless diary juggling.

SOUND FAMILIAR?

Onboarding is patchy

New starters wait for accounts, kit and paperwork.

SOUND FAMILIAR?

The same questions every week

Holiday, policy and payroll questions answered one by one.

8 HR and People tasks AI can handle

Each one built in the tools you already use, with a person approving anything that matters.

AI CONTENT AND MARKETING

Job ads drafted

Clear, inclusive ads written from the role brief.

How we do it AUTOMATIONS

CV summaries

Each CV summarised against the brief for a person to shortlist, not ranked by AI.

How we do it WORKFLOWS

Interview scheduling

Candidates book from shared availability, with reminders sent.

How we do it WORKFLOWS

Onboarding checklists

Accounts, documents, kit and training set up the moment someone signs.

How we do it AI-NATIVE WEBSITES

Staff handbook assistant

Team members get instant answers from your own policies.

How we do it WORKFLOWS

Holiday and absence requests

Requested, approved and recorded without the email chain.

How we do it AI TRAINING

Training plans

Role-based AI and skills training mapped for each team.

How we do it DATA ANALYSIS

Survey and feedback summaries

Engagement and exit feedback summarised into themes you can act on.

How we do it

HOW IT WORKS

Five jobs, one joined-up flow

Here's how the first five tasks connect, with AI doing the legwork and your team approving what matters.

01Job ads drafted: Clear, inclusive ads written from the role brief.
02CV summaries: Each CV summarised against the brief for a person to shortlist, not ranked by AI.
03Interview scheduling: Candidates book from shared availability, with reminders sent.
04Onboarding checklists: Accounts, documents, kit and training set up the moment someone signs.
05Staff handbook assistant: Team members get instant answers from your own policies.

AI + Experts + Your Data

Any one of these on its own falls short. Together they give you the speed of AI with answers you can trust.

Does the heavy lifting

Summarises, schedules and answers routine questions.

EXPERT

Checks it's right

HR specialists set the rules and keep every decision human.

YOUR DATA

Keeps it grounded

Your policies, handbook and roles keep answers accurate.

Start with one task, then build from there.

No big transformation projects. We find the one thing worth doing first, prove it with a pilot, then keep building month by month.

01 · 3 MINUTES

AI Readiness Check

Seven questions and a straight answer on whether AI fits your business yet.

02 · 1 DAY

1 Day Business Analysis

A day with your team to find the quickest wins. Free for a great fit.

03 · 2 TO 4 WEEKS

Pilot Build

One workflow built, tested and handed over, so you see it working first.

04 · MONTHLY

Monthly Support

Monitoring, training and the next build. Leave at the end of any month.

IN DEPTH

The detail, in 7 short parts

01 / 07

What Is AI In HR?

AI in HR means using artificial intelligence to take the admin out of human resources, so your HR team can spend more time with people. For a small or medium business, that usually covers drafting job descriptions, summarising CVs, interview scheduling, onboarding, answering employee queries, holiday and absence requests and summarising employee feedback.

Most HR teams in SMEs are small. Often it's one person, or a manager doing HR alongside another job. Repetitive HR tasks such as data entry, chasing paperwork and answering the same policy questions eat into the time you'd rather spend on employee relations, training and keeping good people.

HR AI doesn't make decisions about people. It handles the routine tasks around them. Every hiring and promotion decision, every performance conversation and every sensitive issue stays with a person. That's the line we draw on every project.

02 / 07

How AI For HR Works

HR AI tools combine a few AI technologies. You don't need to know the detail, but it helps to know what each one does well.

Natural language processing and generative AI

Natural language processing lets AI systems read and understand text, such as CVs, policies, HR documents and survey comments. Generative AI tools such as ChatGPT, Copilot, Claude and Gemini can then write job ads, onboarding emails, summaries and answers to staff questions, based on your own documents.

Machine learning and predictive analytics

Machine learning spots patterns in HR data, such as absence trends or turnover by team. Predictive analytics can flag where you may need to hire, or where engagement is dropping. These are useful signals for workforce planning, as long as a person interprets them and the data quality is good.

AI agents and virtual assistants

Virtual assistants and AI agents can handle simple employee requests end to end, such as booking holiday, answering a policy question or sending an onboarding checklist. They work best when they're limited to clear tasks and hand anything sensitive to a person.

03 / 07

HR Automation Examples That Pay Off First

HR automation is about removing the time consuming HR tasks that slow everyone down. Here's where SMEs usually start.

Job descriptions and job ads: clear, inclusive drafts written from a short role brief, ready for a hiring manager to edit.
CV summaries: each application summarised against the brief so a person can shortlist faster, without AI ranking or rejecting anyone.
Interview scheduling: candidates book from shared availability, with reminders and calendar invites sent automatically.
Onboarding process: accounts, documents, kit and training set up for new employees the moment they sign.
Staff handbook assistant: instant answers to employee queries, drawn from your own policies.
Holiday and absence: requests approved and recorded without the email chain, keeping employee records accurate.
Payroll processing and benefits administration: data checked and passed to your payroll provider, with changes flagged for review.
Employee feedback: engagement and exit surveys summarised into themes, with sentiment analysis showing what's changed.

04 / 07

AI Recruitment: Faster Hiring, Fair Decisions

AI recruitment uses AI tools to speed up the hiring process: writing ads, screening applications, scheduling interviews and keeping candidates updated. Many applicant tracking systems now include AI features as standard.

Used carefully, AI helps your recruitment process feel quicker and more professional for candidates. Used carelessly, it can introduce bias or reject good people for the wrong reasons. That's why we don't let AI algorithms rank, score or reject candidates. AI prepares the information. Hiring managers make the decisions.

For talent acquisition in an SME, the biggest wins are usually speed and consistency. Every candidate gets a timely reply, every interview is booked without diary tennis, and every shortlist is based on the same brief.

05 / 07

Beyond Hiring: Employee Experience And Development

AI in HR isn't just about recruitment. It can support the whole employee lifecycle, from onboarding to development to leaving.

Employee development and training

AI can map role-based training plans, suggest learning for each team and let people learn at their own pace. It can also help with AI fundamentals training, so your team uses AI tools safely and well. That supports employee development and internal mobility, because people can see a path to the next role.

Performance management

For performance management, AI can help managers prepare for performance reviews by pulling together notes, goals and feedback, and it can support continuous performance management by reminding managers to check in on employee progress. The conversation itself, and any judgement about employee performance, stays human.

Employee engagement and communication

Clear, timely employee communication improves employee experience and employee satisfaction. AI can draft updates, answer common questions out of hours and summarise what people are saying in surveys, so HR leaders and business leaders can make data driven decisions about engagement.

06 / 07

Responsible AI In HR: Data, Bias And The Law

HR handles some of the most sensitive data in your business, so responsible AI is essential. Here's how we keep it safe.

Every decision about a person is made by a person, never by AI alone.
Employee data is handled under UK GDPR, with clear rules on what AI tools can see and where data is stored and processed in the UK.
No employee or candidate data is used to train public AI models.
Job ads and summaries are checked for biased language before they're used.
Staff are told when AI is being used and what it's used for.
Risk management checks are built in, and we keep an eye on UK guidance and the EU AI Act where it applies to your business.
Your HR policies, handbook and contracts are the source of truth, so answers stay accurate.

07 / 07

Why AI, HR Specialists And Your Data Work Best Together

AI on its own will answer questions confidently, even when it's wrong. HR specialists on their own can't answer every question at 10pm. Your HR data on its own sits in folders and spreadsheets.

Together, they work. The AI summarises, schedules and answers routine questions. HR specialists set the rules, decide what to automate and what to keep human, and check the results. Your policies, handbook and role descriptions keep every answer accurate and specific to your business. That's how HR departments in SMEs cut admin without losing the human side of HR.

Getting started is simple. A 1 Day Business Analysis finds the HR task worth doing first, a pilot builds it for from £1,500, and monthly support extends it to other HR processes from £750 a month.

FAQ

Common questions

How can AI be used in HR?

AI can be used in HR to draft job ads, summarise CVs, schedule interviews, run onboarding checklists, answer staff questions from your handbook, manage holiday requests, summarise survey feedback and help with training plans. A person should make every decision about an individual.

What is AI recruitment?

AI recruitment means using AI tools in the hiring process, for example to write job ads, screen and summarise applications, schedule interviews and keep candidates updated. We use it to speed up admin, not to rank or reject candidates.

What is meant by HR automation?

HR automation means using software to handle routine HR processes automatically, such as onboarding tasks, holiday approvals, document requests and reminders. It cuts data entry and human error, and frees HR professionals for work with people.

Is AI eliminating HR jobs?

In most SMEs, no. AI takes over administrative tasks, but HR still needs people for employee relations, difficult conversations, culture and judgement. It tends to change what HR practitioners spend time on rather than remove the role.

What is ChatGPT for HR?

ChatGPT and similar tools can help HR teams draft job descriptions, policies, letters and training materials, and answer general HR questions. They shouldn't be given personal employee data unless your account settings and policies allow it, and their output should always be checked.

AI for the rest of the business

Finance

Sales

Marketing

Operations

See which hr and people tasks would pay off first

Seven quick questions and a straight answer. A great fit gets a free 1 Day Business Analysis.

Take the AI Readiness Check Book a call