HR Agents

Empower your HR team with AI Agents.

Employee Onboarding Coordinator

  • task:Automate the entire new hire onboarding process, from sending initial paperwork and creating user accounts to assigning training and notifying team members.
  • system access:HRIS (e.g., Workday), IT Service Management (e.g., ServiceNow), Collaboration Tools (e.g., Slack, Microsoft Teams).
  • data access: New hire information (name, start date, role), onboarding checklists, and employee welcome materials.
  • why do this:Manual onboarding is inefficient, inconsistent, and can lead to a poor first impression for new hires. This agent ensures a seamless, consistent, and positive start.
  • value of doing this:
    • Reduces onboarding time by up to 50%.
    • Ensures every new hire has the systems and support they need on day one.
    • Improves the overall new hire experience and reduces administrative work for HR and IT.
  • how to do this: Monitor for a new hire event in the HRIS, trigger a pre-defined workflow, and automate tasks like sending welcome emails, creating system accounts, and assigning tasks to relevant teams.
  • when to do this:On-demand. The agent is activated as soon as a new hire is added to the system.
  • frequency:On-demand
  • skill level:Mid-level
  • risks:High
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Instructions
  1. Connect to the designated HRIS and IT service management platforms.
  2. Monitor for new employee records with a future start date.
  3. Based on the employee's role, initiate the appropriate onboarding workflow.
  4. Automate the creation of user accounts, system access requests, and collaboration group invitations.
  5. Send notifications to the new employee’s manager and team, and assign tasks (e.g., "Set up workstation," "Schedule welcome lunch").
  6. Send a series of automated welcome emails with links to required paperwork and training.

Workforce Sentiment Analyst

  • task:Analyze internal communication and survey data to gauge employee sentiment, identify trends in morale, and flag potential issues or drivers of disengagement.
  • system access:Collaboration Tools (e.g., Slack, Microsoft Teams), Internal Survey Platforms (e.g., SurveyMonkey).
  • data access: Anonymized employee survey responses, internal communication data (text), and HR data (e.g., department, tenure).
  • why do this:Manually analyzing employee sentiment is impossible at scale and often misses subtle trends that can lead to high turnover, low morale, and reduced productivity.
  • value of doing this:
    • Proactively identifies sources of employee dissatisfaction before they become major issues.
    • Provides leadership with data-driven insights into workplace culture and morale.
    • Improves employee retention and satisfaction by enabling targeted interventions.
  • how to do this:The agent ingests data from designated sources, uses sentiment analysis and topic modeling to find patterns, and generates a report or dashboard summarizing key findings.
  • when to do this:Scheduled. The agent runs at a set cadence (e.g., weekly or monthly).
  • frequency:Weekly
  • skill level:High-level
  • risks:High
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Instructions
  1. Connect to the designated internal communication and survey platforms.
  2. On a weekly basis, pull new, anonymized data (e.g., survey results, internal messages).
  3. Run a sentiment analysis model to classify the data as positive, negative, or neutral.
  4. Use a topic modeling model to identify and categorize recurring themes (e.g., "communication," "work-life balance," "management").
  5. Generate a summary report that visualizes sentiment trends across departments or teams.
  6. Alert HR leadership to any significant drop in positive sentiment or spike in a negative theme.

Talent Screening Assistant

  • task:Automate the initial screening of job applications to identify and prioritize the most qualified candidates based on predefined criteria and skills, reducing the manual workload for recruiters.
  • system access:Applicant Tracking System (ATS), Job Boards.
  • data access: Job descriptions, applicant resumes, cover letters, and applicant information.
  • why do this:Manually sifting through hundreds of resumes for a single role is a time-consuming and inefficient process that delays the hiring cycle and can lead to missed talent.
  • value of doing this:
    • Accelerates the hiring process and reduces the time-to-fill for open roles.
    • Frees up recruiters to focus on candidate engagement and interviews.
    • Ensures a consistent and objective review of all applications.
  • how to do this:The agent ingests new applications, uses text analysis to match keywords and skills to the job description, and provides a ranked list of the most qualified candidates for human review.
  • when to do this:Continuous. The agent should run in real-time, screening new applications as they are submitted.
  • frequency:Continuous.
  • skill level:High-level
  • risks:Medium
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Instructions
  1. Connect to the designated Applicant Tracking System (ATS) and job board APIs.
  2. Continuously monitor for new job applications for open roles.
  3. Upon receiving an application, parse the resume and cover letter text.
  4. Run a text analysis model to compare the applicant's skills and experience against the keywords and requirements in the job description.
  5. Assign a score to the applicant based on the match percentage and predefined criteria.
  6. Update the applicant's record in the ATS with their score and move them to the "Screened" stage if they meet the threshold.

HR Knowledge Assistant

  • task:Provide instant, automated answers to employees' common HR policy and procedure questions, reducing the administrative burden on the HR team.
  • system access:Internal Wiki/Knowledge Base, HRIS, Collaboration Tools (e.g., Slack, Microsoft Teams).
  • data access:Company policy documents, FAQs, employee handbooks, and public HR knowledge base articles.
  • why do this:HR teams are frequently burdened with answering repetitive, low-level questions (e.g., What's the sick leave policy?). This agent provides instant self-service and frees up HR for strategic work.
  • value of doing this:
    • Provides instant, 24/7 access to information for all employees.
    • Reduces the time spent by HR on answering routine questions.
    • Ensures consistent and accurate information is provided to everyone.
  • how to do this:The agent will engage with an employee's query via a chat interface, use a natural language understanding model to interpret the question, search a knowledge base for the answer, and provide a clear response.
  • when to do this:Real-time. The agent is active at all times, ready to respond to employee questions.
  • frequency:Continuous
  • skill level:High-level
  • risks:Low
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Instructions
  1. Connect to the designated knowledge base and HRIS.
  2. Wait for an employee to submit a question via the chat interface.
  3. Use a natural language understanding model to interpret the employee’s query.
  4. Search the knowledge base for the most relevant policy document or FAQ.
  5. Generate a concise, conversational response and provide a link to the source document.
  6. If the query cannot be answered, offer to escalate the conversation to a human HR representative.

Policy Guidance Agent

  • task:Review documents and communications to ensure they adhere to specific company policies or regulatory guidelines, flagging potential violations and providing guidance to the user.
  • system access:Document Management Systems (e.g., SharePoint), Internal Communication Platforms, Email Archives.
  • data access:Drafted documents, internal emails, policy handbooks, and regulatory guidelines.
  • why do this:Manually checking for compliance across all company communications is a near-impossible task that is prone to human error and can lead to significant legal and financial risk.
  • value of doing this:
    • Proactively reduces legal and financial risk by identifying policy violations before they are finalized.
    • Ensures consistent application of company rules across the entire organization.
    • Streamlines the document review process, saving time for compliance and legal teams.
  • how to do this: The agent will monitor designated data streams for new documents, use text analysis to identify keywords or phrases that violate policy, and send a notification to the author with a clear explanation of the violation.
  • when to do this:Continuous.The agent should run continuously, scanning data as it is created.
  • frequency:Continuous
  • skill level:High-level
  • risks:High
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Instructions
  1. Connect to designated data sources like internal communication platforms and shared document repositories.
  2. Continuously monitor for new communications or documents.
  3. Use a text analysis model to check for predefined keywords, phrases, or patterns that violate company policies (e.g., sharing confidential information, using prohibited language).
  4. Upon detecting a potential violation, flag the communication and send an automated message to the author with a link to the relevant policy section.
  5. Log all flagged events in a central compliance dashboard.

Employee Exit Manager

  • task: Automate and manage the employee offboarding process, from revoking system access and managing equipment returns to scheduling exit interviews.
  • system access:HRIS, IT Service Management, Asset Management System.
  • data access:Employee information, termination date, offboarding checklists, and system access lists.
  • why do this:Inconsistent offboarding is a major security risk, can lead to compliance issues, and creates unnecessary administrative work. This agent ensures a secure, streamlined, and comprehensive process.
  • value of doing this:
    • Ensures a secure and compliant offboarding process.
    • Minimizes security risks by automatically revoking system access.
    • Streamlines the process for IT, HR, and the exiting employee.
  • how to do this:The agent will monitor for a termination event in the HRIS, trigger a pre-defined offboarding workflow, and automate system access revocation and task assignments.
  • when to do this:On-demand.The agent is activated when an employee termination is entered into the system.
  • frequency:On-demand
  • skill level:High-level
  • risks:High
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Instructions
  1. Connect to the designated HRIS and IT service management platforms.
  2. Monitor for employee records with a termination date.
  3. Upon a termination event, initiate the offboarding workflow.
  4. Automatically send a request to IT to revoke the employee's system access and collect equipment.
  5. Notify relevant managers and teams.
  6. Assign tasks to HR for an exit interview and final paperwork.