AI agents for recruiting and people operations
Hiring and people operations are full of coordination work that burns senior time. Agents take the coordination. People keep every decision about people.
What breaks today
Scheduling a four-person interview loop takes more calendar work than the interviews take time.
Candidates go dark because follow-up is manual and the pipeline is wide.
Onboarding depends on a checklist that lives in one manager's head and one shared doc that is out of date.
The same policy questions get asked every week, and the answer depends on location and employment type.
The agent team we deploy
Each agent does one job well. The AI Manager routes the work between them and loads the right context from your company brain on every task.
Screening agent
Summarizes applications against the written scorecard, cites the evidence for each rating, and never issues a reject decision on its own. Recruiters decide.
Scheduling agent
Coordinates panels across calendars, time zones, and interviewer load, then rebooks when something drops.
Communication agent
Keeps every candidate updated on status, so nobody sits in silence for two weeks.
Onboarding agent
Runs the new hire checklist across IT, payroll, and the hiring manager, and chases the steps that stall.
Policy agent
Answers employee questions from the current handbook for the right jurisdiction, and escalates anything sensitive to a human immediately.
What goes into the company brain
The company brain is the grounded knowledge layer the agents read from. It runs on open infrastructure that you own outright.
- Scorecards, leveling guides, and compensation bands.
- Interview process by role, including who is required on which loop.
- Current policy documents by country and employment type, versioned with effective dates.
- Escalation rules for anything involving performance, complaints, or accommodation.
How output gets scored
The AI Judge reviews work before it leaves the system. The Improvement Manager turns every rejection into a rule or a test.
- Screening summaries are checked for evidence, not inference, and for language that could introduce bias.
- Hiring, rejection, compensation, and performance decisions always stay with people. That is a hard rule in the exception playbook.
- Policy answers are grounded in the current document version or the agent says it does not know and routes to HR.
How the rollout runs
- Scheduling first. It is the highest volume, lowest risk win in the function.
- Screening support next, in draft mode only, reviewed by recruiters every cycle.
- Policy answering last, after legal review of the source documents.
Everything starts with the two-week AI-First Scan. From there, a single agent pilot runs $15,000 to build with $2,500 per month to operate. Full pricing is on the pricing page.
You keep your existing CRM, ERP, email, and ticketing. We build the agent layer on top of them, and we run it. See how a Cloudify agent system works for the full architecture, or browse the other workflow categories.
Bring us one painful workflow. We'll make it AI-first.
Two-week AI-First Scan. A ranked opportunity map. A deployed system your team does not have to babysit.