Hire the person. Stop pushing the paperwork.
We design, build and run the automation layer for your people function — screening, scheduling, references, right-to-work checks and onboarding that move themselves, with a human making every hiring decision. Built around the ATS and HRIS you already use.
The admin between candidates is eating your week.
Every hire is a chain of handoffs — and every manual handoff costs you time, candidates and credibility. If your recruitment runs on inbox triage and a spreadsheet of checklists, this is the page for you.
The CV pile
Two hundred applications land for one role, and someone has to read them all before anything moves.
Cost · Days of first-pass triage — and the strongest candidates take offers elsewhere while they wait.
Scheduling ping-pong
Six emails to find one interview slot, multiplied by every candidate and every panel member.
Cost · Hiring managers dread the diary tennis more than the interviews.
Document chasing
References, right-to-work documents and DBS checks trickle in over weeks of polite reminder emails.
Cost · Start dates slip, and compliance gaps only surface when someone finally audits the file.
Candidates left hanging
Rejections and updates go out late or not at all because nobody has time to write them.
Cost · Silence reads as disrespect — and it shows up in your reviews and referral rates.
Onboarding by memory
Laptop, accounts, contract, payroll, first-week plan — a checklist that lives in one person's head.
Cost · New starters spend day one waiting for logins instead of doing the job you hired them for.
Data re-keyed everywhere
The same candidate details get typed into the ATS, the HRIS, payroll and a tracking spreadsheet.
Cost · Hours of duplication, and no two systems ever quite agree on the record.
From vacancy to first day — without the inbox relay.
This is the anatomy of every hiring workflow we ship. Select a stage to see exactly what happens while you get on with the conversations that matter.
Request opens
A vacancy or application starts the workflow.
What happens here
- New applications, ATS stage changes, approved vacancy requests and referral submissions all trigger the flow
- Candidate details validated and deduplicated at the door — no double records, no lost applicants
- The role's requirements, salary band and hiring panel pulled in automatically from the vacancy record
- Every application acknowledged within minutes, so no candidate wonders if their CV vanished
In practice
An application lands at 21:40 on a Sunday. By 21:41 the candidate has a warm acknowledgement, the ATS record exists, and the workflow is already reading the CV.
Strategy first. Then architecture. Then the build.
HR automation that sticks is a designed system, not a folder of templates. We run the same disciplined path on every engagement.
- 01PHASE 1 / STRATEGY
Map the hiring reality
We sit with the people who actually run recruitment and onboarding and map how a hire really flows — including the chasing and the workarounds. You get a prioritised automation map: which steps to automate first, what each costs you manually, and the number each should move.
- 02PHASE 2 / ARCHITECTURE
Design the people layer
Screening criteria, scheduling rules, document checklists, AI boundaries, escalation paths and every point where a human decides — designed on paper and signed off by you before anything is built. Where AI assists, its limits are part of the design.
- 03PHASE 3 / BUILD
Build and battle-test
We build on production-grade orchestration, wire it to your ATS, HRIS, calendars and inboxes, and test against real historical hires — including the messy ones — until the workflow handles your actual edge cases, not the demo path.
- 04PHASE 4 / LAUNCH
Launch with a safety net
New workflows run in shadow mode first — screening and scheduling alongside your manual process so you can compare outcomes. Then we cut over one step at a time, starting with the role you choose. Nothing is ripped out on day one.
- 05PHASE 5 / OPERATE
Monitor and extend
We watch the exception rates, tune the criteria with your feedback, and extend the layer to the next step on the map. You get a monthly report in hours saved, time-to-hire and candidate response times — not vanity metrics.
Automation you can defend to a candidate.
People decisions carry more weight than process decisions. Every workflow we build for your people function is governed, observable and human-owned.
Humans make every hiring decision
AI summarises, scores and drafts — it never rejects a candidate on its own. Every shortlist, offer and no is made by a named person, with the AI's reasoning in front of them.
Candidate data stays protected
Candidate records are processed under GDPR with scoped credentials, defined retention periods and data processing agreements as standard. No training on your candidates' data, ever.
You approve every criterion
Screening criteria, scheduling rules and message templates are written with you and signed off before launch. The system never improvises policy about people.
Every step auditable
Application, summary, score, decision and message logged for every candidate. Any outcome can be traced — and explained — in one lookup.
Production orchestration, not a folder of mail merges.
The difference between HR automation you babysit and automation you trust is engineering: idempotent runs, retries with backoff, consent and retention handled by design, and hard guardrails on what AI may do without a human. That's the layer we build around your ATS and HRIS.
- Built on production-grade orchestration — observable, versioned, testable
- Idempotent by design: replaying an event never sends a duplicate rejection or offer
- AI assists inside explicit boundaries — it drafts and scores, humans decide
- Consent, retention and deletion handled in the workflow, not by annual clean-up
- Failures retry, then alert a named owner — no candidate ever falls through silently
A running people layer — not a diagram.
The engagement ends with your hiring and onboarding workflows executing in production and your team trained to own them.
Live hiring workflows
Screening, scheduling, checks and onboarding running in production on your stack — moving candidates without manual relays, with humans at every decision.
Integration layer
Robust connections to your ATS, HRIS, calendars, e-signature and payroll tools, with scoped credentials and documented data contracts.
Criteria & escalation rulebook
The documented logic: your screening criteria, where AI assists, what its boundaries are, who decides what, and how candidate data is retained and deleted.
Hiring analytics & audit trail
A monthly view of time-to-hire, response times, pipeline drop-off and hours saved — with every candidate's journey traceable end to end.
What your people function looks like afterwards.
The point isn't fewer emails — it's a hiring process that treats every candidate well, every time.
Days off your time-to-hire
Screening happens overnight and interviews book themselves — the pipeline moves at the speed of your decisions, not your admin.
Candidates who feel respected
Acknowledgements in minutes, updates on time, and a considered no for everyone. Your reputation compounds with every application.
Re-keying eliminated
Candidate details entered once, synced to ATS, HRIS and payroll. The tracking spreadsheet retires.
Onboarding that never misses
Every starter gets the same complete first week — accounts, kit, plan and probation review booked before day one.
A file you can audit
Right-to-work, references and DBS chased to completion and logged. Compliance becomes a lookup, not a scramble.
HR doing people work
The hours that went to triage and chasing go back to interviews, development and the conversations that keep people.
Common questions about HR automation.
Almost certainly. We build around the systems you already run — mainstream ATS and HRIS platforms all have APIs, and where a tool doesn't, we work with structured email and file flows instead. The strategy phase includes an integration check on your exact stack before you commit to anything. Rip-and-replace is explicitly what this approach avoids.
Three ways. The screening criteria are yours — written down with you, job-related, and versioned, so there's no hidden model deciding what 'good' looks like. AI never rejects anyone: it summarises and scores, and a human makes every decision with the reasoning visible. And every score is logged, so you can review outcomes across the pipeline and adjust criteria if patterns look wrong. That's more scrutiny than most manual CV sifts ever get.
Yes — it's designed in, not bolted on. Candidate data is processed with scoped credentials under a data processing agreement, retention periods are enforced in the workflow (unsuccessful candidates' data is deleted or anonymised on your schedule), and nothing is used to train models. You also get a clean answer to any subject access request, because every record is in one traceable place.
They'll mostly notice the opposite — replies that arrive, on time, that reference their actual application. Messages are drafted from your templates and the manager's real feedback, and anything sensitive — offers, rejections after interview, negotiations — is sent by a person. Automation does the remembering; humans do the relating.
Typically 3–6 weeks from strategy call to the first workflow running in production, depending on integrations. We deliberately ship one high-value step first — usually screening-plus-scheduling for one live role — then extend the layer step by step through to onboarding.
There's a build engagement, then a monthly run-and-improve cost. In the strategy phase we cost your current process — hours per hire, time-to-hire, candidate drop-off — so the business case is explicit before you commit to the build. If the maths doesn't clear for your hiring volume, we'll tell you.
Find out what your hiring admin is costing.
A 30-minute call: we map your highest-friction hiring step, show you what the automated version looks like on your ATS and HRIS, and give you a straight answer on whether the maths works. No obligation.