HR transformation with AI and agents
Less time chasing signatures, copying data and answering the same old questions. More time for people.
Your team doesn't need more hours. It needs the repetitive work to stop landing on its desk. We teach you to work with AI on your own processes, and we build with you the agents that take care of the manual part. With the tools you already have. And with a person reviewing what matters.
FUNDAE-subsidized trainingSound familiar?
Most HR teams know where they could add more value to the business. What they lack is the time. And the time goes on things like these:
One new hire, twenty emails.
HR writes to IT, IT asks Finance, Finance waits for the hiring manager… and on day one the new hire has no laptop.
The holidays hit all at once.
Forty seasonal hires in one week. Forty contracts, forty files, forty first days.
Two hundred people, one training, three days.
Enrolling, documenting and justifying it to FUNDAE. One person at a time.
The Monday report.
From three tools into a spreadsheet. From the spreadsheet into a dashboard. From the dashboard into a presentation. Every week.
"How many vacation days do I have left?"
The answer is written down somewhere. But asking HR is faster. So everyone asks HR.
Tools that don't talk to each other.
Recruitment in one, preboarding in another, onboarding in a third. And someone moving every case from one to the next by hand.
Now do the math: how many hours a week does your team spend answering the same questions, or moving information from one system to another?
AI reaches the whole company. HR lives it twice.
AI transformation isn't one department's project. It usually starts in IT. Then it reaches Finance, HR and everyone else. And it only works when every area makes it its own.
The HR team that learns to work with AI today is the one that guides the whole organization through that change tomorrow.
Practical AI training for HR teams
This isn't another AI course. Your team works on one of its real processes and leaves with an improvement ready to test.
Initial level — Understand & Redesign
Who it's for: occasional or new AI users.
Duration: 5 sessions of 2 hours.
Outcome: one redesigned process and a 30-day pilot plan.
See the program →Intermediate level — Connect & Automate
Who it's for: HR professionals already comfortable with AI.
Duration: 8 sessions of 2 hours.
Outcome: an automated process that connects at least two approved tools, with AI and human review, tested end to end.
See the program →And no, you don't need to know how to code.
FUNDAE-subsidized training
Your company can offset the cost of this training with its FUNDAE training credits. How much depends on the credit available. We take care of the FUNDAE paperwork.
Training credits expire on December 31. Don't let them go to waste.
Process first.
We find the friction before choosing the technology.
Real work.
Your own processes and approved tools. No textbook examples.
Human control.
Review and judgment stay where they belong.
Practical fit.
Within the technology you already have. No new platforms.
Adoption built in.
Time to apply, test and improve. Because learning isn't the same as using.
What we automate
Agents that take care of the repetitive work and let you know when a person is needed.
Subsidized training, at scale.
Enrollment, documentation and FUNDAE justification for hundreds of people. With alerts for deadlines and anything missing. What used to take weeks, in days.
Seasonal hires.
Forty new people on the same Monday. Contracts, documents, access and day one, and every manager knows what's theirs to do.
Onboarding without email chains.
Recruitment, preboarding and onboarding connected. No case waits for someone to move it by hand.
No more surprise expirations.
Organizes and files every document, tracks its validity and alerts the team before it expires.
The report that builds itself.
Brings data from several tools into one format and alerts you when something is out of the ordinary.
Compliance reporting.
Absenteeism, hours worked and overtime in one clean report. With the significant variances flagged.
Salary benchmarking.
Consolidates market information, checks that everyone is within their range and flags what doesn't add up.
Pay equity.
Checks that compensation meets equity requirements and flags what is worth a closer look.
Recruitment that keeps moving.
Reminds each member of the hiring team what they need to do, and when. So no candidate is left waiting.
And the one we're asked for most: the agent that answers employee questions →
Answers without the search
People don't want access to the documents with the answers. They want the answers.
Where it started
A fast-growing organization, hiring and making acquisitions across several European countries. Much of HR's time went into answering the same questions. The information already existed. But it was spread across policies, documents and chat threads.
One place
First, we built a People Hub: one place, organized around the questions people actually ask, not around the internal filing system. We announced it with a countdown. Is a People Hub the most exciting thing in someone's workday? Probably not. But people joined in.
It worked. Sort of.
For weeks we answered in the chat with a link to the exact page. It worked. Sort of. Because we realized something: people don't want to search. They want to ask and get the answer.
The agent
So we built an agent. It answers on the spot, based on each person's country and collective agreement. And when it doesn't know, it pings the person best placed to answer.
To make it last: one source for the calendar and the documents, and a review every quarter. One source of truth beats ten attachments.
Automating doesn't mean losing the human touch
We are all human. Behind every process there is a person waiting for an answer.
How we work
A call
We talk with leadership about priorities, processes and tools. And we choose the right level together.
Preparation
A short survey, a kickoff call with IT and a baseline of where you start.
Training
The sessions, in the format and schedule that work for you. Always on real processes.
30-day check-in
Each pilot against its baseline. What works, what's blocking it and what deserves to grow.
Rollout
Whatever has proven its value, we take to production with you.
Ongoing support
Office hours, pilot support and a 90-day review.
Before automating HR, we did it by hand
We have led People teams in fast-growing international organizations. We have run payroll, performance reviews, onboarding and post-acquisition integrations. That's why we know what is worth automating. And what isn't.
When headcount had to grow 30% in three months, in the recruitment processes we led:
34 days
to hire
97%
offer acceptance
95%
90-day retention
<5%
turnover
Cultures that scale.
Growing without losing what makes a team work.
Simplify the seemingly complex.
Processes that are simple, user-friendly and fluid.
Get it done.
A good idea only creates value when it becomes something people can see.
If we don't measure it, we won't know it worked
Before we start, we take a baseline. After 30 days, we compare.
Time.
How long does the task take?
Usage.
Is the new process being used?
Cycle time.
Has it become faster?
Quality.
How much correction is needed?
Experience.
Do people find it useful?
Frequently asked questions
Let's talk
Tell us what your team still does by hand. In a no-commitment call, we find where the time goes, which level fits and where to start.
Investment depends on the level, format, schedule and number of participants. We agree on it after the call.