HR teams build smarter workflows—no IT dependency

Challenge: Manually cross-checking resumes with application forms, missing qualifications, inconsistent screening.

Upload resume → AI extracts experience, education, skills. Missing required certifications trigger questions. Years of experience auto-validate against requirements. Shortlist candidates with ranked scores and cited resume sections.

Challenge: Generic onboarding forms miss role-specific requirements, IT/facilities delays, incomplete documentation.

Role selection shows department-specific questions, manager level triggers leadership training fields, location determines parking/access form sections, collect e-signatures for I-9, tax forms, NDAs with complete audit trail—dashboard shows completion status per new hire.

Challenge: Subjective reviews, inconsistent criteria, lack of evidence, calibration meetings take forever.

Competency framework with rating scales, "Exceeds expectations" triggers evidence request, peer feedback aggregated with themes, manager comments auto-summarized, calibration view shows distribution across teams with outliers flagged.

Challenge: Employees don't know their balance, overlapping team absences, manual approval routing.

Leave type selection shows type-specific fields, dates entered calculate total days requested via formula, team member count field validates coverage threshold (warning if request leaves fewer than required on team), sick leave over 3 days triggers medical certificate upload requirement, parental leave shows benefits enrollment fields, multi-stage approval with manager and HR—dashboard shows pending requests with calculated duration.

Challenge: Employees confused by plan options, choose wrong coverage, miss enrollment deadlines.

Family status shows dependent coverage options, health plan comparison table with real-time cost calculations via formulas, "High deductible" triggers HSA eligibility explanation, life insurance calculates recommended coverage based on salary field—dashboard shows enrollment completion status.

Challenge: One-size-fits-all training, hard to track completion, no proof of understanding.

Role determines quiz/test questions shown, auto-grading calculates score immediately, passing score required for certification badge, analytics dashboard shows knowledge gaps across teams with targeted recommendations, completion tracked with e-signed acknowledgment and audit trail.

Challenge: Can't prove employees read policies, version control mess, chasing signatures.

Policy document embedded in form, scroll-to-bottom required before "I agree" enables, comprehension quiz for critical policies (harassment, safety), e-signature with timestamp and IP logging, version tracking with "What changed" summary for updates.

Challenge: Surface-level exit feedback, patterns missed across departments, no actionable insights.

Reason for leaving triggers follow-up questions, "Manager relationship" rated low asks for specific examples, open responses analyzed for themes (compensation, culture, growth), analytics show department trends with citations to actual feedback.

Challenge: Annual surveys too slow, responses not anonymous enough, results don't drive action.

Weekly pulse questions adapt based on scores, low scores trigger "What would help?" follow-up field, responses anonymized but aggregated by team size thresholds, RAG analytics identify priority themes with citations to responses, ranked dashboard shows top issues for leadership action.

Challenge: Candidate consent forms buried in email, inconsistent disclosures, compliance risk.

FCRA-compliant disclosure text shown first, country selection shows localized consent variations, references collected in repeating table format with contact validation, candidate provides e-signature authorization, complete audit trail tracked—dashboard shows pending vs. completed checks with pass/review status.