Screening and matching
Skills-based matching that ranks candidates with clear reasons and removes identifying signals.
HR & Talent
AI for HR teams, staffing firms and HR tech.
We help people teams hire faster and fairer, plan the workforce with data and give employees instant answers, with bias testing and privacy designed in from the start.
Match precision0%
Profiles screened0
Time to shortlist--
The challenge
What is holding HR teams back.
01
Too many applicants, too little time
Recruiters skim hundreds of CVs per role and good candidates still slip through.
02
Bias and compliance risk
Any automated decision about people must be fair, explainable and legally defensible.
03
Attrition you did not see coming
Exit interviews explain the past, but leaders need early signals to act.
04
HR teams answering the same questions
Policy, payroll and leave queries consume time better spent on people.
Where AI pays off
Use cases we build and run.
Each one is scoped to a measurable business outcome and shipped to production, not left as a proof of concept.
AI interview assistants
Structured first-round interviews and scoring rubrics that keep assessments consistent.
Workforce planning
Headcount, skills and cost scenarios linked to business plans.
Attrition prediction
Team-level risk signals from engagement, mobility and performance data, used responsibly.
Employee helpdesk copilot
Instant, cited answers on policy, payroll and benefits across chat and email.
Skills intelligence
A live skills graph built from CVs, projects and learning data to guide mobility and upskilling.
Our approach
How we deliver in HR & Talent.
The same disciplined loop we use everywhere, adapted to the data, risks and rhythms of your industry.
Built responsibly
- DPDP Act, 2023 for employee and candidate data
- Adverse-impact and bias testing
- NYC Local Law 144 and EU AI Act for global hiring
- Transparency notices and human review of decisions
Typical stack
01
Weeks 1 to 2
People-first discovery
We involve HR, legal and employee representatives from the start.
- Hiring funnel and HR service analysis
- Data audit across ATS, HRIS, payroll and engagement tools
- Use cases ranked on time saved, quality of hire and risk
02
Weeks 2 to 3
Fairness by design
Bias testing and explainability are requirements, not afterthoughts.
- Protected-attribute handling and adverse-impact test plan
- Candidate and employee transparency notices
- Architecture with strict access controls
03
Weeks 3 to 8
Build and validate
Recruiters and HR partners validate outputs before anything is automated.
- Matching and interview models tested against past hiring outcomes
- Human review on every decision during pilot
- Bias and quality dashboards
04
Ongoing
Scale responsibly
Wider rollout with continuous fairness monitoring.
- Quarterly bias audits and model refreshes
- Training for recruiters and managers
- Clear escalation and appeal paths
Case studies
Results from the field.
Case study 01
IT services company
Shortlists in 48 hours instead of two weeks
The challenge
Recruiters manually screened thousands of applications for high-volume technical roles, and hiring managers waited weeks for shortlists.
What we did
We deployed skills-based matching with reason codes and structured AI first-round interviews, with recruiters approving every shortlist.
Results
48 hrsmedian time to shortlist
3xmore candidates assessed per recruiter
0adverse-impact flags in quarterly audit
Case study 02
Staffing firm
Matching bench talent to open demand
The challenge
Consultants sat on the bench while recruiters searched externally for similar skills.
What we did
A skills graph built from CVs and project history now surfaces internal matches for every new requirement before external sourcing begins.
Results
26%lower bench time
35%of roles filled internally
Case study 03
Consumer company HR team
An HR helpdesk that answers itself
The challenge
The HR shared-services team handled thousands of repetitive policy and payroll questions every month.
What we did
A copilot in Microsoft Teams answers questions with citations from policies and routes sensitive cases to HR partners.
Results
82%of queries answered instantly
5 hrssaved per HR partner per week
Case studies illustrate the kind of engagements we run. Details are generalised and figures are indicative, not guarantees of results.
Other industries
Explore more of our work.
Financial Services
Credit risk, fraud detection, KYC automation and AI-assisted operations.
Retail & D2C
Demand forecasting, personalisation, pricing and catalogue intelligence.
Healthcare & Life Sciences
Clinical documentation, claims processing and patient-journey analytics.
Manufacturing & Supply Chain
Predictive maintenance, quality inspection and inventory optimisation.
SaaS & Technology
AI features inside your product, usage analytics and support automation.
Let's talk about HR & Talent.
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