See how the agent analyzes 52 CVs in 4 minutes, answers benefits questions in real time, and orchestrates a confidential succession plan.
The HR & People Operations Agent is a Claude agent that handles day-to-day HR operations: shortlisting CVs, answering payroll and benefits questions and preparing employee files. It applies your confidentiality rules, and any decision about a person, such as a shortlist or a succession plan, is approved by HR.
The agent works for recruiters, HR administrators and the HR leadership. It absorbs the reading of applications and repetitive questions, while HR keeps the interviews, the decisions and the relationship with employees. It connects to your HRIS and payroll tools through the MCP protocol, under your access controls.
Applications received for a role, CVs and cover letters sometimes in several languages, along with the job description and the recruiter's criteria. For employee questions, your payroll, benefits and leave policies. For confidential work such as succession planning, only the data the HR leadership gives it access to.
It structures each CV, compares the candidate's background with the role's criteria and explains its ranking criterion by criterion. It answers employee questions from your policies, citing the rule that applies. For a succession plan, it gathers the available information on key roles and identified profiles, without sharing anything outside the authorised group.
A reasoned shortlist in which every candidate kept or set aside has a readable justification. Answers to common questions, with a reference to the relevant HR policy. For succession, a confidential working document that prepares the leadership discussion without ever replacing it.
Answering routine payroll and benefits questions covered by your policies, structuring applications and preparing working documents.
Any shortlist, any answer that commits the company towards an employee and any succession document. The agent proposes, and HR approves before a decision is made.
A delicate personal situation, a legal question or a request for access to unauthorised data. The agent stops and passes the matter, with its context, to the right HR contact.
Dozens of applications come in for a key position. The agent assesses them all against the same criteria and gives the recruiter a shortlist in which every choice is explained.
Employees often ask the same questions. The agent answers them from your policies at any hour, and routes anything out of scope to HR.
Leadership is preparing for a change in a strategic role. The agent pulls the relevant information into a confidential document that only authorised people can open.
Applications received for a role, CVs and cover letters sometimes in several languages, along with the job description and the recruiter's criteria. For employee questions, your payroll, benefits and leave policies. For confidential work such as succession planning, only the data the HR leadership gives it access to.
It structures each CV, compares the candidate's background with the role's criteria and explains its ranking criterion by criterion. It answers employee questions from your policies, citing the rule that applies. For a succession plan, it gathers the available information on key roles and identified profiles, without sharing anything outside the authorised group.
A reasoned shortlist in which every candidate kept or set aside has a readable justification. Answers to common questions, with a reference to the relevant HR policy. For succession, a confidential working document that prepares the leadership discussion without ever replacing it.
Answering routine payroll and benefits questions covered by your policies, structuring applications and preparing working documents.
Any shortlist, any answer that commits the company towards an employee and any succession document. The agent proposes, and HR approves before a decision is made.
A delicate personal situation, a legal question or a request for access to unauthorised data. The agent stops and passes the matter, with its context, to the right HR contact.
Deployed in production, the HR & People Operations Agent analyzes applications, answers HR questions and orchestrates succession processes autonomously.
30 minutes to validate feasibility on your processes. No slides, no pitch — a concrete conversation.