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For CHROs · Chief Human Resources Officer

Hire 3× faster.
Onboard in record time.

Sourcing, onboarding, HR Q&A agents. Your HR team focuses on people — the agent handles volume, screening, and repetitive questions.

Discuss my use case →See the 3 use cases →
−33%
average time-to-hire
×3
qualified candidates generated
40h→8h
onboarding time per hire
−60%
repetitive HR requests
−33%average time-to-hire
×3qualified candidates generated
40h→8honboarding time per hire
−60%repetitive HR requests
−33%average time-to-hire
×3qualified candidates generated
40h→8honboarding time per hire
−60%repetitive HR requests
3 priority use cases

What your peers are deploying. What you can deploy.

Each use case below is operational in organizations similar to yours. Quantified business case available on request.

Quick Win
Sourcing & screening agent
Low complexity−33% time-to-hire94% matching precision
The agent analyzes incoming CVs, scores them against your multi-criteria requirements, generates qualified shortlists, and prepares personalized interview questions. Your HR consultants focus on human evaluation.
LOOP™ Governance : Green zone: automatic screening, scoring, and shortlists. Orange zone: borderline candidates — HR validation before interview invitation. The final hiring decision always remains human.
Quick Win
Smart onboarding agent
Low complexity40h → 8h adminOperational day 1
The agent prepares the complete onboarding file, sends documents for signature, schedules mandatory training, sends reminders, and supports the new employee in real time on practical questions.
LOOP™ Governance : Green zone: standard communications, reminders, and Q&A. Orange zone: unusual situations or sensitive questions — HR validation before responding.
Quick Win
Benefits Q&A agent 24/7
Low complexity−60% HR requestsAvailable 24/7
The agent answers employee questions in real time about benefits, leave, health insurance, travel policy, works council. Available 24/7, in multiple languages.
LOOP™ Governance : Green zone: standard questions documented in your HR policy. Orange zone: out-of-policy situations or special cases — transfer to HR with full context.
Related solutions

Two programs designed for you.

Starting pointClaude Ignite

A structured sprint to identify your 3 best HR AI use cases and build the quantified business case.

Start with an Ignite →
DeploymentClaude Ops

The Koneetiv methodology to deploy an HR agent in production — from architecture to go-live.

Discover Claude Ops →
Starting point
Claude Ignite
A structured sprint to identify your 3 best HR AI use cases and build the quantified business case.
Start with an Ignite →
Deployment
Claude Ops
The Koneetiv methodology to deploy an HR agent in production — from architecture to go-live.
Discover Claude Ops →
Experience feedback

What a peer decision-maker says.

“Before, my teams spent 60% of their time answering the same HR questions. With the Q&A agent, employees get their answers in 30 seconds, 24/7. My team finally focuses on real conversations — interviews, development, complex situations.”
— CHRO, retail group · 2,400 employees
Recommended journeys

Which entry points activate for this function?

Claude Work · Porte 3
Claude Work
Claude Desktop adoption for onboarding, job descriptions, comp & ben.
Discover →
Claude Ops · Porte 2
Claude Ops
Industrialize your recruitment, payroll and employee support agents.
Discover →
Other functions

AI transforms every function.

Finance
Monthly close, reporting, AP/AR automated by governed AI agents.
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Legal
Contract review, regulatory monitoring, and M&A due diligence.
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Sales
Lead qualification, meetings, and CRM outreach driven by AI.
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Frequently asked questions

AI agents for HR: your questions.

Which AI agents fit an HR department?
Claude agents cover onboarding, candidate screening, payroll and benefits, employee Q&A and training. They integrate with your HRIS and tools through the MCP protocol.
How does a Claude agent support recruitment?
The agent screens applications against your criteria, summarises profiles and prepares interviews — without deciding for the recruiter. The final decision stays human; the agent saves time on triage.
How do you handle the sensitivity of HR data with an agent?
Personal data is processed under your access controls, every action is traced, and high-impact decisions (hiring, payroll) keep the human in charge via LOOP™ trust zones. Usage is aligned with the AI Act and GDPR.
Does an HR agent comply with the AI Act?
AI-assisted recruitment is a high-risk use under the AI Act. The LOOP™ methodology provides the human oversight, traceability and documentation needed to stay compliant.
What ROI can HR expect?
Faster onboarding, less time screening applications, fewer repetitive payroll and benefits queries. Koneetiv defines the metrics during scoping and steers them over time.
Where do you start?
With a Claude Ignite scoping: we identify the highest-impact HR use case, deploy a pilot in shadow then canary mode, and scale under LOOP™ governance.
Let's take action

Let's talk about your case.
30 minutes is all it takes.

We start from your context, your processes, your constraints. We identify the fastest use case to deploy and the ROI you can defend to your Comex.

Book a call →
Not sure about the right use case yet?
Start with a Claude Ignite