HR & People

Synthesizes 360-degree survey responses into privacy-safe competency scores, rater-group themes, self-versus-other gaps, and a focused coaching agenda. Use for multi-rater reviews, leadership development, performance feedback, anonymized comment analysis, and competency calibration.

Reports absence frequency, lost days, and recurring patterns from attendance records without inferring medical causes, and produces a cited HR report with a data-quality register. Use for leave analysis, attendance trends, capacity planning, absence reporting, or workforce reviews.

Extracts consistent candidate fields from CVs into a review-ready matrix, preserving source wording and marking absent or ambiguous information rather than inferring it. Use for resume parsing, applicant data normalization, recruitment data entry, or candidate profile preparation.

Consolidates interview-loop notes into a candidate scorecard and decision memo, preserving question-level evidence, interviewer ratings, disagreement, and missing signals. Use after panel interviews, structured interview debriefs, hiring reviews, or candidate evaluation meetings.

Converts referee notes and reference-call transcripts into a source-cited candidate reference pack with question coverage, factual examples, consistent role criteria, discrepancies, and unresolved checks. Use for finalist references, hiring diligence, referee feedback, and pre-offer risk review.

Researches candidate profiles against a role brief and produces an evidence-linked sourcing shortlist with fit gaps, provenance, and follow-up questions. Use for recruiting research, talent sourcing, executive search, candidate comparison, or pipeline qualification.

Checks employee hire, termination, leave, probation, payroll, and eligibility dates against HR records and the governing policy, identifying overlaps, impossible sequences, and missing evidence. Use for HRIS audits, payroll cut-off checks, employee-file reviews, leave compliance, and lifecycle data quality.

Checks employee goals for clarity, measurable outcomes, dates, ownership, baseline, and alignment with the approved performance framework, then records rewrite suggestions and missing evidence. Use for goal-setting calibration, performance-cycle quality checks, or manager review preparation.

Converts an employee departure record into an evidence-based offboarding and knowledge-transfer plan covering access, assets, work ownership, documentation, communications, and retention dependencies. Use for resignations, terminations, contractor exits, internal transfers, and role handovers.

Creates a role-specific 30-60-90 onboarding plan with learning milestones, policy requirements, access and equipment dependencies, and accountable owners. Use for new-hire onboarding, manager preparation, first-week planning, or probation-period setup.

Employee Survey Insights converts question ID, wording, scale direction, ratings into insight report and theme/action sheet with question scores, anonymized comments, segment comparisons, trends, and proposed actions, with cited evidence, explicit rules, and unresolved exceptions. Use for employee survey insights, recurring review, and decision preparation.

Calculates opening and closing headcount, hires, exits, vacancies, and attrition by month, team, level, and location, with reconciled movement tables and explanations for material changes. Use for workforce reporting, turnover analysis, people analytics, or monthly HR review.

Hiring Intake Scorecard converts role mission, first-year outcomes, competency IDs, must-have gates into success profile, weighted scorecard, interview evidence plan, constraint register, and unresolved intake decisions, with cited evidence, explicit rules, and unresolved exceptions. Use for hiring intake scorecard, recurring review, and decision preparation.

Tests an HR policy against a controlled question set for scope, definitions, eligibility, leave or pay rules, manager duties, employee actions, exceptions, records, and escalation. It produces an answer pack with exact policy citations. Use for hr policy qa pack, evidence review, management reporting, and decision support.

Builds an evidence-based job description and interview scorecard from a role brief, separating outcomes, essential criteria, preferred criteria, and assessable behaviours. Use for new vacancies, role refreshes, position profiles, hiring intake, interview design, and bias-aware job advertising.

Maps a new hire's role and department to required access, equipment, training, and policy acknowledgements, then identifies dependencies and unassigned tasks. Use for onboarding readiness, access preparation, equipment planning, or manager handoff.

Drafts an evidence-based performance review from goals, feedback, work results, competency anchors, and prior commitments, separating observations, ratings, and development actions. Use for annual reviews, manager preparation, calibration inputs, or performance documentation.

Prepares an evidence-based probation review pack from role expectations, objectives, feedback, attendance records, and documented outcomes, with balanced findings and open evidence gaps. Use before an onboarding-period review or confirmation decision.

Resume Screening Shortlist converts candidate ID, resume section, education, employment dates into candidate matrix and shortlist with criterion evidence, gaps, ranking rationale, follow-up questions, and missing-information flags, with cited evidence, explicit rules, and unresolved exceptions. Use for resume screening shortlist, recurring review, and decision preparation.

Analyses course or workshop feedback by response rate, rating distribution, themes, usefulness, learning transfer, and requested improvements, with privacy-safe evidence and actionable recommendations. Use for training evaluation, workshop review, learning-program reporting, and facilitator feedback.

Converts role requirements, performance evidence, employee aspirations, and learning history into a prioritised training-needs matrix and an individual or team learning plan with measurable outcomes. Use for annual learning-needs analysis, capability planning, development reviews, skills-gap assessment, or training-roadmap preparation.