AI for HR
The Flow-Cognition Agent runs on your people data — screening applicants, answering policy questions, easing onboarding and flagging attrition risk — so HR spends its time on people, not paperwork.
AI across the employee lifecycle
HR AI reads applications, attendance, payroll and employee records and acts on them — screening and ranking candidates, answering policy questions from your own documents, helping new hires onboard and flagging flight risk early.
Recruiters make the final shortlist, sensitive data is kept under strict field-level permissions and stored in India under DPDP-aligned controls, and every AI action is logged. The agent does the legwork; HR keeps the judgement.
See the HR workspace →- ✓ Resume screening that ranks against the role
- ✓ Policy Q&A answered from your own HR documents
- ✓ Onboarding help and next-step nudges for new hires
- ✓ Attrition risk flagged early, with the signals
- ✓ Attendance and payroll anomalies surfaced for review
- ✓ Offer letters and HR replies drafted in a click
What HR AI gives your team
Six ways the agent takes the paperwork off HR and leaves the people decisions to people.
Resume screening
Rank applicants against the role from the application and CV — your recruiters make the final shortlist.
- ✓ Ranked, not decided
- ✓ Against the role
- ✓ Recruiter shortlists
Policy Q&A
Answer employee HR questions from your own policy documents, with the source cited.
- ✓ From your docs
- ✓ Cites the policy
- ✓ Self-service
Onboarding help
Guide each new hire through their first weeks with the next step and answers to common questions.
- ✓ Step-by-step
- ✓ Answers on tap
- ✓ Less HR back-and-forth
Attrition risk
Flag employees at risk of leaving early, with the contributing signals, so managers can act.
- ✓ Early warning
- ✓ Signals shown
- ✓ From your data
Anomaly detection
Spot irregular attendance, leave and likely payroll errors for review before payday.
- ✓ Attendance patterns
- ✓ Payroll checks
- ✓ Reviewed first
Drafted responses
Draft offer letters, confirmations and HR replies in a click, grounded in the record.
- ✓ On-brand tone
- ✓ Uses the record
- ✓ HR approves
The agent’s loop for HR
The same Flow-Cognition Agent, running on your people data — it senses, decides and acts, grounded and permissioned.
Sense
Reads applications, attendance, leave, payroll and employee records, with strict access control.
Decide
Screens and ranks applicants, predicts attrition risk and spots anomalies.
Act
Surfaces flight risk, drafts responses and answers policy questions — logged and permissioned.
Five-tier model routing · RAG on your own policies · field-level permissions · full audit trail. How the engine works →
Live for your HR team in four steps
Connect people data
Point the agent at applications, records and your policy documents.
Set access & rules
Lock sensitive fields down and choose what the agent may read and answer.
Recruiters & HR work
Screening ranks candidates and employees self-serve policy answers.
Act on the signals
Follow up on attrition and anomaly flags, and send drafted responses.
Where HR teams put it to work
Recruiting & hiring
Screen and rank applicants and draft offer letters, leaving the decision to recruiters.
Onboarding
Walk new hires through their first weeks with answers and next steps on tap.
Employee self-service
Answer leave, benefits and policy questions from your own documents, any time.
Retention
Flag flight risk early so managers can have the conversation that keeps people.
Attendance & payroll
Surface irregular attendance and likely payroll errors before payday.
HR knowledge base
Keep a single source of policy truth the agent answers from, with the source cited.
The payoff
Less paperwork
Screening, drafts and policy answers take the admin off HR’s plate.
Faster, fairer screening
Candidates are ranked consistently against the role; people decide.
Fewer surprises
Attrition and anomaly flags give managers time to act before it is too late.
Private by design
Sensitive data stays permissioned, logged and resident in India.
People decisions stay with people
The agent screens, drafts and answers; HR and managers decide. Screening ranks rather than rejects, attrition flags are explainable, and sensitive employee data is read only under strict field-level permissions and logged to the audit trail.
Field privileges & access →- ✓ Human-in-the-loop: recruiters make the final shortlist
- ✓ Explainable attrition flags with the signals, not a verdict
- ✓ Policy answers grounded in your docs via RAG, with sources
- ✓ Strict field-level permissions on sensitive employee data
- ✓ Full audit trail, data resident in India, ISO 27001 & DPDP
The capabilities behind HR AI
The agent draws on these AI capabilities from the Intelligence Layer.
Questions, answered
No. It ranks applicants against the role and flags attrition risk, but recruiters and managers make every people decision. The AI assists; it does not decide.
From your own HR policy documents through governed RAG, so employees get your official answer with the source cited — not a guess from the open web.
The agent reads employee data only under strict field-level permissions, every action is logged, and data is resident in India under ISO 27001 and DPDP-aligned controls.
Attrition flags are for managers and show the contributing signals, so the output is an explainable prompt to have a conversation, not an opaque label.
It drafts offer letters, confirmations and replies for HR to review and send. Nothing goes out to an employee or candidate automatically unless you set it that way.
Put AI to work for people
Start free, or get a guided walkthrough — screening, policy Q&A and onboarding on your own HR data.