HR runs on clicks, forms, and follow-ups — not on your team's judgment.
Onboarding drags across three departments and steps fall through, hiring managers wait on screening, and the simplest HRIS change still needs an HR person to do the clicking. The people work is the point — the busywork around it is what eats the week. We build custom Microsoft 365 Copilot agents that draft, route, and reconcile the repetitive parts — on the Microsoft stack you already own.
Recruiting: JD drafting & resume shortlisting
“Hiring managers can't write a good job description, and screening the resumes that come back eats our whole week.”
An agent that drafts a role-accurate job description from a short brief, then reads every incoming resume against the criteria that actually matter for the role — producing a ranked shortlist with the reasoning for each call, so recruiters spend their time on the candidates worth talking to.
See it draft a JD and shortlist resumes → book a walkthroughA template JD and a keyword filter are easy — and they're why good candidates get screened out on a missing buzzword. Drafting to the real role, reading a resume the way a recruiter would, and ranking with reasoning you can defend — that's where the platform earns its keep.
New-hire onboarding orchestration
“Onboarding takes 2–3 weeks across HR, IT and managers, and steps get missed.”
An agent that runs the new-hire checklist end-to-end — kicking off accounts and equipment with IT, scheduling the manager's first-week plan, sending the right paperwork at the right time — and chases the steps that stall, so day one is ready before the hire walks in.
A welcome email is easy. Coordinating HR, IT, and the hiring manager across the systems each one lives in — and catching the step that didn't happen before it becomes a day-one problem — is the cross-system orchestration this kind of build is for.
Leave / time-off & HRIS transactions
“Simple HRIS changes still require an HR person to do the clicking.”
An agent employees talk to in Teams to request leave, update their details, or ask where a request stands — that checks policy and balances, then makes the change in the HRIS itself instead of handing HR another ticket to key in by hand.
Answering "how much leave do I have left?" is the easy half. Writing the approved change back into the HRIS correctly — honoring policy, balances, and approvals without creating a mess to clean up — is the part that takes a real integration.
Engagement survey sentiment
“We run the surveys but we can't turn the comments into anything we can act on.”
An agent that reads every free-text comment, clusters them into the themes that keep coming up, tracks how sentiment shifts by team and over time, and hands leadership a short, honest read of what people are actually saying — instead of a spreadsheet nobody opens.
A word cloud is easy. Reading hundreds of comments the way a thoughtful HR partner would, separating signal from venting, and naming the few themes worth acting on — without flattening what people meant — is where the value is.
Payroll exception & fraud cross-check
“We only catch payroll errors after people have already been paid.”
An agent that reviews each payroll run before it's committed — cross-checking hours, rates, and changes against the HRIS and prior periods, flagging the anomalies and the duplicates — so the catch happens before the money goes out, not in the cleanup after.
A total-doesn't-match alert is easy. Knowing which exceptions are real, reconciling them across payroll and the HRIS, and catching the duplicate or the off-pattern change before the run commits — that's the risk work this kind of build is for.
Not sure which of these fits first? That's the conversation.
Every Kinetiv engagement starts here — looking at where AI fits your operation. Let's find where it earns its place first.
Let's talk See how it works →