Agentic hiring and HR
An AI CHRO and its agent team, working under your approval
How it works
From a hiring goal to a first day at work
Goal
Describe what you need in plain words, for example three senior backend engineers in Bengaluru by mid-December, within budget.Who: AI CHRO
You decide: The goal, its deadline and its budget
Plan
The AI CHRO turns the goal into a versioned plan of milestones, each with an owner agent, then checks progress and re-plans when reality drifts.Who: AI CHRO
You decide: Approve the plan before any work starts
Requisition
The requisition is drafted and checked against your approved budget, then the job: description, criteria, screening rubric and pay range.Who: Talent Acquisition: Workforce Planner and Job Architect
You decide: The hiring manager and HR approve, and finance when the budget check fails
Sourcing and screening
Talent search, rediscovery of past applicants and a Recruiter agent for every job. Screening leaves out name, email, phone and photo, and thin evidence never rejects anyone.Who: Sourcer, Recruiter and Screener
You decide: Rejections and uncertain calls wait for a person by default
Assessments and interviews
Pre-screening, tests, AI voice interviews and async video, with consented integrity checks. Scheduling works with supported calendars and every scorecard rating needs evidence.Who: Pre-screening Lead, Assessment Lead, AI Interviewer, Interview Coordinator
You decide: Every integrity outcome: a person reviews every flag
Hiring committee
An evidence pack, independent reviews and a bias check on the rationale. Integrity cases never enter the pack.Who: Hiring Committee
You decide: The hiring manager makes the hiring decision
Offer
Terms inside the pay band, an approval chain and negotiation suggestions that stay inside the band. An offer is never sent without approval.Who: Offer Manager
You decide: Every offer, change and withdrawal
Onboarding
An onboarding plan as soon as the offer is accepted: a first-day schedule, a buddy, documents with consent and 30, 60 and 90-day check-ins.Who: People Operations: Onboarding Lead and HR Helpdesk
People analytics
Funnel, time to hire, quality of hire and fairness figures from voluntary self-identification only. Forecasts are always labelled as forecasts.Who: People Analytics
The agent team
Departments of AI agents, led by an AI CHRO
AI CHRO
Reports to your organization admins. Owns goals, plans, priorities, briefings, escalations, enforcement of policies and budgets.
Talent Acquisition
Led by the Head of Talent Acquisition
- Workforce Planner
- Job Architect
- Employer Brand
- Sourcer
- Recruiter
- Screener
- Pre-screening Lead
- Assessment Lead
- AI Interviewer
- Interview Coordinator
- Hiring Committee
- Offer Manager
- Verification
- Candidate Experience
People Operations
Led by the Head of People Operations
- Onboarding Lead
- HR Helpdesk
People Analytics
Led by the Head of People Analytics
- People Analyst
- Funnel and Forecast Analyst
Trust and Integrity
Led by the Head of Trust and Integrity
- Identity Verifier
- Proctoring Analyst
- Fraud Investigator
- Fairness Auditor
- Privacy and Compliance
Agency Delivery
Agency workspaces onlyLed by the Agency Delivery Director
- Client Account Lead
- Submission Manager
Outside your organization: the Career Agent works for candidates and sees only their own data.
People stay in control
Agents do the work. People make the calls.
One approvals inbox
Every decision your agents need from a person, across departments, with the asking agent, the evidence and the deadline. Approve or decline; reminders and escalations keep requests moving.
Hiring Autopilot: a proposed rejection waits for a person (sample data). Autonomy levels
Set per workspace and per job, with presets from Off to Full.- A0Observe. The agent analyses and reports only.
- A1Suggest. The agent proposes; a person acts.
- A2Approval required. The agent prepares the action; it runs after a person approves.
- A3Act with undo. The agent acts and tells you; a person can undo within the undo window.
- A4Act. The agent acts; its work is reviewed in aggregate.
The legal floor
Offers, integrity outcomes, biometric decisions and fraud-case actions never run above A2: a person always approves them. The floor is enforced in code.Undo
Actions at A3 can be undone within the undo window. Automated rejection after screening stays off unless an organization admin turns it on and acknowledges the legal warning, and it keeps an undo window.Audit trail
Every agent run has a step-by-step trace, and automated decisions land in an append-only audit trail with one hash chain per organization that you can export and verify.
Who it is for
Built for how you hire
Companies
An agent team for growing hiring teams: Command Center, hiring projects, Hiring Autopilot, interviews, offers and onboarding in one workspace.Enterprises
A workspace per business unit, single sign-on and SCIM, custom roles, IP allow-lists, customer-managed keys, a dedicated-database tier and data residency.Recruiting agencies
An internal workspace plus an isolated, branded workspace for every client, confidential clients, a client portal and a talent pool with consent records.
Trust by design
Your data stays yours, and people stay accountable
Two walls of isolation
Every query is scoped to the active workspace, and PostgreSQL row-level security enforces the same boundary in the database. An isolation suite tests both on every pull request.Encryption
TLS in transit, encrypted storage and envelope encryption of stored secrets with a key per organization, including customer-managed keys.No emotion AI
Nothing infers emotion, stress or facial expressions, and integrity signals never reject anyone or end a session on their own.Consent and transparency
Candidates are told when AI is used, give consent before proctoring and can appeal an integrity outcome.
Looking for your next role?
Search jobs with match scores, track every application in one place and get help from your own Career Agent, which works only for you and sees only your data.
Pricing
Plans from $99 a month
Questions
Frequently asked questions
It is the lead agent of HireGenix. You give it goals, policies and budgets; it plans the work, delegates to department heads such as Talent Acquisition and People Operations, asks people for the decisions that need them and sends daily briefings.
Not by default: rejections and other adverse decisions wait for a person. An organization admin can turn on automated rejection after screening, and those rejections can be undone within an undo window. Offers, integrity outcomes and decisions that use biometric data always need a person.
No. Nothing in HireGenix infers emotion, stress, facial expressions or deception, and integrity signals never reject a candidate or end a session on their own. A person reviews every integrity flag.
Yes. An agency works in its own internal workspace plus one workspace per client. Staff reach a client only through a membership, a client can be a strict silo so the people sourced for it stay with it, and confidential clients stay unnamed on public job pages.
Interview scheduling supports Google Calendar and Microsoft 365 once each person connects their calendar; without one, invitations go out as calendar files with a HireGenix video link. Background checks support Checkr, HireRight, IDfy and AuthBridge with your own account, and manual tracking always works.
Agents fall back to deterministic rules instead of failing. Models are configured per capability, with Azure OpenAI as the default, and every call goes through one model gateway with budgets and traces.
See your AI CHRO at work
Book a demo to see goals, plans, agents and approvals working together on a hiring process like yours.