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Platform

One AI CHRO. Departments of agents. People in charge.

HireGenix runs hiring and HR as a team. The AI CHRO turns goals into plans, department heads delegate to specialist agents, and every action passes an autonomy policy before it runs. Decisions the law or your organization reserves for people wait in one approvals inbox.
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Agent Console with the Hiring Copilot panel open: run a goal through the lead agent, the agent team and suggested requests
The Agent Console with the Hiring Copilot open (sample data).

Goals and plans

Tell it the outcome. Approve the plan. Watch it run.

The AI CHRO works from goals, policies and budgets that people set, and reports back in plain language.

  1. Set a goal

    Describe an outcome in plain words, or give the AI CHRO a policy or a budget to work within.

    You decide: What you want, by when and within which budget

  2. Approve the plan

    The AI CHRO writes a versioned plan of milestones, each with an owner agent. Nothing starts until a person approves it.

    Who: AI CHRO

    You decide: The plan and any re-plan

  3. Agents do the work

    The AI CHRO delegates to department heads, and they delegate to their specialists. A delegated task never gets more time, budget or autonomy than the task it came from.

    Who: Department heads and specialist agents

  4. Health checks and re-planning

    The AI CHRO watches pipeline coverage, stage conversion, time in stage, SLA breaches and budget burn, and re-plans when reality drifts.

    Who: AI CHRO

  5. Briefings

    Daily and weekly briefings per role: what happened, what needs you and what is at risk. Numbers come from queries, and an email digest arrives in each person’s local morning.

    Who: AI CHRO

The agent team

An org chart of AI agents

The departments you would staff: talent acquisition, people operations, people analytics and trust and integrity, plus agency delivery for agencies. Every open job gets its own Recruiter agent, which calls the selection specialists.

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

    Requisitions, jobs, sourcing, the pipeline of every job, offers and verification.

    • Workforce PlannerIn developmentRequisitions, headcount plans and budgets
    • Job ArchitectJob descriptions, levels, criteria, screening rubrics, pay ranges
    • Employer BrandIn developmentCareers pages, job ads, distribution to job boards, replies to reviews
    • SourcerTalent search, rediscovery of past applicants, outreach sequences, talent pools
    • RecruiterThe job's pipeline from intake to decision (one Recruiter agent per job)
      • ScreenerResume screening and ranking with evidence
      • Pre-screening LeadMCQ and spoken pre-screens and their review
      • Assessment LeadChoosing or generating tests, assigning and grading them
      • AI InterviewerAI voice and video interviews and phone screens
      • Interview CoordinatorIn developmentPanels, scheduling, interviewer briefs, reminders, scorecards
      • Hiring CommitteeEvidence packs and hiring recommendations
    • Offer ManagerIn developmentOffers, approval chains, negotiation
    • VerificationIn developmentReference and background checks
    • Candidate ExperienceIn developmentEvery message to candidates: acknowledgements, status updates, answers, rejections with feedback

  • People Operations

    Led by the Head of People Operations

    Onboarding and employee requests.

    • Onboarding LeadPre-boarding and the first 90 days
    • HR HelpdeskAnswers to policy questions from new hires and employees

  • People Analytics

    Led by the Head of People Analytics

    Funnel, forecasts and workforce analytics.

    • People AnalystExplanations of hiring metrics, with every number checked against the metrics snapshot
    • Funnel and Forecast AnalystFunnel conversion, time to hire and hiring forecasts

  • Trust and Integrity

    Led by the Head of Trust and Integrity

    Integrity cases, fairness, privacy and compliance posture.

    • Identity VerifierIn developmentIdentity documents, liveness and face match
    • Proctoring AnalystTurning session signals into evidence and a risk assessment
    • Fraud InvestigatorIn developmentDuplicate identities, proxy rings, deepfakes, fake employers and job scams
    • Fairness AuditorBias checks per decision and adverse-impact monitoring
    • Privacy and ComplianceIn developmentConsents, data-subject requests, retention, AI-use notices, audit packs

  • Agency Delivery

    Agency workspaces only

    Led by the Agency Delivery DirectorIn development

    The client portfolio, staffing of clients and submissions (agencies only).

    • Client Account LeadIn developmentEverything for one client workspace (one per client)
    • Submission ManagerIn developmentSubmitting candidates to clients with consent, duplicate and ownership rules

Outside your organization: the Career Agent works for candidates and sees only their own data.

Roles marked “In development” are on the org chart and still being built.

Agentic pages

Every page has an agent that knows it

Each page of HireGenix has an owner agent. It briefs you on what changed, proposes next steps you can approve, edit or dismiss, and takes requests in a chat that knows what you are looking at. Public pages use a lighter version with an AI-use notice.

  • Owner badge

    See which agent owns the page and whether it is idle, working on tasks or waiting for you.

  • Briefing

    What changed since your last visit, summarised at the top of the page.

  • Next best actions

    Proposals you approve, edit or dismiss. Your edits and dismissals become lessons for the agent.

  • Inline actions

    Ask “Explain this score”, “Draft outreach” or “Why at risk?” right where the data is.

  • Page-aware chat

    Employers talk to the AI CHRO, which routes each request to the right department; candidates talk to their Career Agent.

  • Activity with undo

    Everything the agent did on the page, with undo where the action allows it.

Approvals and autonomy

You decide how far each agent may go

Every action type runs at an autonomy level, set per workspace and per job. Steps an agent may not take alone wait in one approvals inbox, with the evidence, the asking agent and the deadline.

  • Approvals inbox

    One inbox across departments: what is waiting, what ran and can still be undone, and the history. Reminders and escalations keep requests moving, and legal-floor requests are decided only by a person, never by an agent or a timeout.
    Hiring Autopilot: a proposed rejection waits for approval, with the score, the confidence and the reason, and Approve and Decline buttons
    A step waiting for approval in Hiring Autopilot (sample data).

  • Autonomy levels

    Presets from Off to Full; under Full, adverse actions still wait for a person.
    • 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, offer changes and withdrawals, integrity outcomes, biometric decisions and fraud-case actions never run above A2. An automatic rejection from proctoring signals is impossible.

  • Automated rejection, only if you choose it

    Rejection after resume screening can run on its own only when an organization admin turns it on and acknowledges the legal warning. It runs with an undo window; messages already sent are not recalled.

One runtime

Built to be accountable

Every agent runs on the same runtime, with the same budgets, tools, traces and audit trail.

  • One AI runtime

    Every model call goes through the Agents API and its model gateway, which picks the model per capability and organization and records a trace. The web app holds no model keys.

  • Budgets per organization

    Monthly AI budgets per organization. When a budget is used up, agents answer with rules instead of overspending.

  • Rules when there is no model

    Without a configured model, agents fall back to deterministic rules instead of failing.

  • Durable work

    Workflows survive restarts, and approvals can wait for days and escalate without losing their place.

  • Least-privilege tools

    Agents act through a tool server with a manifest per role. Data tools are read-only and scoped to the workspace.

  • Audit trail

    An append-only audit trail with one hash chain per organization that you can export and verify. Agent runs stream live to the browser, step by step.

In the product

Light and dark, phone to wide screen

HireGenix works in light and dark mode, with layouts from a phone to a wide desktop.

  • Command Center in dark mode

    The Command Center in dark mode
    Command Center, dark mode (sample data).

  • On your phone

    The Command Center on a phone
    Command Center on a phone (sample data).

Questions

Platform questions

A chatbot answers questions. The AI CHRO owns goals: it writes a plan, delegates the work to department heads and their specialist agents, checks progress and asks people for the approvals the plan needs.

See your AI CHRO at work

Book a demo to see goals, plans, agents and approvals working together on a hiring process like yours.

Book a demoSee pricing
The AI CHRO and its agent team | HireGenix