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AI for HR that answers what employees ask every day.

We build an HR assistant that answers employees from your policies, your collective agreement and your internal rules, source attached, and agents that follow onboarding and routine requests in your HR system. Each employee only gets answers they are entitled to, and sensitive cases go straight to a person.

Book your free 30-minute assessment Watch an agent work
  • Leave, pay and policies
  • Onboarding checklists
  • Teams, Slack or intranet
An HR manager taking notes during a one-to-one with an employee at a wooden table
First agent usually live in 4 to 8 weeks

What AI for HR does, and where it stops

AI for HR means an assistant and a few agents that take the repetitive side of HR work. Questions on leave, remote work, expenses and payslips are answered from your own documents; onboarding tasks are tracked; certificates and routine requests are prepared. The assistant never decides anything about a person. Health, conflict, performance and pay disputes go to your HR team.

Employees ask the same things all year: how many days are left, how to declare a remote work day, whether a training course counts, where the benefits form is. The answers sit in documents HR already wrote. The assistant reads them, answers in plain words and links the paragraph it used.

It sits where employees already are, in Teams, Slack or the intranet, and reads your HR system only for what a question needs. HR sees which questions keep coming and which ones the documents fail to answer, and can fix the source once for everyone.

What your HR team lives with today

  • HR answers the same questions about leave every single day.
  • New hires wait for their laptop, their badge and someone to explain the rules.
  • The policies exist, but nobody can find the latest version.
  • Managers ask HR to check a rule they could have read themselves.
  • Certificates and routine letters take time nobody planned for.

Where HR gets its time back

Start with what is written down and asked often. Each of these runs on your documents and the HR tools you already use.

  • 01

    Employee questions

    Leave, remote work, expenses, benefits: answers drawn from your current policies and collective agreement, with the paragraph they come from.

    Knowledge assistant

  • 02

    Onboarding

    Each new hire gets a checklist that runs itself: accounts requested, equipment ordered, documents collected, first-week reminders sent to the manager.

    Process automation

  • 03

    Routine requests

    Employment certificates, address changes and absence declarations are collected, checked and prepared in your HR system for HR to validate.

    AI agents

  • 04

    Payslip questions

    The assistant explains what each line of a payslip means, from your payroll documentation, and sends anything that looks wrong to payroll with the question attached.

    AI integration

  • 05

    HR data kept close

    HR documents are sensitive. The assistant can run on a model hosted in the EU or on your own servers, under your access rules.

    Private LLM

  • 06

    Ask the demo about leave

    The live assistant has read a fictional company’s leave, remote work and onboarding policies. Ask it what your employees ask HR.

    Try the live demo

AI for HR: what the law says about each use

Before choosing a first project, check where it sits under EU and French law. The answer changes the work to do before go-live.

AI for HR: common uses, their status under the EU AI Act and French law, and what that means for the project
HR useWhat the law saysWhat it means for your project
Answering employee questions on policiesAn AI system that talks to people: transparency duty of AI Act article 50, applicable since August 2, 2026The assistant says it is an AI and links the paragraph it used
Onboarding checklists and routine requestsNo AI Act category of its own; the GDPR applies to the personal data involvedAccess limited to what each step needs, retention period set with you
Screening or ranking candidatesHigh-risk under AI Act annex III, point 4(a)A separate recruiting project, with its own assessment and a human decision on every application
Monitoring or evaluating employee performanceHigh-risk under AI Act annex III, point 4(b)Kept out of our HR assistants; it would need its own assessment
Inferring employees’ emotionsProhibited by AI Act article 5(1)(f), except for medical or safety reasonsWe do not build it
Introducing any of these tools in FranceThe CSE is consulted on new technologies in companies of 50 employees or more (Labor Code, article L.2312-8)A description of the tool, its data and its limits, prepared for that meeting

Illustrative scenario

Leave and remote work questions, answered before they reach HR

In this scenario, Inès is the only HR manager of a mid-size company. Her inbox fills with the same questions on leave, remote work allowances and expenses, and each new hire needs her for most of the first week.

Fictional names, no figures claimed. The live demo on this site answers from a fictional company’s leave, remote work and onboarding policies.

  • Employees ask the assistant in Teams and get the rule, with the paragraph it comes from.
  • Questions the documents do not cover reach Inès grouped, so she can update the policy once.
  • Each new hire’s checklist runs on its own and reminds the right people.
  • Health, conflict and pay disputes are never answered by the assistant; they go to Inès.
  • Employee representatives were consulted on the project before it went live.

What employment law expects from an HR assistant

  • Employee representatives consulted.In France, companies of 50 employees or more consult the CSE before introducing a new technology (Labor Code, article L.2312-8). We prepare the description of the tool, its data and its limits for that meeting.
  • No emotion recognition at work.The EU AI Act bans systems that infer the emotions of people in the workplace (article 5), except for medical or safety reasons. Our assistants work on documents and questions, and nothing in them scores or monitors employees.
  • Recruiting is a separate project.AI that screens or ranks candidates is high-risk under the AI Act (annex III). It needs its own assessment and a human decision on every application, so we never fold it into an HR assistant.
  • Personal data kept to the minimum.The assistant reads only what a question needs, respects the access rights of your HR system and keeps logs for the retention period you set, as the GDPR requires.

HR: your questions

Do we need to consult the employee representatives?

In France, yes when the company has 50 employees or more and the tool counts as a new technology: the CSE is consulted before it is introduced (Labor Code, article L.2312-8). Other EU countries have their own rules. We plan the consultation into the schedule and prepare the documents for it.

Can an employee see someone else’s data?

No. The assistant answers each person from what they are entitled to see, using the rights already set in your HR system and document tools. Questions about another person’s file are refused.

Can it screen candidates too?

Screening candidates is high-risk under the AI Act and needs a human decision on each application. We handle it as a separate project, with its own assessment. Our HR assistant never reads applications.

Where is the HR data processed?

In the EU or on your servers, under business terms that exclude training on your data, with a log of every answer. The details go into the contract. Access follows the rights already set in your HR system.

How long before employees can use it?

A first assistant usually goes live in four to eight weeks, including the time to test it on real questions from your team. Scope and price are fixed before we start.

Keep exploring

Let the assistant take the leave questions.

Note the questions that reach HR every week and send them with the form. We reply within one business day to set up your free 30-minute assessment.

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