What we automate: the functions and processes where agents go first

This is not a closed list: we map the steps of your process and assemble the agent from the same proven components.

The functions and processes we automate most often

Recruiter

Takes a candidate from application to shortlist: 24/7 dialogue, screening, first interview, candidate profile and scheduling.

Vacancies close 4x faster.

AI contact center operator

Receives and handles customer requests, replies instantly, escalates disputed cases to a human.

Every request gets an answer; complex ones go to a human.

Onboarding manager

Picks up the employee after the offer: onboarding, documents, first tasks.

Onboarding starts without manual handover: memory is shared with the recruiter.

Service desk / ITSM

Receives internal tickets, resolves routine ones, routes complex ones.

Routine tickets close without queuing for people.

Knowledge assistant

Answers from the company knowledge base inside your environment, with no leakage outside.

Answers from internal data without anything leaving your environment.

SDR / lead qualification

Qualifies inbound leads and books meetings for the sales manager.

Sales managers work only with qualified leads.

Logistics

Tracks orders and delivery statuses, takes routine off the operations team.

Statuses under control, no manual call-arounds.

Back office

Processes document flow and reconciliations by company rules.

Routine reconciliations without manual processing.

Calls

Inbound and outbound through your telephony: call-outs, confirmations, surveys.

Routine calls are handled without operators; complex ones go to a human.

Candidate dialogue 24/7

Replies to every application within minutes, keeps the conversation going in messengers and moves the candidate to the next step.

Screening and assessment

Sorts the resume flow by vacancy criteria and builds a shortlist. The recruiter only sees strong candidates.

AI interview

Runs the first interview at a time convenient for the candidate and hands a structured assessment to a human.

Funnel analytics

Shows where the process loses candidates and measures the effect of adoption in numbers, not in impressions.

Candidate assessment

Collects correspondence, scores and interview results in one document. Decisions are made on facts.

Calendar and scheduling

Agrees on time slots and books meetings on its own, with no email ping-pong between the candidate and the team.

We will identify the priority business process, show where an agent delivers a measurable effect and name the launch timeline for the first agent.

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