Service
HR and recruitment automation for applications, onboarding and routine staff requests
Applications from every source land in one tracker. An AI assistant summarises each resume against the role criteria for a recruiter to review, candidates book their own interview slots, and onboarding requirements run as a checklist. Hiring decisions and pay stay with people.
- Built for
- HR teams handling applications and requests by hand
- Stays human
- Shortlisting, hiring decisions and pay
- Does not do
- Payroll computation or statutory contributions
- Price
- Request a quote
For HR teams that spend the day on intake and follow-up
AI recruitment, as offered here, covers the repetitive steps around hiring: collecting, summarising, scheduling and updating. The judgement about a candidate stays with the recruiter.
- BPOs and staffing agencies with high applicant volume
- Retail and restaurant groups hiring across branches
- Schools
- Hospitals and growing companies with a small HR team
How it works
Intake
One applicant tracker
Applications from job boards, Facebook, forms and email are collected into one tracker with their source.
Summarise
Resume summaries against the role
The assistant summarises each resume against your criteria, so the recruiter starts with the relevant points.
Schedule
Interview booking links
The recruiter shortlists. Shortlisted candidates receive a link to book an interview slot.
Update
Candidate messages
Status updates and regret messages are sent with your approved wording once the recruiter sets the status.
Onboard
Onboarding as a workflow
The new hire checklist, requirement collection and account requests run in order, with reminders.
Answer
Routine HR questions
Employees ask an internal assistant about leave, benefits and policies. It answers from your handbook and refers the rest to HR.
From an application to a booked interview
- Application received (Job board, form, email), Automated
- Added to the tracker (Sheet or Airtable), Automated
- Resume summarised (AI step), Automated
- Recruiter shortlists (Staff decision), Your staff
- Booking link sent (Email + calendar), Automated
- Status update sent (Approved wording), Automated
How AI is used in recruitment and selection
Automated decisions about people carry legal and fairness risk. The setup keeps the assistant in a supporting role and the recruiter in charge of the outcome.
- The assistant summarises and ranks for a recruiter. It does not reject candidates by itself
- Screening criteria are reviewed with you and kept job-related, because AI screening can reflect bias in the criteria
- Applicants are told how their data is used, through a notice at the point of application
- Access to applicant and employee records is limited to named HR users, with a retention rule
Where payroll and daily time records fit
Searches for payroll automation or an automated payroll system usually mean payroll software. This service does not replace that software. It automates the steps around it.
Before payroll
Inputs collected and checked
Leave forms, overtime requests and new hire details are collected, checked for completeness and passed to the payroll team.
Time records
Daily time record exports
Where your timekeeping tool allows an export, daily time records can be gathered and summarised for review. Biometric devices and their software stay as they are.
Payroll system
Computation stays in payroll
Payroll, SSS, PhilHealth, Pag-IBIG and tax computations stay in the payroll system and with the people accountable for them.
What we need from you and what we handle
We need from you
- Role requirements and screening criteria
- Your application sources
- The onboarding checklist
- The policy handbook
- An HR owner who decides and keeps the tracker tidy
We handle
- Connecting the application sources to one tracker
- The resume summary step, tested on sample resumes
- Interview scheduling and candidate messages
- The onboarding workflow and reminders
- Access rules, the applicant notice wording for your review and a staff walkthrough
What a first project includes and what it leaves out
Included
- One applicant tracker
- Resume summaries
- Interview scheduling
- Candidate messages
- One onboarding workflow
Left out
- Payroll computation and statutory contributions
- Background checks
- Writing into payroll systems that offer no connection method
Limits we state plainly
- Applicant and employee records are personal and often sensitive data under the Data Privacy Act of 2012. Access, retention and applicant notices are defined first.
- The assistant summarises and ranks for a recruiter. It does not reject candidates by itself.
- AI screening can reflect bias in the criteria. Criteria are reviewed and kept job-related.
- Payroll, SSS, PhilHealth, Pag-IBIG and tax computations stay in the payroll system.
- This page is not legal advice on labor or data privacy rules. Your counsel or data protection officer confirms the notices and retention periods.
Tools and channels involved
Google Forms and Sheets or Airtable for the tracker, Gmail or Outlook, Calendly or Cal.com for booking, an AI model, and n8n to connect them. The HR and payroll system you already use, for example Sprout, stays in place. See the Google Sheets integration page for what a sheet-based tracker can do.
What it costs
Cost depends on the scope of the first project and how many systems it touches.
HR and recruitment automation
Request a quote
Quoted per project after a short review of your channels, volumes and systems.
Request a quoteWhat moves the price
- Number of roles and application sources
- Number of channels or systems connected
- Onboarding workflows needed
- An internal HR assistant, if included
- Support level
Questions we get asked
Which recruitment steps can be automated fairly?
Collecting applications, summarising resumes against stated criteria, scheduling interviews, sending status updates and running onboarding checklists. Shortlisting and hiring decisions stay with a recruiter.
Who makes hiring decisions?
Your recruiters and hiring managers. The AI recruiting steps prepare information for them. No candidate is rejected by the system alone.
How is applicant and employee data protected?
Records are kept in accounts you own, with access for named HR users. Applicant notices, retention and deletion rules are written down before launch, in line with the Data Privacy Act of 2012.
Is this a payroll system?
No. Payroll and statutory computations stay in your payroll software. The automation prepares and checks the inputs around it, where the payroll system offers a connection or import.
Can employees ask HR questions through a chat?
Yes. An internal HR assistant can answer routine questions from the policy handbook in the chat tool your staff use, and pass anything personal or unclear to HR.
Does it work with our HR software?
It depends on whether the software offers an export, import or API on your plan. This is checked before scoping.
Next step
Tell us how an application moves through your HR team today.
List your sources, the roles you hire most and where follow-up takes the most effort. We will say which steps a workflow can carry.