Solutions / HR
Agents do the paperwork. People decide about people.
Six calendars to align. Payroll cut-off on Thursday. Agenthub puts agents on the admin around the employee lifecycle — and stops short of every decision about a person.
New starters ready before day one.
Contract, registrations, accounts, laptop, probation date. One checklist, carried without four reminder emails.
The same twelve questions, answered.
Holiday balance, payslip, bank details, parental leave in a country you don't work in. Answered from the policy and record that apply.
People decisions stay with people.
Agents schedule, chase, assemble and draft. They never score candidates or rank a shortlist. Offers, exits and anything touching pay wait for a named human.
Two days before payroll cut-off.
The board when agents hold the admin — and where one run stops.
The work that fills the week.
Six jobs that repeat for everyone who joins, moves or leaves.
Onboarding, from signed to set up
Contract drafted from the approved template for that country and band. Registrations filed, right-to-work documents chased, accounts raised, probation date diarised. The agent carries the checklist; a person signs it.
Interview scheduling and reschedules
Four interviewers, three time zones, a panellist who drops out at 17:40. The agent books, rebooks and briefs — working the ATS screens when there's no API. It holds the calendar, not the judgement.
The HR inbox
Holiday balance and when it expires, the missing payslip, bank details, the sick-note process, parental leave in the entity someone actually sits in. Anything personal goes to a human untouched.
Letters, certificates and verifications
Employment confirmation for a mortgage. An A1 for a posting abroad. The qualified reference a German leaver is legally owed. The agent assembles the facts; a person writes the assessment of performance and conduct.
Payroll inputs before cut-off
The chase, not the calculation: overtime, unpaid leave, the starter who signed on the 28th. The agent collects it and flags what looks like a typo, not a raise. Pay changes wait for a named human.
Leavers, and the dates nobody diarised
Access revoked across every system, equipment back, the record closed everywhere — not just in the HRIS. Same discipline for probation ends, fixed-term notice and expiring permits. These are dates, not opinions.
What matters in a people team.
Four realities decide whether an agent goes near employee data.
The EU AI Act puts screening, evaluation, promotion and termination in its high-risk category. Agents carry that admin and never make the decision — a line drawn once in company-wide guardrails, held at every approval gate.
In much of Europe, introducing technology that could monitor performance is a co-determination matter. That conversation needs artefacts, not assurances: access control, the audit log, and “who did this?”
Rubber-stamping is the honest failure mode — the AI Act calls it over-reliance on the output. So AI supervisors watch every run, success rates make it a number, and failure patterns name what repeats.
Salaries, sick notes, grievances, union membership. GDPR treats employment data as its own problem, and collective agreements add more. Agenthub runs in the EU, with open models hosted here. Our security posture →
“I came into HR for the people. I spend the week on paperwork about them.”
First agent in a month.
- Day 1We sit down with you
We walk the employee lifecycle with the people who run it, and write the boundary down first: what agents never touch.
- Day 7Platform installed
Connected to the HRIS — Workday, SuccessFactors, Personio — plus the ATS, the service desk and Slack. Where there's no usable API, an agent gets a login.
- Day 14First agents at work
One agent, one job, drafting only. Every letter and message to a person waits for a person. Your team's edits become part of the agent.
- Day 30Live in production
Routine steps run unattended where the success rate earned it. Scope widens to payroll and leavers. Offers, exits and pay changes never graduate.
Bring next month's joiners and leavers. We'll run the admin.
Thirty minutes, your HRIS, your own onboarding checklist. Watch an agent carry the paperwork, and stop where a decision begins.