HR Intelligence Platform
An HR platform with AI built in. Employees ask questions in plain language — "how many vacation days do I have left?" — and get answers grounded in company policy, with the source attached. Routine requests route to the right AI specialist automatically; managers keep approval and a full record. The live demo is the real system, running in the cloud.
Balance cards answer "how many days do I have left?" the moment the page loads. Pick a range on a real calendar, confirm exactly what it costs in business days, and the request lands with your manager instantly — visible as Pending, no template email, no "just checking you saw my message."
Approvals scatter across email, Slack and hallways until nobody can say what was approved or when. Here every pending request lands in one queue with the context a decision needs and two buttons. Every decision is logged with who and when — "why was this approved?" becomes a lookup, not an investigation.
Rejection is a first-class flow, not an afterthought: declining opens a reason box, and that reason travels back to the employee with the decision. "No" with an explanation is a workflow; "no" without one is a grievance.
Medical, dental, vision and retirement sit side by side with premiums and coverage details. Enrolling is one click — Current Enrollments updates immediately, so employees always know what they're covered for, and the company learns which benefits people actually value.
Replaces the stale "team list" spreadsheet every company secretly runs. It reads from the live database, so it's never out of date by construction. Search filters as you type; card, table and org-chart views answer three different questions about the same people.
Contracts stop living in personal drives. Drag-and-drop uploads with validation and a live progress bar; template-generated employment certificates, offer letters and salary slips filled from the employee's actual record — consistent every single time.
The report HR owes leadership, one click. Headcount, leave usage and question volume stay permanently up to date; everything filters by department and date range, and exports to CSV or PDF. The monthly reporting ritual collapses into a filter and a click.
Real-time notifications, persistent chat history, onboarding checklists, performance reviews. Role-based access control, exportable audit logs, bulk data export and GDPR/CCPA-aligned privacy controls — the features that decide whether a platform is allowed in the building.
The front door is a conversation. Ask about vacation days and the reply lays out your policy's actual accrual tiers — with a confidence score and a View Reasoning trace attached. "Trust me" is never the interface. The small purple badge reading LEAVE AGENT gives the game away: this is not one chatbot.
A router classifies every incoming question and hands it to one of 8 domain specialist agents — leave, benefits, policy, compliance, workforce analytics and more. Each owns its domain deeply: its own knowledge, tools and verification. The badge on each answer tells you which expert you just talked to.
Policy documents are chunked, embedded and stored in a vector database; out-of-base questions trigger a semantic search before the answer is written. Asked about personnel-file retention, the platform cites gdpr_policy.txt, Section 10 inline — change the document, and the answer changes with it.
PII detection runs as middleware — SSNs, addresses, phone numbers and salaries are caught and masked before any content reaches a language model or a log file. Privacy enforced by architecture is stronger than privacy promised by policy.
Questions that used to sit in an inbox for a day get answered in seconds — and the HR hours that went into answering them go somewhere more valuable.
Compliance stops being a feeling and becomes evidence: grounded answers, role-gated access, audit logs with a who and a when. "We think we handled that correctly" becomes "here is the record."
When asking HR is free and instant, people stop rationing their questions — they check their benefits, understand their leave, and use what the company already pays for.