HR & Recruiting workflows

Receives application form submissions via webhook, applies hard knockout rules and an AI fit assessment, then auto-rejects, flags for review.

When a candidate reaches the offer stage, it emails their listed references a structured questionnaire, collects responses via webhook, summarizes them with an LLM.

For tenured employees who are a near-miss on an aspirational internal role, it identifies the exact missing skills and generates a personalized upskilling plan.

Generates a new hire's voice welcome but routes by language support: confidently-supported languages get an ElevenLabs greeting auto-saved.

An agent investigates a named departing employee across connected systems, builds the full inventory of accounts and permissions they hold.

A CEO-directed agent assembles a complete onboarding voice pack for a new hire: it gathers role context, writes and synthesizes a localized welcome plus a team-intro clip.

When a candidate's code take-home repo is submitted, clones it, rewrites the git author identity and README to a blind code.

An agent that takes a hiring manager's Loom intake, drafts the structured req in Notion, schedules a kickoff with the recruiter, and posts a summary to the hiring channel.

When an employee submits an interest form, it reads their skills and stated goals, matches them against open internal roles, and emails them a ranked set of recommendations.

When a loop is booked, generates a tailored prep packet for the candidate by pulling each interviewer's role and focus area, drafts a friendly briefing with an LLM.

When a manager submits probation feedback via webhook, routes the case by recommendation — pass, extend, or fail — and notifies the right people.

Seven days after a new hire starts, this emails a short onboarding pulse survey, logs the response.

When a candidate misses a Zoom panel, immediately frees the interviewers' calendar holds, notifies the panel that their block is open.

An agent that handles a panel-scheduling request end to end across mixed Google and Outlook calendars: it reasons over availability and timezone fairness, negotiates a slot.

An agent that handles a new Indeed applicant end to end — reads the resume, scores against the rubric.

When an employee submits interest in an internal role, an agent verifies eligibility, builds a candidate brief.

Every Monday, rolls up the past week's tagged exit-interview records from Airtable into a ranked attrition-driver summary, publishes it as a Notion page.

When an employee crosses a tenure milestone with no recent role change, it flags potential flight risk, suggests matching internal moves.

A recruiter types a Slack command with a candidate name; the workflow pulls every scorecard, drafts a hire-decision packet, emails it to the panel.

Each quarter, an agent reviews the full certification and training register, writes a narrative compliance-readiness report flagging risk areas and upcoming lapses.

Each quarter, analyzes critical roles and current-employee skill profiles from BigQuery to identify internal successors and skill gaps.

When a new requisition is created in Notion, parses its required skills and ranks current employees from a BigQuery skills warehouse.

When a req is moved to a 'ready to post externally' status in Notion, runs an internal-match check against BigQuery and either blocks the posting with a shortlist for review…

Scans each new exit-interview submission for indicators of harassment, discrimination, or other legal risk, and when detected.

When an employee edits their development goals in Notion, finds the open internal roles that best fit their new direction and the skills they still need.

When a new internal role opens in your HRIS, scores every employee against the role's required skills and stated career-growth goals.

When every interviewer has submitted their scorecard in Notion, automatically aggregates the scores, builds a one-page decision packet in Google Drive.

On a scheduled morning run, this finds employees starting today, generates a localized ElevenLabs voice greeting from their manager.

Watches a Dropbox intake folder for new candidate take-home files, strips names and identifying metadata, assigns a blind code, and files the clean copy into a reviewer folder.

An agent that picks up each new Dropbox submission, decides the right anonymization steps for the file type, files the blind copy, assigns a reviewer.

When an employee submits a leave request via a form webhook, checks it against the team's existing Outlook leave and posts an approve/deny recommendation to the manager…

Receives an offer-accepted webhook from your ATS, creates the new-hire record in Airtable, opens a private Slack onboarding channel.

A webhook-triggered intake that takes a manager's offboarding submission, opens reassignment tickets for the departing employee's work.

Each week an agent reviews all candidates in the decision stage, compiles their scorecards into a calibrated cohort report comparing them against the role bar.

Monitors a recruiting inbox for take-home submissions, extracts the attachment, redacts the candidate's name and contact details from the document.

Each quarter, an agent maps the whole skills inventory against open and forecast roles, identifies who to develop or move, and publishes a mobility plan with manager outreach.

When a new role is posted to the Monday hiring board, it finds employees whose skills and tenure qualify and DMs each one in Slack with a tailored heads-up.

Transcribes a hiring manager's Loom intake, scores the brief for completeness, and either logs a ready req in Airtable or routes incomplete intakes to a follow-up Slack ping.

Given a role brief and the hire's level, an agent drafts a tailored 30-60-90 day plan with measurable goals.

When an offer is accepted, an AI agent reads the role, level, and team details, drafts a tailored onboarding checklist.

The moment a new internal role is opened, it identifies tenured employees who fit and sends them a targeted heads-up before the role is posted externally.

Receives a new-application webhook from your ATS, scores the candidate against the role.

On an offer-accepted webhook, generates a structured 30-60-90 onboarding board in Notion and emails the new hire a personalized welcome with their plan link and first-week…

When a market-data refresh signals new midpoints, an agent investigates below-midpoint employees, cross-checks tenure, performance, and demographic-blind cohorts.

When an employee applies internally via the ATS webhook, scores their fit, routes strong matches to the hiring manager with a drafted intro and weak ones to a coaching queue.

When a new requisition is created, finds the single best-fit internal employee from BigQuery and emails the hiring manager a drafted heads-up introducing the candidate…

On a weekly schedule, this scans the entire workforce against current comp bands, surfaces everyone who has drifted below band minimum or above maximum.

On a daily schedule, re-checks every recently offboarded employee against live system state and flags any account that is still active so revocations never silently fail.

When HR marks an employee as departing in Airtable, fan out revocation tasks across every connected system and write back a per-system status so nothing is left enabled.

When all interviewers submit their feedback for a candidate, this workflow merges every scorecard into a single decision brief, flags biased language.

When a promotion request is submitted, this checks whether the proposed new salary lands inside the target level's comp band and is a reasonable uplift over current pay.

Every Monday, cross-references all currently open internal roles against employees whose growth goals signal readiness to move.

On a start-date webhook, builds a Trello 30-60-90 onboarding board with phase lists and cards.

When a candidate's scorecards are all in, this analyzes them for wide rating splits, vague justifications, and language that may signal bias.

On a daily scan of upcoming Outlook leave, finds days where a team is understaffed and creates Monday.com items assigning backup owners for each uncovered responsibility.

When aggregated scorecards show the panel is divided, this routes the candidate to a calibration review with a structured disagreement brief instead of letting a borderline hire…

When an offer enters review, an agent gathers the band, internal peers, and market range, reasons about parity and budget.

When all Zoom panel feedback is in, score consensus against your hiring bar and route the candidate to an advance, hold, or reject path with a justified recommendation posted…

When a new hire's start date is added to the Airtable roster, this workflow creates their Slack account invite, schedules a Day 1 calendar onboarding block.

On a new hire's start date, generates a structured first-week calendar of intro meetings, training sessions, and team syncs, and notifies each meeting host in Slack.