Internal AI assistant
HR teams handle a daily flow of repeated questions: leave balance, health insurance, remote working, collective agreement, expenses. The answers are already in the agreements and procedures. Time spent answering individually reduces their capacity for recruitment, reviews and workforce planning.
An internal assistant built on your HR documents
The assistant indexes the collective agreement, company agreements, charters and procedures. Employees ask their question in Teams, Slack or the intranet, the tools already open during their day. The answer takes into account their status, length of service and site.
Market benchmarks put the median at around 40% of questions resolved without HR, and the top quartile between 58 and 62%. The decisive factor is the quality of the document base. The result observed on this flow: 55% of requests handled by the assistant, in twenty seconds on average.
Sensitive topics (harassment, conflict, personal circumstances) go to an HR contact, with the confidentiality required. Going live takes four to six weeks: document indexing, permissions set-up, connection to Teams or Slack, then handover to the teams.
The automated workflow
A structured process for fast, reliable results.
Indexing HR policies
All HR documents are ingested: collective agreement, company agreements, charters, procedures, FAQs.
Employee question
The employee asks their question in a conversational interface (Teams, Slack, intranet).
Personalised answer
The assistant gives a precise answer suited to the employee's status (grade, site, length of service).
Escalation when needed
As soon as a question goes beyond the assistant's scope, it is passed to the right HR contact.
Tangible results
Up and running in 4 to 6 weeks
From specification to deployment, with visible results from the first few weeks.
Frequently asked questions: Internal AI assistant
More workflows: Human Resources
Writing interview reports
Writing up recruitment, annual or career interviews keeps managers and HR busy long after the conversation ends. Written late, these reports lose precision and detail, which weakens their value for follow-up and for the next review cycle.
Employee survey and engagement barometer analysis
Engagement barometers, satisfaction surveys and internal polls produce thousands of verbatims that manual reading struggles to cover at scale. The quantitative results get circulated, while the richest material, the qualitative feedback, stays in the raw files.
Application screening and shortlisting
Screening a hundred applications takes between 3.5 and 8.5 hours of work, at six minutes per CV. Deloitte's human capital research puts the share of recruiters' time spent on this screening alone at 40 to 60%. Screening then becomes partial and inconsistent from one recruiter to another, and relevant profiles stay lost in the pile.
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