AI That Works Inside the HRMS You Already Run
You have already invested in SuccessFactors or an equivalent platform. You do not need another system — you need the one you have to answer employee questions instantly, surface attrition risk early, and stop consuming your HR team's week with routine requests. That is what we build.
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Our Approach to AI for HR Technology
HR data is the most sensitive data in most organisations. So we start every HR engagement with governance rather than capability: what data the AI may see, what it may never see, who can ask it what, and what is logged. We extend rather than replace — your SuccessFactors configuration, approval workflows and compliance posture stay exactly as they are, with the AI layer reading through the permissions your platform already enforces. Our team has spent fifteen years implementing and supporting enterprise HRMS deployments, which mostly shows up as caution: we know which integration points are stable and which AI use cases sound compelling in a demo but fail a works-council review.
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What We Deliver
Comprehensive ai for hr technology solutions designed for your requirements
Employee Self-Service Assistant
A conversational layer over your HRMS. Leave balances, payslip queries, policy questions and benefits information answered instantly, inside the permissions your platform already enforces.
Policy & Document Q&A
Your handbook, policies and process documents made searchable in plain language, with every answer citing the clause it came from.
Attrition & Retention Analytics
Models that surface the patterns preceding resignations in your organisation, so intervention happens before the conversation, not after it.
Feedback & Survey Sentiment
Thousands of free-text engagement and exit-survey responses read and themed — including responses written in mixed languages, which most tools discard.
Recruitment Workflow AI
Job description drafting, structured CV screening against defined criteria, interview scheduling, and candidate communication — with bias controls and audit logging built in.
SuccessFactors Extensions
Custom AI modules built on the SAP Business Technology Platform, integrating through supported APIs so your upgrade path stays intact.
Platforms We Work With
The HRMS and enterprise platforms we integrate with
LangGraphOur Process
A structured approach to delivering excellence
Step 1
Governance Workshop
Before any technical work, we agree what data the AI may access, who may query it, and what is retained. Legal and HR leadership are in the room.
Step 2
Use Case Prioritisation
We start with the highest-volume, lowest-risk queries — usually leave and payslip questions. Sensitive use cases come later, once trust is established.
Step 3
Integration Design
We map to supported APIs and your existing permission model, avoiding customisations that break at platform upgrade.
Step 4
Build & Security Review
Developed in a sandbox with your security team reviewing data flows before any production connection is opened.
Step 5
Pilot Group Rollout
One department first. We measure deflection rate, accuracy and employee sentiment before widening access.
Step 6
Scale & Govern
Organisation-wide rollout with monitoring dashboards, a quarterly accuracy review, and a documented escalation path.
Packages & Pricing
| Package | Scope | Includes | Duration | Investment |
|---|---|---|---|---|
| HR AI Readiness Audit | Systems review, governance assessment, prioritised use case roadmap | Systems review, governance assessment, roadmap | 2–3 weeks | From ₹50,000 |
| Self-Service AssistantMOST COMMON START | Employee assistant over your HRMS, pilot group then full rollout | Pilot group rollout, then full deployment | 6–10 weeks | On request |
| People Analytics Programme | Attrition modelling, sentiment analysis, dashboards and quarterly review cycle | Attrition modelling, sentiment analysis, dashboards | 12+ weeks | On request |
Starting prices. Final scope and cost are confirmed after a short discovery call.
Frequently Asked Questions
Can employees access salary or performance data they should not see?
No — the assistant reads through the same permissions your HRMS already enforces. An employee can never retrieve through it something they couldn't retrieve by logging in themselves.
Where does our employee data go?
It stays inside the governance boundary agreed in the workshop before any technical work starts — what the AI may see, who may query it, and what is retained are all defined up front with your legal and HR leadership.
Will this break our SuccessFactors upgrade path?
We integrate through supported APIs and avoid customisations known to break at platform upgrade — this is one of the specific things fifteen years of HRMS delivery experience is for.
How accurate is attrition prediction?
Accuracy depends on your historical data quality, which we assess during the pilot before any organisation-wide rollout. We report the measured figure rather than a generic industry claim.
How do you handle bias in recruitment screening?
Screening criteria are defined explicitly and audit-logged, with bias controls built into the workflow rather than left to an opaque model decision.
Can you work alongside our existing SAP implementation partner?
Yes — our AI layer sits alongside your existing configuration and implementation partner rather than replacing that relationship.
Ready to Get Started with AI for HR Technology?
Let's discuss how we can help you achieve your goals.
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