A researched market instead of three keyword searches
Sourcing starts from where a capability actually lives — including adjacent roles that never share the job title — with the evidence attached to each name on the longlist.
AI HR Agents
AI Agents for People & HR Teams
Screen applications against the role, coordinate interviews, run new-joiner onboarding, and answer policy questions from your own handbook — with personnel data that never leaves your perimeter.
2Agents covering sourcing through onboarding
HRISGrounded in your people systems
RedactedPersonal data masked before it reaches a model
On-premPersonnel records stay inside your perimeter
Enterprise controls
Personal data redacted before model inferenceNo automated rejection without human sign-offImmutable log of screening rationale per candidateOn-premise deployment for HRIS and payroll adjacency
Category overview
HR agents for people teams that carry more process than headcount
VDF people agents span the hire from both directions. One looks outward, researching a talent market and building evidenced longlists from sources you are permitted to use; the other works inward on the people who apply — screening against published criteria, coordinating panels, running onboarding, and answering handbook questions. Every decision that touches a person stays with a recruiter.
A first pass through the pile, consistently applied
Applications are read against the published criteria for the role rather than against whoever is reviewing that morning, and each shortlist decision carries the evidence behind it.
Onboarding that does not depend on one person remembering
New-joiner sequences, account requests, document collection, and check-in scheduling run from a template that adapts to the role, location, and start date.
People & HR Agents
Explore the people & hr agents catalog
Each agent has its own SEO page with use cases, governance notes, expected outputs, FAQs, and related tools.
Operating model
A people workflow from sourcing to the first review
The two agents meet at the requisition and hand off cleanly: research produces candidates, the operations agent processes the ones who apply. Both are wired into your applicant tracking, HRIS, calendar, and policy library under existing permissions.
Map the market and longlist
A role definition becomes capability criteria, the market is mapped for where that capability lives, and a longlist is built from licensed and public sources with evidence per name.
Screen what arrives
Applications are scored against published role criteria with identifiers masked before inference, producing a ranked shortlist a recruiter can interrogate.
Coordinate the human steps
Panels are assembled from live availability, candidates receive genuine slot choices, and the arrangement is rebuilt when an interviewer withdraws.
Onboard and support
The joiner sequence runs from signed offer through induction, and everyday policy questions resolve from the approved handbook with the paragraph shown.
Governance & deployment
HR AI that a works council can actually approve
Personnel data is among the most tightly regulated categories an enterprise holds, and hiring decisions carry discrimination exposure. VDF keeps the processing inside your infrastructure, records what the agent saw and produced, and keeps consequential decisions with a person.
Personal data redacted before model inferenceNo automated rejection without human sign-offImmutable log of screening rationale per candidateOn-premise deployment for HRIS and payroll adjacency
FAQ
Questions about people & hr agents
What are AI HR agents?
AI HR agents cover talent sourcing research and people operations: mapping a market and building evidenced longlists, then screening applications, coordinating interviews, running onboarding, and answering handbook questions.
Can an HR agent reject or contact a candidate on its own?
No. Screening produces a ranked shortlist with reasoning attached and sourcing produces research, but a recruiter performs every advance, reject, and outreach — which is what the EU AI Act expects of employment-related systems.
Is employee data safe with an HR agent?
These agents run on-premise or in a sovereign cloud, personal identifiers are redacted before inference, and access to records follows the permissions already defined in your HR systems.
Keep exploring
Related agent categories and resources
Put people & hr agents to work on your own infrastructure
See these agents applied to your operations — governed, on-premise, and orchestrated together.