// for hr and people teams

People teams should focus on people,
not paperwork

The recruiting coordinator you hire will close candidates faster if we automate the admin layer first. Interview scheduling, status emails, onboarding checklists - handled by the system. Your team builds culture, not spreadsheets.

From $2,000·2-4 weeks to ship·80+ automations built·Official Anthropic Partner
See what we'd automate in your stack
5 hrs/hire
saved on recruiting coordination
1 day
full onboarding setup vs 3-4 days manual
100%
review cycle completion tracked automatically
2-4 wks
to build and ship the full system
// what we fix

The four problems that kill people ops

Recruiting coordination takes more time than recruiting
Candidate moves to next stage? Interview slots sent automatically, calendar held, confirmation sent to panel. Feedback reminders sent 24 hours after. No coordinator chasing anyone.
Onboarding is inconsistent across hires
Offer accepted? Day-one schedule created, equipment form sent, software access queued, buddy assigned, week-one check-in booked. Same experience every time, zero manual setup.
Performance review cycles eat weeks
Review cycle opens? Self-assessment forms sent, manager reminders scheduled, completion tracked, late submissions flagged. HR tracks progress in one view, not chasing replies.
Offboarding is always last minute
Resignation received? Access revocation checklist started, equipment return scheduled, final paycheck triggered, knowledge transfer request sent. Nothing missed, nothing delayed.
// what we build

A full people ops layer, built in 2-4 weeks

Not a tool subscription. Not a consultant with a deck. An actual system running in your stack, doing the work.

Interview scheduling automation from stage-change triggers in your ATS
Onboarding workflow: equipment, access, schedule, buddy, check-ins
Performance review cycle management with automated reminders and tracking
Offboarding checklist triggered from resignation confirmation
Weekly recruiting pipeline summary sent to hiring managers
Candidate communication templates sent at each stage automatically
// from ivan
"HR teams in fast-growing companies spend 60-70% of their time on coordination that should be automatic. Scheduling, checklists, reminders. The irony is that the people ops function - the part that actually shapes culture and retention - gets the leftover hours. We flip that ratio."

Ivan Bolonikhin - Founder, 2pizza.team

// related

HR stack, consultants, industries

// HR stack
// related industries
// hire by stack
// questions

HR AI questions, answered

Will the AI auto-reject candidates?

No - hard rule. AI ranks, summarises, and surfaces. Humans make all reject/advance decisions. The value is removing the 90% screening time so recruiters spend their hours on the top 10% of candidates, not the value of replacing recruiter judgment.

Can you integrate with our existing ATS?

Yes - Greenhouse, Lever, Workable, Ashby, BambooHR, Personio for ATS. Notion, Airtable, Coda for internal HR docs. Slack, Calendly for coordination. We add an AI layer on top of your existing setup without forcing migrations.

How do you handle candidate data privacy?

GDPR-aligned by default. Candidate data isolated per company, no-training contractual defaults with Anthropic/OpenAI, audit log on every AI request, right-to-be-forgotten endpoint cascading across all PII tables. EU-hosted infrastructure available. DPA signed before any data processing begins.

What about bias in AI-driven recruiting?

Three guardrails. (1) AI scores against role-relevant criteria you define, not against historical hires (which can encode bias). (2) Demographic data (name, photo, age, location) is redacted before AI processing where legally appropriate. (3) Quality monitoring tracks whether AI-suggested candidate quality correlates with actual hire outcomes, flagging drift. We are honest: AI does not eliminate bias - it can amplify or attenuate it depending on implementation. We are explicit about which we are doing.

How long until first workflow ships?

Two weeks for a focused workflow (e.g., resume screening or onboarding sequence). Four to six weeks for a multi-workflow system covering sourcing + screening + scheduling + onboarding. Champion recruiters test during the build phase.

What does this cost?

HR / recruiting AI workflows fall in our Standard tier - $2,000-4,000 fixed price delivered in 2-4 weeks. Active retainer at $1,500/month covers ongoing tuning and new workflows. LLM costs are typically $150-500/mo depending on candidate volume. Full pricing on the Pricing page.

See what we'd automate in your stack

4 questions. Personalized audit. No sales pitch.

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2 min - 2pizza.team