Screen candidates, prepare interviews, onboard with documents generated automatically, manage leave and trips, and answer employee questions through self-service.
New hires mean stacks of forms, contracts and consents done by hand.
HR spends hours answering the same policy questions.
Employee records live in many places, hard to find and control.
The whole employee lifecycle — from candidate to offboarding — runs as governed, documented work.
Screen applicants and shortlist against the role.
Generate structured interview plans and scorecards.
Contracts, consents and job descriptions generated automatically.
Manage vacation, sick leave, business trips and expenses.
Employees get answers to policy questions instantly.
Transfers, salary changes and records, governed and searchable.
A short demo: the agent runs a real process inside d8n — from request to result.
A new hire's data is gathered by hand; the offer, personal-data consents and NDA are filled in, entered into the HRIS, approved across IT, finance and HR, and access is set up. Time to productivity averages 5.2 working days.
The HR agent collects data from a single form, generates the employment contract, consents and job description itself, syncs to the HRIS and runs parallel approvals with e-signature; access provisioning is automatic. HR saves about 9 hours per hire.
Agent data sources: HRIS/HRM, document generator (PDF), employee master data, eSignature, the state employment-contract system (Enbek.kz), IT provisioning and access, compliance forms.
Benchmark sources: US Tech Automations — −9.25 h/hire, 5.2 days · BeeCoded — onboarding −60% · SHRM Human Capital Benchmarking
From sourcing to reporting, HR processes are split across agents: documents, compliance, access and deadline control run in parallel.
The HR agent posts the vacancy on job portals, gathers applications in CVhub and screens CVs against the requirements; it also prepares test assignments for assessment. The recruiter is left with final interviews and the decision — the busywork of triaging applications is gone.
After the offer, the HR agent generates the employment contract, personal-data consents and job description; Legal checks the consents and NDA for compliance; IT provisioning of access runs in parallel. The Assistant prepares a first-days plan. Documents are signed with an e-signature.
Leave, business trips, transfers and salary changes run as governed processes: the HR agent generates the orders, routes them for approval and submits employment-contract data to the state accounting system (Enbek.kz) within the statutory deadlines. The employee starts a request from the messenger.
The agent compiles reports on headcount, attrition, submission deadlines and execution discipline — shows them in chat on request ("who has a registration deadline coming up") or sends them to managers automatically on a schedule.
A new hire, leave request or HR action starts the process.
The right documents are created automatically.
Approvals follow your HR rules.
Employees self-serve answers; records are filed.
AI agent: The HR agent orchestrates the processes and answers employee self-service questions.
Yes — d8n connects to HR and government labour systems through standard integrations.
Yes, through the d8n Messenger — requests, approvals and self-service on the phone.
It stays inside your perimeter, permission-aware and audited, with on-premise options.
Yes — screening, interview prep and onboarding are part of the same flow.
See HR and recruiting as governed, documented, self-service work.