Give your HR team an AI workforce that never sleeps.
From CV screening to onboarding, absence management to e-learning creation — theywork365 agents handle the repetitive HR workload autonomously, inside your Microsoft 365 environment.
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80%
Reduction in CV screening time
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€0
Upfront cost to deploy
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24/7
Available to employees
HR teams spend the majority of their time on tasks that are repetitive, rule-based, and time-consuming — exactly the tasks AI agents are built for. theywork365 agents integrate with your existing M365 tools (Teams, SharePoint, Outlook) and your HRIS, handling volume work autonomously while your team focuses on strategy, culture, and people.
We integrate with your existing HR systems.
theywork365 agents connect to the HRIS and HCM platforms your team already uses — no migration, no replacement. Your data stays in your systems, your agents work on top of them.
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SAP SuccessFactors
Global enterprise HCM
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Workday HCM
Unified HR & finance platform
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Oracle HCM Cloud
End-to-end HCM suite
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Dayforce
AI-powered people platform
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ADP Workforce
Global payroll & HR leader
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Personio
Europe's leading HR platform
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Cornerstone
Talent & learning suite
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HiBob
Modern people-first HRIS
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UKG Pro
Full-suite HCM platform
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Cegid
European HR & payroll
What HR agents can do for you.
Each agent is built specifically for your processes and data. Pricing is per action — you pay only for the value delivered.
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Helps employees find information in company procedures, policies, and HR documentation instantly. Reduces the volume of repetitive questions to the HR team and empowers employees to self-serve.
Before
HR team members spend hours every week answering the same procedural questions via email or Teams. Employees can't find the right document and give up or ask a colleague.
After
Employees get instant, accurate answers from HR Buddy 24/7. The HR team is freed from repetitive queries and can focus on strategic work.
How the agent works — step by step
- 1
Employee asks a question via Teams (e.g. 'How many sick days am I entitled to?')
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HR Buddy searches the company's HR policy library on SharePoint
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Retrieves the relevant policy section and formulates a clear answer
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Responds to the employee with the answer and a link to the source document
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Logs the query category for HR analytics
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Escalates to HR team if the question falls outside policy documentation
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Gives each employee a personalized HR assistant that knows their contract, entitlements, and personal data. Answers questions about remaining leave, benefits, and supports self-service updates like bank details.
Before
Employees contact HR to ask about their remaining vacation days, benefits, or to update personal information. These requests are simple but consume significant HR bandwidth.
After
Employees get instant, personalized answers about their own data and can update non-sensitive information autonomously. HR handles only exceptions.
How the agent works — step by step
- 1
Employee authenticates via Microsoft Entra ID (SSO)
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Agent retrieves the employee's personal record from the HRIS
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Answers questions: remaining leave, benefit entitlements, contract terms
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Supports self-service updates: bank account details, personal address, emergency contacts
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Logs all interactions for HR audit trail
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Escalates complex requests (e.g. contract amendments) to HR team
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Recommends personalized training programs based on each employee's role, skills, performance goals, and career aspirations. Connects employees with the most relevant internal and external learning resources.
Before
Training is generic and not personalized. Employees don't know what courses are available or relevant to their goals. L&D teams manually match people to programs.
After
Every employee receives a tailored learning path aligned to their goals. Engagement with training programs increases and skill gaps close faster.
How the agent works — step by step
- 1
Employee shares their development goals via Teams or HR portal
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Agent reads the employee's current role, skills profile, and performance data
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Scans the internal learning catalog and external training providers
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Identifies the most relevant courses, certifications, and resources
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Delivers a personalized learning plan with timeline and priorities
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Follows up monthly to track progress and adjust recommendations
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Collects, structures, and summarizes all interviewer feedback for each candidate in one place. Eliminates scattered notes and email threads, giving recruiters a clear, consolidated view of every candidate.
Before
Interview feedback is scattered across emails, notes, and calendar invites. Recruiters spend hours chasing interviewers and consolidating feedback. Bias creeps in when feedback isn't structured.
After
All feedback is collected through a structured form, consolidated automatically, and summarized for the recruiter. Hiring decisions are faster and better documented.
How the agent works — step by step
- 1
Interview is logged in the ATS and triggers the agent
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Agent sends a structured feedback form to each interviewer via Teams
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Collects responses and structures them by competency and rating
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Generates a consolidated feedback summary for the candidate
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Posts the summary to the recruiter's channel with a recommendation signal
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Archives all feedback linked to the candidate record for compliance
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Reads incoming CVs, scores them against the job description, extracts structured candidate profiles, and ranks applicants. Highlights skill gaps and flags top candidates for recruiter review.
Before
A recruiter reads 50–200 CVs manually per role, taking 2–5 hours. Quality is inconsistent and depends on who's reading.
After
The agent processes all CVs in minutes, delivers a ranked shortlist with structured profiles, and the recruiter reviews only the top 10–15.
How the agent works — step by step
- 1
New CV arrives via email or ATS integration
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Agent reads the CV and the active job description
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Scores the candidate on required and preferred skills
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Extracts structured profile: experience, education, languages, gaps
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Ranks the candidate against all others for the same role
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Posts a summary card to the recruiter's Teams channel
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Handles leave requests end-to-end: checks policy compliance, verifies team coverage, notifies the line manager, updates the HR system, and confirms to the employee — all autonomously.
Before
Each absence request involves 3–5 email exchanges between employee, manager, and HR. Processing takes 1–2 days and errors happen when policies are applied inconsistently.
After
The agent handles the entire flow in minutes. HR only intervenes for edge cases flagged by the agent.
How the agent works — step by step
- 1
Employee submits leave request via Teams or email
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Agent checks request against company leave policy
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Verifies team coverage and conflicting absences
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Notifies line manager for approval (or auto-approves within policy)
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Updates HRIS and calendar once approved
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Sends confirmation to employee with dates and remaining balance
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Walks new hires through their first 30/60/90 days via Teams: company policies, tool setup, role-specific training paths, and check-ins at key milestones.
Before
Onboarding is inconsistent across departments. HR and managers spend hours repeating the same information. New hires feel lost in the first weeks.
After
Every new hire gets the same structured, personalized onboarding experience. HR tracks completion automatically and is alerted only when a milestone is missed.
How the agent works — step by step
- 1
New hire record created in HRIS triggers the agent
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Agent sends welcome message via Teams with first-day checklist
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Delivers policy documents, tool access guides, and role-specific content in sequence
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Checks in at day 7, day 30, and day 60 with structured questions
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Alerts HR manager if key milestones are incomplete
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Generates onboarding completion report at day 90
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Analyzes employee profiles, performance data, and internal job openings to suggest personalized development paths. Proactively surfaces opportunities employees may not know exist.
Before
Career conversations happen once a year in performance reviews. Employees don't know what internal opportunities exist. Talent is lost to external moves that could have been prevented.
After
Employees receive proactive, personalized career suggestions quarterly. Internal mobility increases and retention improves.
How the agent works — step by step
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Agent reads employee profile: role, skills, tenure, performance history
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Scans internal job openings and learning catalog
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Identifies skill gaps between current role and aspirational roles
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Generates a personalized development plan with recommended courses
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Sends summary to employee and their manager via Teams
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Updates quarterly and alerts HR when an employee hasn't engaged
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Generates structured training modules from internal documentation, policies, and SOPs. Produces content in formats compatible with your LMS — reducing content creation time from weeks to hours.
Before
Creating a training module takes an instructional designer 2–4 weeks. Most internal knowledge lives in documents that never get turned into training.
After
The agent converts existing documentation into structured modules in hours. The L&D team reviews and approves, then publishes — cutting production time by 80%.
How the agent works — step by step
- 1
HR uploads source document (policy, SOP, product guide) to SharePoint
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Agent reads and structures the content into learning objectives
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Generates module: sections, key concepts, examples, and quiz questions
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Formats output for LMS import (SCORM-compatible structure)
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Posts draft to L&D team channel in Teams for review
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Publishes to LMS upon approval
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Helps employees build confidence and competence with AI tools. Monitors usage patterns, sends personalized tips, runs micro-learning sessions via Teams, and reports adoption rates to HR leadership.
Before
AI tools are rolled out but adoption is patchy. Power users thrive while others ignore the tools. There's no visibility into who is using what, or how effectively.
After
Adoption rates are visible and growing. Employees receive personalized nudges at the right moment. HR can report AI ROI to leadership with data.
How the agent works — step by step
- 1
Agent monitors AI tool usage signals from M365 tenant
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Identifies low-adoption employees and segments by role
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Sends personalized tips via Teams based on the employee's job function
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Runs weekly 2-minute micro-learning challenges
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Tracks engagement and progression over time
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Generates monthly adoption dashboard for HR leadership
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Automatically generates optimized, inclusive, and market-aligned job descriptions from a brief. Analyzes the role requirements, benchmarks against market standards, removes biased language, and formats for ATS publishing.
Before
Writing a job description takes an HR manager 1–2 hours, often recycling outdated templates. Descriptions miss key skills, use biased language, and fail to attract the right candidates.
After
A complete, optimized job description is ready in minutes. It's aligned to current market expectations, free of bias, and formatted for immediate ATS upload — increasing application quality from day one.
How the agent works — step by step
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Hiring manager submits a brief via Teams: role title, department, level, key responsibilities
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Agent analyzes comparable job descriptions and current market benchmarks
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Generates a structured draft: summary, responsibilities, required skills, preferred qualifications
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Applies inclusive language checks and removes gendered or exclusionary phrasing
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Posts draft to HR channel for review with suggested keywords for ATS optimization
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Formats final version for direct upload to ATS or publishing to job boards
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Uses historical hiring data and employee performance records to predict candidate success probability and long-term retention likelihood — giving recruiters an objective signal alongside qualitative assessment.
Before
Hiring decisions rely heavily on gut feel and interview performance, which are poor predictors of long-term success. High turnover in the first year is costly and disruptive.
After
Recruiters receive a data-driven success and retention score for each candidate, based on patterns from previous successful hires in similar roles. Decision quality improves.
How the agent works — step by step
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Candidate reaches final stages of selection process
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Agent accesses anonymized historical hiring and performance data from HRIS
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Identifies patterns associated with high performers and long-tenure employees in similar roles
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Scores the candidate's profile against these patterns across key dimensions
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Generates a prediction report: success probability, retention likelihood, top risk factors
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Posts report to recruiter's Teams channel alongside the candidate's profile
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Continuously analyzes performance data across the organization to identify top performers, emerging trends, and anomalies. Surfaces actionable insights for managers and HR leadership without waiting for quarterly reviews.
Before
Performance data is reviewed once or twice a year in formal cycles. Top performers are identified late, anomalies go unnoticed, and managers rely on memory rather than data.
After
HR and managers have a continuous, data-driven view of team performance. Top performers are recognized early, underperformance is flagged with context, and decisions are based on evidence.
How the agent works — step by step
- 1
Agent connects to performance management system and HRIS data sources
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Analyzes performance scores, objective completion rates, and peer feedback trends
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Identifies top performers, improving trajectories, and emerging underperformance signals
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Flags anomalies: sudden drops, outlier patterns, or teams with systemic issues
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Generates weekly performance digest for managers with team-level and individual highlights
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Delivers monthly HR leadership report with organization-wide performance trends
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Supports employees in setting meaningful personal and professional objectives aligned to company strategy. Tracks progress over time, sends check-in reminders, and surfaces blockers before they derail goal achievement.
Before
Goal setting happens once a year and is forgotten until the next review cycle. Employees don't track progress and managers lack visibility until it's too late to course-correct.
After
Every employee has active, tracked goals with regular check-ins. Managers see progress in real time. Goal completion rates improve and performance conversations are data-driven.
How the agent works — step by step
- 1
Employee sets goals via Teams or HR portal at the start of the period
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Agent structures goals in SMART format and links them to company OKRs
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Sends monthly check-in prompts asking for progress updates and blockers
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Tracks completion percentage and flags goals falling behind schedule
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Alerts manager when a direct report's goal is at risk — with context
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Generates end-of-period goal completion report for performance review preparation
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Analyzes engagement surveys, internal communications, and pulse checks to measure company climate, identify sentiment trends by department or team, and surface early warning signals before they become retention issues.
Before
Engagement surveys are run annually and the results take weeks to analyze. By the time insights reach leadership, the sentiment has already shifted. Problems are invisible until people start leaving.
After
HR has a continuous, quantified view of company sentiment by team, department, and topic. Early warning signals are flagged in real time. Leadership can act before engagement drops become attrition.
How the agent works — step by step
- 1
Agent continuously processes survey responses, pulse check data, and anonymized communication signals
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Applies sentiment analysis to identify tone, themes, and emotional signals across the organization
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Segments results by department, team, tenure, and role level
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Identifies declining sentiment trends and flags departments at risk
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Generates monthly sentiment report for HR leadership with key themes and recommended actions
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Alerts HR immediately when sentiment drops below threshold in a specific team
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Proactively identifies employees at risk of resigning by analyzing behavioral patterns, engagement signals, career progression data, and external market indicators — giving HR time to intervene before a resignation happens.
Before
Turnover is only known when it happens. Exit interviews reveal the reasons too late. Replacing an employee costs 50–200% of their annual salary and disrupts the team.
After
HR receives early warning on at-risk employees months before a potential resignation. Targeted retention actions can be taken while there is still time — reducing preventable turnover.
How the agent works — step by step
- 1
Agent reads employee data: tenure, performance trend, promotion history, engagement scores
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Monitors behavioral signals: reduced meeting participation, changing communication patterns
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Correlates with external factors: job market conditions for the employee's role and location
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Generates a turnover risk score for each employee with contributing factors
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Posts weekly at-risk list to HR Business Partners with employee-level detail
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Suggests tailored retention actions based on the specific risk pattern identified
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Compares current workforce skills against required capabilities — for today and for future strategic needs — identifying gaps at individual, team, and organizational level to guide L&D investment and hiring decisions.
Before
Skills inventories are rarely maintained and quickly go out of date. L&D spends on generic programs that miss the actual gaps. Hiring decisions are made without a clear view of what's missing.
After
HR has a real-time map of current skills vs. required capabilities. Training investment is directed to the highest-impact gaps. Hiring decisions are informed by clear evidence of what the organization is missing.
How the agent works — step by step
- 1
Agent reads current skills profiles from HRIS and learning system
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Maps required skills per role based on job descriptions and strategic workforce plan
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Calculates gap matrix: actual skills vs. required skills by role, team, and department
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Prioritizes gaps by business impact and feasibility to close through training vs. hiring
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Generates quarterly skills gap report for CHRO and L&D leadership
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Alerts when a critical skill gap is growing faster than it's being closed
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Predicts future headcount needs and capability requirements based on business growth plans, attrition trends, and market conditions — enabling HR to plan hiring, training, and succession proactively.
Before
Workforce planning is reactive. Hiring starts when roles are already vacant. Skills needs for future projects are identified too late to build internally. HR is always catching up.
After
HR has a rolling 12-month workforce forecast aligned to business plans. Hiring pipelines open before vacancies appear. Training programs are launched ahead of future skill demands.
How the agent works — step by step
- 1
Agent reads business growth plans, headcount budgets, and strategic objectives
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Analyzes historical attrition patterns, retirement projections, and internal mobility rates
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Models future headcount needs by department, role, and skill area
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Identifies gaps between projected supply and required demand over 3, 6, and 12 months
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Generates workforce forecast report: headcount plan, skill requirements, hiring timeline
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Updates monthly as business conditions change and attrition data is refreshed
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