An AI CHRO and its agent team, working under your approval.
Give HireGenix a hiring goal. The AI CHRO turns it into a plan, and its departments of AI agents draft the requisition, source and screen applicants, run assessments and interviews, prepare the committee pack and the offer, and onboard your new hire. Your people approve the decisions that matter.
- agent departments
- 5
- stages, goal to first day
- 9
- autonomy levels you set
- A0–A4
- make every hiring decision
- You
From a hiring goal to a first day at work.
Every stage has an owner agent, and every decision that affects a person waits for a person.
01
Goal
Describe what you need in plain words — for example, three senior backend engineers in Bengaluru by mid-December, within budget.
Who
AI CHRO
You decide
The goal, its deadline and its budget
02
Plan
The AI CHRO turns the goal into a versioned plan of milestones, each with an owner agent, then checks progress and re-plans when reality drifts.
Who
AI CHRO
You decide
Approve the plan before any work starts
03
Requisition
The requisition is drafted and checked against your approved budget, then the job: description, criteria, screening rubric and pay range.
Who
Workforce Planner · Job Architect
You decide
The hiring manager and HR approve — and finance when the budget check fails
04
Sourcing & screening
Talent search, rediscovery of past applicants and a Recruiter agent for every job. Screening leaves out name, email, phone and photo, and thin evidence never rejects anyone.
Who
Sourcer · Recruiter · Screener
You decide
Rejections and uncertain calls wait for a person by default
05
Assessments & interviews
Pre-screening, tests, AI voice interviews and async video, with consented integrity checks. Scheduling works with supported calendars, and every scorecard rating needs evidence.
Who
Pre-screening Lead · Assessment Lead · AI Interviewer · Interview Coordinator
You decide
Every integrity outcome — a person reviews every flag
06
Hiring committee
An evidence pack, independent reviews and a bias check on the rationale. Integrity cases never enter the pack.
Who
Hiring Committee
You decide
The hiring manager makes the hiring decision
07
Offer
Terms inside the pay band, an approval chain and negotiation suggestions that stay inside the band. An offer is never sent without approval.
Who
Offer Manager
You decide
Every offer, change and withdrawal
08
Onboarding
An onboarding plan as soon as the offer is accepted: a first-day schedule, a buddy, documents with consent and 30, 60 and 90-day check-ins.
Who
Onboarding Lead · HR Helpdesk
09
People analytics
Funnel, time to hire, quality of hire and fairness figures from voluntary self-identification only. Forecasts are always labelled as forecasts.
Who
People Analytics
Departments of AI agents, led by an AI CHRO.
The AI CHRO plans the work and delegates to department heads, and each head runs specialist agents. Every job gets its own Recruiter agent, and a workspace can switch an agent off or narrow what it may do.
The lead agent
AI CHRO
Reports to your organisation admins. Owns goals, plans, priorities, briefings, escalations and the enforcement of policies and budgets.
Department
Talent Acquisition
Led by the Head of Talent Acquisition
- Workforce Planner
- Job Architect
- Employer Brand
- Sourcer
- Recruiter — one per job
- Screener
- Pre-screening Lead
- Assessment Lead
- AI Interviewer
- Interview Coordinator
- Hiring Committee
- Offer Manager
- Verification
- Candidate Experience
Department
People Operations
Led by the Head of People Operations
- Onboarding Lead
- HR Helpdesk
Department
People Analytics
Led by the Head of People Analytics
- People Analyst
- Funnel and Forecast Analyst
Department
Trust & Integrity
Led by the Head of Trust and Integrity
- Identity Verifier
- Proctoring Analyst
- Fraud Investigator
- Fairness Auditor
- Privacy and Compliance
Agency workspaces only
Agency Delivery
Led by the Agency Delivery Director
- Client Account Lead
- Submission Manager
Outside your organisation, the Career Agent works for candidates — and sees only their own data.
Autonomy you set. A legal floor no one can lower.
Every agent action passes an autonomy policy before it runs, and the decisions the law or your organisation reserves for people wait for a person.
Autonomy levels · per workspace and per job
- A0
Observe
The agent analyses and reports only.
- A1
Suggest
The agent proposes; a person acts.
- A2
Approval required· the legal floor
The agent prepares the action; it runs after a person approves.
- A3
Act with undo
The agent acts and tells you; a person can undo within the undo window.
- A4
Act
The agent acts; its work is reviewed in aggregate.
Presets run from Off to Full — but offers, integrity outcomes, biometric decisions and fraud-case actions never run above A2.
One approvals inbox
Every decision your agents need from a person, across departments — with the asking agent, the evidence and the deadline. Reminders and escalations keep requests moving.
The legal floor
Offers, integrity outcomes, biometric decisions and fraud-case actions never run above A2: a person always approves them. The floor is enforced in code.
Undo
Actions at A3 can be undone within the undo window. Automated rejection after screening stays off unless an organisation admin turns it on and acknowledges the legal warning.
Audit trail
Every agent run has a step-by-step trace, and automated decisions land in an append-only audit trail with one hash chain per organisation that you can export and verify.
Built for how you hire.
Companies, enterprises with business units and recruiting agencies each work in workspaces of their own organisation.
For companies
Companies
An agent team for growing hiring teams: Command Center, hiring projects, Hiring Autopilot, interviews, offers and onboarding in one workspace.
For enterprises
Enterprises
A workspace per business unit, single sign-on and SCIM, custom roles, IP allow-lists, customer-managed keys, a dedicated-database tier and data residency.
For recruiting agencies
Recruiting agencies
An internal workspace plus an isolated, branded workspace for every client, confidential clients, a client portal and a talent pool with consent records.
Assessments and interviews you can trust — and candidates can too.
Consented checks during proctored stages: identity verification and liveness, on-device signals, a second camera and follow-up questions in interviews. Signals become cases that people review; candidates receive a notice and can appeal.
- 01Consent first
- 02Signals on the device
- 03Evidence, not verdicts
- 04A person reviews
- 05Notice and appeal
What the engine will never do — part of the product, not a setting
No emotion AI
Nothing infers emotion, stress, facial expressions or deception.
No automatic outcomes
Integrity signals never reject anyone or end a session on their own.
A person decides
A person reviews every flag; escalated cases need two reviewers.
Biometrics are optional
There is a non-biometric alternative every time.
Scores stay separate
Integrity cases never enter the hiring committee’s evidence pack.
No AI-text detectors
Each test carries an AI-use policy instead.
Hiring doesn’t stop at yes.
People Operations and People Analytics pick up where Talent Acquisition ends — so the first day, the first questions and the first numbers are handled with the same care.
Onboarding Lead
Onboarding that starts at “yes”
An onboarding plan as soon as an offer is accepted — first-day schedule, buddy, documents with consent and 30/60/90-day check-ins.
HR Helpdesk
An HR helpdesk that cites its sources
Answers come only from your workspace’s own policy documents, with a citation for every statement.
People Analytics
People analytics you can trust
From funnel to quality of hire, including fairness figures from voluntary self-identification.
Find your next role with an agent on your side.
Search jobs with match scores, track every application in one place and get help from your own Career Agent.
- Job search with match scores — filter by remote, type, level and date, and sort by your personal match
- Matches, saved jobs and alerts — instant, daily or weekly
- A career home showing where each application stands and what to do next
- Practice interviews built from a real job posting, with an AI coach
- Career roadmaps with skill gaps and milestones
- Applications and offers in one place — compare offers and get help with negotiation
Career Agent
Only your data
Your Career Agent works only for you and sees only your data.
Career Agent
You stay in charge
It cannot apply, withdraw or message anyone for you.
Career Agent
Fair during tests
It never helps you answer an assessment or interview.
Career Agent
In your language
English, Hindi or Hinglish — on your phone as well as your desktop.
Your data stays yours, and people stay accountable.
Isolation, encryption and human oversight are part of how HireGenix is built — not settings you have to find.
Two walls of isolation
Every query is scoped to the active workspace, and PostgreSQL row-level security enforces the same boundary in the database. An isolation suite tests both on every pull request.
Encryption by key
TLS in transit, encrypted storage and AES-256-GCM envelope encryption of stored secrets with a key per organisation — including customer-managed keys.
Access on your terms
Single sign-on with OIDC or SAML 2.0, SCIM 2.0 provisioning, optional two-factor authentication, custom roles and IP allow-lists.
Your region
Files and AI calls stay in the EU (Sweden Central) by default, with a dedicated-database tier and data residency for enterprises.
Privacy by design
Consent before proctoring, data-retention jobs, data-subject export and deletion, and an audit trail of every automated decision.
Consent and transparency
Candidates are told when AI is used, give consent before proctoring and can appeal an integrity outcome.
Compliance documents
Documentation, not badges.
HireGenix describes itself as a high-risk AI system under the EU AI Act and documents it that way. There is no SOC 2 report yet — the readiness checklist is shared with the rest of the pack when you talk to sales.
- EU AI Act technical documentation
- Bias audit (four-fifths rule)
- DPDP records of processing — also GDPR Art. 30 records
- Retention schedule
- SOC 2 readiness checklist
Phone to wide screen, light and dark.
Web app
Light and dark mode, from 390px phones to wide desktops.
iOS & Android
Mobile apps for candidates, employers and agency client portals.
Six languages
English, German, Spanish, French, Hindi and Portuguese.
Supported providers
- Google Calendar
- Microsoft 365
- Checkr
- HireRight
- IDfy
- AuthBridge
- Microsoft Entra ID
- Okta
- Stripe
- MCP
- A2A
Integrations that need your own account are supported providers — and manual tracking always works.
Plans from $99 a month.
Each plan comes with an allowance of AI tokens. Pay monthly, or pay for twelve months up front.
Custom
A plan priced for your organisation — for enterprises and agencies whose needs the standard plans don’t cover.
Contact sales(opens in a new tab)- AI tokens power screening, sourcing, question generation, AI interviews and their analysis. Job posts are unlimited on every plan.
- Pay monthly, or twelve months up front with the tokens for all twelve months. There is no free plan.
- Prices in US dollars, checkout on Stripe. Need SSO, SCIM, your own keys, a dedicated database or residency? Ask about a custom plan.
Questions, answered.
It is the lead agent of HireGenix. You give it goals, policies and budgets; it plans the work, delegates to department heads such as Talent Acquisition and People Operations, asks people for the decisions that need them and sends daily briefings.
Not by default. Rejections and uncertain calls wait for a person. An organisation admin can turn on automated rejection after screening, with an undo window. Offers, integrity outcomes and decisions that use biometric data always need a person.
No. Nothing infers emotion, stress, facial expressions or deception, integrity signals never reject anyone on their own, and a person reviews every flag.
Yes. An agency gets an internal workspace plus an isolated workspace per client with strict silos. Staff see only the clients they are assigned to, and confidential clients stay unnamed on public job pages.
Google Calendar and Microsoft 365 — or calendar invites with a HireGenix video link. Background checks run through Checkr, HireRight, IDfy and AuthBridge with your own account, and manual tracking always works.
Not yet. HireGenix publishes a SOC 2 readiness checklist alongside its EU AI Act technical documentation, bias audit and DPDP records of processing — available when you talk to sales.
No. Every plan is activated by a verified payment, and plans start at $99 a month. Enterprises and agencies with other needs can ask for a custom plan.
See your AI CHRO at work.
Book a demo to see goals, plans, agents and approvals working together on a hiring process like yours — or have our team run it for you.