Automation, employee experience and data-driven decisions.
The best time to start using AI in HR is now - the tools are there, and so is the impact. The first use cases show the potential: payroll processing in one hour instead of one or two days, automatic candidate matches for more quality and diversity in recruiting or HR chatbots that answer thousands of enquiries simultaneously and noticeably reduce the workload of teams.
AI in HR unfolds its potential on two levels: in the automation of standardised, data-intensive processes and in the intelligent support of almost all core processes. The key lies not only in new software: the decisive factor is how existing systems and processes are already utilising AI - visibly or invisibly.
Strategic clarity instead of theory
We develop a well-founded HR strategy with clear priorities, practical use cases and quick wins - individually tailored and with a roadmap that shows where AI creates real added value: from efficiency gains to better employee experience and data-based decisions.
Orientation in the AI jungle
The HR tech market is changing rapidly. With our compact AI profiles, we show which AI functions HR tools really offer, how they can be used and whether their use is worthwhile. Using objective evaluation criteria, we make AI functions comparable and separate real added value from marketing promises.
HR-IT expertise with market insight
Our team comes from HR, knows the practice and translates smoothly into the IT world. We think automation, digitalisation and AI together and improve HR processes where it hurts. We get the most out of your existing HR systems, regardless of the provider.
Digitalisation is the foundation. AI is the further development. Digital processes and a high-quality database are required for AI to be used effectively in HR. This is the only way to systematically analyse data, identify patterns, provide sound support for decisions and make predictions. On the other hand, it is important to note that many of the AI innovations have not yet fulfilled their inflated expectations and often require behavioural and cultural changes within the company, which take time.
However, our experience shows that initial quick wins can often be realised quickly - for example, by activating existing AI functions in existing tools. AI is often already part of everyday life, as "embedded AI" in HR software or standard tools that work without a visible "AI" label.
In a workshop with HR and/or management, we impart knowledge about AI and discuss initial potential applications. This results in an initial strategic indication - through to a complete strategy paper.
Your result: Orientation, priorities and a clear approach for AI in HR.
„What is possible with our existing software?“
We review your existing HR IT and data infrastructure, talk to manufacturers and identify specific use cases and quick wins. Goal: Utilise integrated AI functions without introducing new tools - with a clear roadmap and cost-benefit analysis.
Your result: Immediate effect, realistic planning, maximum utilisation of your systems.
„Where does automation make sense and how can AI provide support?“
We analyse your HR processes - from recruiting and payroll to time management - and identify automation and digitalisation opportunities as well as AI potential, including for media disruptions or manual tasks. We prefer to use tools that are already available in the company.
Your result: Practical solutions that solve problems that have often remained unsolved for years - with a clear business case.
We support the implementation of the measures: activate existing functions, automate processes or programme selected tools - in close coordination with your IT. This makes AI really tangible in everyday HR work.
Your result: Relief in day-to-day business, quickly visible successes and a lasting effect.
Many HR systems already have integrated AI functions that can be used at no additional cost. More complex solutions or customised implementations vary in cost. After a free initial consultation, you will receive a transparent offer.
Yes, if key requirements are met. For HR, this means above all: compliance with the GDPR (lawful use, transparency, purpose limitation, data minimisation) and compliance with the special protection rights for automated decisions. In addition, the EU AI Act imposes stricter obligations on many HR applications (e.g. recruiting or performance appraisals), such as risk analyses, documentation and human supervision. In Germany, the co-determination of the works council must also often be included. We make sure that these requirements are taken into account right from the start.
No, not necessarily. Many modern HR systems (e.g. Workday, SAP, Personio) already contain AI functions. It is often sufficient to activate these specifically.
For companies with digitalised processes and a clean database or those who are just setting this up and want to consider AI from the outset. Typical fields of application: Recruiting, onboarding, employee services. AI can automate routine tasks and support processes (e.g. reporting, payroll accounting), support analyses and promote strategic HR work. Both smaller, growing companies and larger HR teams with high efficiency pressure benefit from the possibilities.
Short questionnaire → AI maturity assessment → non-binding discussion → transparent offer.
You will then be supported by one or two permanent consultants from analysis to implementation.
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