AI and software for HR teams, across hiring, onboarding, the query queue, employee records and training your people will actually finish.
The decision on every candidate stays with your panel. What changes is the waiting, the chasing and the paperwork around it.
In brief
EigenSpark builds AI systems and the software around them for HR, talent and learning teams. We shortlist against the description you actually wrote and show the reason for every ranking. We read onboarding and statutory documents, chase what is missing, and answer the leave, payroll and policy questions your team answers twenty times a week. We build training from your own products, policies and systems, and we measure whether it changed anything. A person decides on every hire, every exit and every case.
Your systems
Nothing here asks you to replace your HRMS or your payroll system.
Use cases
Hiring first, then joining and the query queue, then records and cases, then learning.
Applications ranked against the description you wrote, with the evidence for each ranking shown, so a recruiter can check it and disagree.
AI & Data Strategy →Descriptions drafted from your own past versions and the band, and a panel pack built per candidate with the questions the CV actually raises.
Generative AI →Every panel member scoring the same criteria, with notes summarised per candidate, so a decision is made on comparable evidence.
Generative AI →Offers costed against the band and routed through your approval chain, tracked by age, so nothing sits for a fortnight unnoticed.
Agentic AI →Identity, education, experience and statutory documents read, checked against the checklist and chased where something is missing.
Document Intelligence Engine →Employee questions answered from your own policy documents and their own record, with the clause quoted and anything unclear passed to HR.
Agentic AI →Attendance, overtime, deductions and new joiners checked against your rules before payroll runs, with only the exceptions listed.
Continuous Compliance Monitor →Registers, filings and the annual returns your establishment owes prepared from the records you already hold, ready for your team to sign.
Continuous Compliance Monitor →Leaving patterns read from your own record, by role, manager and location, so a retention conversation happens before the resignation.
AI & Data Strategy →Training generated from your products, policies, systems and real cases, so people learn on the work they actually do.
TabyLearn →Short follow-up delivered where people already are, on WhatsApp or Teams, with progress per person tracked over the weeks after a session.
TabyLearn →What your people can do today, held against the roles you are about to open, so the training plan follows the hiring plan.
Data Engineering & Platforms →How an engagement runs
Get the employee record straight, automate one queue, then hand it over.
Two to three weeks connecting your HRMS, ATS, payroll and learning records into one view per person, with one identity across all of them. Everything else on this page depends on this.
One queue taken end to end: shortlisting, onboarding documents, or the leave and payroll questions. Small enough to prove in a quarter and specific enough to measure.
Scoring criteria, policy answers, document checklists, escalation rules and course content live in a console your HR team runs. A new policy or a new role family does not need us.
Training
This is the function that owns training, so it gets both halves of what we do.
The HR team
Screening, drafting and policy work practised on your own descriptions, applications and documents, with the decisions that must stay human named.
Walk away withA screening routine you can defend, and drafted answers for the questions HR gets most.
HR operations and analysts
Querying HRMS and payroll data directly, building the checks that run before a payroll, and reporting attrition on your own history.
Walk away withA pre-payroll check that runs on its own, and an attrition report built from your history.
The CHRO and L&D leads
How to plan a programme across thousands of people, what to measure beyond completion, and how to keep the capability after the sessions end.
Walk away withA rollout plan by role, with what to measure and who owns it after we leave.
This is also where our own catalogue sits: AI & Machine Learning, Data & Analytics, Cloud & Infrastructure, Enterprise Systems and Leadership & Executive Readiness. See Training & Enablement for how programmes run.
The engineering half
Four layers of ordinary engineering. The first one is also where the privacy obligations sit.
A candidate who becomes an employee is one person in three systems. Getting that right is also how retention and erasure obligations become possible.
Your HRMS and payroll stay the systems of record. Most of the effort is the ATS, the job boards, the learning platform and the channels your people actually use.
Built for the person who talks to the candidate, with the reasoning shown, so a ranking or a policy answer can be corrected in the moment.
Defined once and used everywhere, so the recruitment review and the board pack cannot disagree. Your team runs and owns it.
The training we run is the same catalogue we would build for you: AI and machine learning, and alongside it SQL and data engineering, cloud, enterprise systems and cybersecurity. An HR team that understands what a model can and cannot decide writes better policy about it.
What we offer HR teams
Most teams start with the document queue or the query queue, and use three of the four.
Where an HR programme starts.
Where a single workflow starts.
The catalogue your people learn on.
Where the specifics change.
The specifics change by sector. See how this lands in BFSI or PSUs, and what the full catalogue covers in Training & Enablement.
Security and controls
A person decides on every candidate, every ranking is explainable, and personal data has a retention date.
No system rejects, hires, promotes or exits anybody. Shortlists are ranked and evidenced, and your recruiter and your panel decide.
A score shows the specific requirement it was measured against and the line in the CV it came from, so a recruiter can check it and overrule it.
Grievances, disciplinary matters and cases under your internal committee are handled by people. We build the register and the reporting, and nothing else.
Candidate and employee data carries its consent basis and its retention period, and erasure requests are handled inside your own systems.
FAQs
No. It ranks applications against the description you wrote and shows the evidence for each ranking, so a recruiter reads a shortlist of ten and never two hundred CVs. The decision at every stage is a person’s, and the reason for a ranking is always visible, because a hiring decision has to be explainable to the candidate and to you.
Three ways, and none of them is a claim that the problem is solved. The criteria come from your description and are visible; the fields that most often carry proxy bias are excluded from scoring and named to you; and the shortlist is compared against your own historic hiring outcomes to see where it diverges. We report what we find, including where the historic pattern is the problem.
No. SuccessFactors, Workday, Darwinbox, Keka, greytHR or whatever you run stays the system of record, and payroll stays where it is. The work is around them: the intake, the queues, the checks before a payroll run, and one view of a person across all of them.
It is our course generation product. It builds training around a business’s own products, policies and workflows, and delivers it through WhatsApp, Slack and Teams, which is where completion rates actually hold up. Reinforcement after a classroom session runs the same way. It is a good fit for a large workforce that will not sit through a portal course.
It answers from your own policy documents and the employee’s own record, quotes the clause it used, and passes anything it cannot ground to HR. Where a question touches pay, grievance or exit, it routes to a person by rule and answers nothing itself. The failure mode we design against is a confident wrong answer about somebody’s salary.
The DPDP Act needs consent for candidate and employee data that is specific, informed and unbundled, and a person can ask for erasure. The most common exposure we find is a CV database kept forever with no basis. We hold consent and retention with the record, keep the data in your own tenancy, and build the erasure path as part of the work.
To the extent that your systems record the work it was meant to change. We set the measure before the training runs: the task, the system it happens in, and the baseline. Then we measure against your own baseline. Where nothing in your systems records the behaviour, we will tell you that, and we will not report completion rates as an outcome.
The document intake and query queue work pays for itself at a few hundred employees, because the volume is what creates the cost. The hiring work is worth doing whenever a recruiter is reading more applications than they can read properly, which happens far earlier than that.
Related
The product this ships as, the catalogue behind the learning work, and where the specifics change.
Courses built on your own products, policies and systems.
→ PillarThe full catalogue, and how programmes are run.
→ ProductOnboarding and statutory documents read and checked.
→ FunctionWhere the registers and returns are owned.
→ IndustryLarge workforces, and training that has to pass an audit.
→ PillarThe engineering side, for the parts we build for you.
→Send the description, the applications and your current shortlist. We call you within 48 hours and go through which candidates your process missed and why, where the time in the pipeline actually goes, and what the first automation would be.
Talk to us