Candidates do not wait – in a candidate-driven market, speed wins. Automate screening, scheduling and standard communication, so your HR team has time again for what counts: real conversations and individual care.
AI as a partner for recruiting, onboarding and employee retention.
Automatic review and categorisation of applications by skill profile and qualifications.
A bot that answers candidate questions about benefits and culture 24/7 and pre-qualifies contact details.
An internal bot that helps new colleagues through the first week and answers all routine questions instantly.
Automated analysis of sentiment surveys for a healthy company culture.
The biggest efficiency killers in modern recruiting.
Many applications per role, most do not fit. Manual screening takes hours – top candidates are long gone to the competition.
Average time-to-hire is often weeks. Every day of delay increases the risk of losing the preferred candidate.
Writing rejections, sending interim notices, coordinating appointments – standard communication eats hours a week.
New staff ask hundreds of questions: VPN, holiday policy, tools. Line departments are annoyed, HR overwhelmed.
We make your employer brand visible and attract the right talent.
Reviewing applications, writing rejections, answering onboarding questions – HR teams spend much of their time on administrative tasks instead of strategic people work. AI can pre-qualify applications, automate standard communication and guide new staff through the onboarding process. But which solutions fit your company size and recruiting strategy? In the Impulse Workshop (3 hours) we analyse your HR processes and develop a concrete automation plan.
3 hours • remote or on-site • incl. preparation
A clear automation plan for your HR processes: which AI tools save the most time, how they integrate with your ATS/HRIS, what they cost and when they pay for themselves. Plus: a bias check and compliance recommendations.
Answers for HR leads and recruiters.
Exactly the opposite is our goal. Through bias checks and objective criteria, AI helps reduce prejudice in pre-selection. We train systems on neutral criteria (skills, experience, qualifications) instead of names, gender or origin. The final decision always lies with the human. Regular audits ensure no discriminatory patterns emerge.
Studies show: candidates rate an immediate, helpful answer from a bot more highly than weeks of silence from a human. Transparency matters: candidates should know they are communicating with a bot. For final decisions and personal conversations, a human always takes over.
Yes. We focus on scalable solutions that pay off from a modest number of hires per year. If you save many hours of screening time per hire, the investment pays off quickly. In the initial consultation we calculate transparently.
AI analyses incoming applications by defined criteria: education, work experience, skills, qualifications. It categorises candidates into "very suitable", "suitable", "less suitable". Your HR team sees a structured overview with highlights and can focus on the most promising candidates. Instead of reviewing 100 CVs manually: review 20 pre-qualified candidates.
AI can conduct pre-interviews: standard questions about availability, salary expectations, motivation. That saves time in pre-qualification. For real job interviews with professional and cultural questions, humans should always be responsible. AI supports, but does not replace the personal conversation.
New staff have hundreds of questions in the first weeks: "How do I activate my VPN access?", "Where do I find the holiday policy?", "Who is my contact for IT?". The onboarding bot answers these instantly – 24/7. It guides through checklists, sends reminders and escalates complex questions to HR. That relieves the line departments and speeds up onboarding.
We integrate AI solutions into common systems such as Personio, Workday, SAP SuccessFactors, BambooHR, Recruitee, etc. Via API interfaces, candidate data can be synced, status updated and workflows automated. If your system has no API, we work with workarounds or standalone solutions.
A pilot (e.g. CV screening or a chatbot for candidate questions) is often ready in 3-4 weeks. More complex integrations into existing ATS/HRIS take 6-8 weeks. We always start with quick wins that show results immediately and then expand step by step.
Candidate data is subject to GDPR. We rely on European solutions with GDPR compliance. Data is stored encrypted, only authorised people have access, and after the statutory retention period it is deleted automatically. Candidates have access and deletion rights at any time.
Yes. AI can analyse LinkedIn profiles, identify suitable candidates and generate personalised outreach messages. You review and send the messages – or let the AI send them automatically. That scales active sourcing without a loss of quality. Importantly: transparency and respect towards candidates remain the top priority.
"HR stands for Human Resources. AI gives the HR team the resources back to be human again."
Markus Kirchmair helps companies future-proof their recruiting and HR processes through the use of AI. His focus is on the balance between technological efficiency and human empathy.
AI fundamentals, tools and regulation explained clearly.
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