HR automation takes the repetitive admin out of hiring and onboarding. It screens applications against your criteria, schedules interviews, collects joining documents and answers routine employee questions. We build it around the HR tools you already use. Your team still makes every hiring and people decision; the automation handles the reminders, follow-ups and paperwork.
Plan. Build. Deploy. Live in 90 days.
Your first automation is live within 30 days, or we keep working free until it is.
If your first automation isn’t live within 30 days, you get your money back. See the terms
Clients of Tailwebs
Applications from job boards and your careers page summarised and ranked against your criteria, ready for a person to shortlist.
Scheduling and reminders synced with Google or Microsoft 365 calendars.
Brightline HiringWhatsAppHi, any update on my application?
Automated replyHi Tom, yes. You’ve moved to the final round. We’ll send interview times by Friday.
Status updates by email, or WhatsApp where the market uses it.
Yes. We connect it to your existing systems, so data moves between them on its own and nobody copies it by hand.
LinkedIn
Indeed
Google Calendar
SlackYour first automation is live in month one, and the rest are live, tested and handed over by day 90. Here is what you receive each month.
Audit your workflows, pick the automations with the best payback and launch the first one.
Build and connect the rest to your tools, and test every flow with real data.
Go live, train your team and set up tracking.
India's penal laws, read by AI and turned into a searchable database with an AI research assistant.
It depends on your volumes and tools, so you get a fixed quote after a 30-minute call.
Get a quote on WhatsAppRecruitment automation handles the repetitive steps of hiring, such as screening applications, scheduling interviews and updating candidates, while a person makes every hiring decision.
The high-volume, rule-based ones: interview scheduling, collecting documents from new joiners and answering the same policy questions every week. They save time quickly and carry little risk.
It can summarise and rank applications against criteria you set, but it doesn't remove bias by itself and can repeat bias in past data. A person reviews the shortlist and makes the decision.
Usually not. A lighter HR tool with automation around it often covers hiring, onboarding and leave for a small team at a fraction of the effort.
With a checklist for each new joiner, document requests that send their own reminders, and an assistant that answers first-week questions from your handbook. Legal checks such as right-to-work stay with you as the employer.
[Data-handling statement for candidate and employee data: where it is stored, who can access it and how long it is kept]
Prefer email? hello@tailwebs.com