Solutions·HR
Scheduling across four calendars, the interview kit built from the actual scorecard, the onboarding checklist that runs itself, the policy question answered from your handbook rather than from the internet. An agent does the logistics. A human does the judgement — and we mean that as a boundary, not a slogan.
The handoff
A People team is judgement plus an enormous amount of coordination, and the coordination is what stops the judgement happening. Every job below is the coordination half — deliberately.
Find the slot that works for the panel and the candidate, send the invitations with the right materials attached, and re-run the whole thing when one interviewer drops. The single most reliable source of hiring delay — and pure logistics.
For each stage: what this interview is testing, questions that actually test it, and what a strong and a weak answer look like. Generated from your own scorecard in the repo, so a new interviewer runs the same loop as an experienced one.
It assembles what every interviewer wrote, arranged against the scorecard rather than by who typed most, and highlights where two interviewers disagreed. Surfacing disagreement is the point. Resolving it is the panel’s job.
Accounts requested, the reading list assembled, the first-week plan drafted from the role, the buddy pinged. It is a checklist that executes instead of a checklist somebody has to remember to open.
Asked in a Slack thread, answered from the document in your repo with the section quoted. If your handbook does not answer it, it says that and routes to a person rather than filling the gap with a plausible policy.
It reads the roles you already have and the work that team actually does before writing the posting, so the description matches the job rather than the last posting for a similar title.
The output
The output here is deliberately about the process, not about the person. It makes the loop consistent and the bar explicit — which is the part a tool can genuinely improve.
The kit, the schedule, the debrief structure, the onboarding plan. Every one of those is about how you run hiring. None of them is a judgement about a candidate — and that boundary is a deliberate product position rather than a limitation.
Policy answers come from the document in your repo with the section quoted. A question the handbook does not cover gets routed to a person — the gap is reported, not filled.
The value of generating the kit from the scorecard is not speed. It is that the fifteenth candidate gets the same interview as the first — a fairness property before it is an efficiency one.
Where it reaches
People systems hold the most sensitive data in the company, so the mechanism matters more here than anywhere else. Connect each once for the project; the credential is decrypted server-side and attached to the outbound call.
Calendars, invitations and the mail thread with the candidate. Reading a calendar, booking on it and sending as you are separate actions with separate answers.
In Easy connect: click through the OAuth screen and the connection belongs to the project. Read the pipeline and the scorecard, write back stage and scheduling. Whether it may write at all is your grant to make.
The handbook, the scorecards, the onboarding plans. Increasingly these belong in the repo instead, where a change to a policy is a diff with an author and a date on it.
The one live channel. Policy questions get asked where people already are, and the answer comes back in the thread.
One project-managed connection the team shares, or a personal authorization where each member acts as themselves. For People systems the second is usually the right answer.
If a system holds data you would rather no agent touched, the correct configuration is not to connect it — not a softer permission.
How it runs
The same session machinery started three ways. In this function the automated mode is best pointed at logistics with a fixed date — never at anything evaluative.
Asked in a Slack thread, answered from the handbook with the section quoted. Questions the handbook does not answer get routed to a person instead of guessed at.
Set anything that sends to a candidate to Ask. The run pauses at the call showing the message and the recipient, and resumes from that exact point once you approve.
A cron trigger opens the session on day one and works the checklist: accounts requested, reading list assembled, first-week plan drafted, buddy pinged. Fixed date, fixed list, no judgement in it.
Control
This is the function where “the agent handled it” would be the wrong answer. The controls below are the platform ones; the first row is the product position.
No ranking, no scoring, no automated rejection, no recommendation dressed as a summary. The jobs on this page are scheduling, drafting, assembling and answering. Screening candidates is a decision about your hiring process — and it is not what this page is selling you.
The shipped default is permissive. For a People project, setting every message to a candidate or an employee to Ask is the first change to make. It is not already done for you.
The recruiting agent reaches the applicant system and the calendar. It does not reach payroll, because you did not list payroll for it — and it cannot discover that the connector exists.
The sandbox carries one project-scoped token and no third-party keys. Your applicant-system credential is decrypted server-side and attached to the outbound request, then thrown away.
Neuro OS is open source and self-hostable: your cloud, your VPC, or your own on-prem network. If personal data may not leave your infrastructure, run the whole platform inside it.
The same platform
One project, one set of connectors, one memory that compounds. Each team writes the skills for its own work; nobody stands up a second system.
“An agent does the logistics. A human does the judgement — and we mean that as a boundary, not a slogan.”
Any model, your keys. Neuro OS on your cloud, your VPC, or your own network.
