Agents
Everyone is being sold AI. Almost nothing is being put into production. We help HRIS leaders separate the demos from the durable use cases, design the operating model that comes next, and build the agents that actually run. Tell us where you are; we will tell you what is next.
01The honest taxonomy
AI vendors have decided every feature is now an agent. The label sells, but it muddies the case for what you actually need to build, and it makes your internal AI governance harder when no one agrees what an "agent" actually is. We help you place what you're describing on the honest map below, pick the smallest approach that does the job, and give your risk, audit and IT teams a shared vocabulary they can sign off on. Hover any triangle.
02The architecture
Most agents look great in demos and fall apart in production. The difference is architecture. Every agent we build is designed as a coherent system. Reasoning at the top. Action surfaces routed through a universal protocol. Memory and coordination on their own track. Evaluation and governance running across everything. This is where production agents are won or lost.
03Agents in our roadmap
Some are live in customer tenants today. Others are in active development. All are designed to live inside Workday. They are also a starting point: we build custom agents on your specific HR use cases, often by extending or composing the ones below rather than starting from scratch.
Guides managers through complex HR transactions. Job changes, terminations, comp adjustments. Drafts the right business process steps, surfaces the right policy, and routes for approval. The end of "how do I do this in Workday?" tickets.
An always-on growth partner for every employee. Helps them set meaningful goals, recommends related learning, checks in on progress, and nudges before goals go stale. Coaching that scales beyond the annual review.
Monitors every integration touching Workday. Spots failures, drafts diagnostic notes, suggests fixes, and opens the ticket for your team. Stops integrations from being the silent cause of payroll incidents.
A data-quality agent that continuously scans Workday for inconsistencies, duplicates, and stale records. Drafts the fixes for your team to approve, with a full audit trail. Keeps reports clean without an ETL pipeline.
Continuously reviews your organisation structure. Flags naming-convention drift, position-management issues, span-of-control outliers, and orphaned reports. Org health, without the quarterly clean-up project.
An agent built for your HR use case. Often by extending or composing the agents above. Talk to us →
04Agent Development
The build offer. A senior pod, working alongside your team, ships one production agent at a time. Same Workday tenant. Same security model. Audited end to end. We design every engagement so your team owns and can evolve the agent the day we leave.
Inventory the skills, tools, context and memory the agent needs. Bound the problem. Align with your AI council on success criteria before we cut code.
Architecture, evaluation suite, governance plan, risk and Annex III posture. Decisions documented in your tenant. Reviewed with HRIS, IT and DPO together.
Iterative shipping in fortnightly increments. Evaluation gates between each. Hardening pass before production. Your engineers paired with ours from day one.
Live in your tenant. Your team running the agent with us in the loop, then us out. Runbook, evaluation suite and skill library handed over with capability transfer.
A senior pod. Your people working alongside, not watching from the side.
What you keep when we leave. Yours to evolve, with or without us.
12–20 weeks per agent
Fixed-fee per phase · monthly billing · stop-or-continue gates between phases
05Phase 0 engagement
A small, focused engagement designed to make the next, bigger decisions easier.
Stakeholder interviews, current-state map, data inventory. We listen more than we present.
Workshop with HR, IT and legal. Score every idea on value, risk, feasibility, fit.
What gets a human in the loop, what does not, what the audit looks like.
Pick the three to pilot. Architecture, KPIs, sequencing, owners, all on one page.
06Transformation advisory
Agents are not the destination. They are the catalyst. The HR function is being reshaped from the inside, and the operating model, the job architecture and the capability map all need to follow. We work with CHROs and HRIS leaders to design the HR organization that comes next, not just the agents that fit inside the current one.
Workshops with HR leadership to redesign how HR delivers value. Service tiers, channel mix, the role of HRBPs, the shape of centers of excellence. Two to four months, senior-led.
Which roles change, which retire, which emerge. How careers progress in an HR function where agents handle the operational layer. Practical, not theoretical.
The HRIS team's evolution. What to hire, what to develop, what to outsource, what to retire. A capability plan for the next 24 months, anchored to your agent portfolio and platform direction.
07Deliverables
Every engagement we run produces deliverables you own forever. The shape depends on what you're solving for. Phase 0 maps the landscape. Transformation Advisory designs the future state. Agent Development ships running agents. Here is what each one leaves behind.
A four-week engagement to make the next, bigger decisions easier.
Operating model, job architecture, and capability planning for the agent era.
Agents built on Workday, governed by your security model, audited end to end.
08Proof
The most common reason teams stall on AI is not the technology, it is the absence of an honest map. Here is what an agent-readiness engagement actually looks like in a complex HR landscape.
A scored AI heatmap across the HR process landscape, a manager experience assessment, an end-to-end process review on a complex staffing process to identify agent opportunities, and a three-horizon roadmap connecting near-term wins to a longer-term agent architecture. The HRIS team finished with a clear, defensible map of where to bring AI in first, and where not to.
Phase 0, transformation advisory, or agent development. Three doors. Same firm.
