HR & People Operations
Your best people
are about to leave.
Cortex knows.
90 days before they hand in their notice.
Cortex detects disengagement from signals your systems already capture — before the decision is made. TAO agents run the routine so your HR team does what AI cannot: build relationships, develop people, and make your organisation somewhere people actually want to stay.
90 days
attrition early warning
60%
faster time-to-hire
82%
new hire retention at 12 months
50%
less HR admin time
Attrition Risk
Onboarding
Recruiting
Performance
At-Risk Flagged
7
↑ 3 new this week
Avg Risk Score
74%
↑ vs 61% last mo.
Interventions
4
↑ 2 resolved ✓
🧠 Cortex: High attrition risk — Sarah Chen, Sr. Eng LeadCollaboration –38% (14d) · 1:1 acceptance –40% (21d) · HR docs +300% (7d) · 12 PTO days booked. Risk: 82%. Replacement cost: $285K. Intervention brief ready.
Attrition Agent
Brief delivered to HRBP + manager · 4 accounts flagged this week
Done
Onboarding Agent
3 new hires · Day 5 checklist · 94% complete · 2 items pending
Running
Recruiting Agent
Offer letter for J. Williams approved · HRBP sign-off pending
Pending you
What's Actually Happening in Your HR Team
Your best people are leaving.
Your HR team found out when the notice landed.
HR admin consumes 60% of every workday
90% of companies missed hiring goals in 2025. Not because of talent shortage — because HR teams spent the month chasing onboarding paperwork, not recruiting.
Attrition signals invisible until resignation
By the time an employee hands in notice, the decision was made 90 days ago. Without Cortex, there's no system watching for it.You find out when it's too late to act.
Hiring takes 47 days. Offer quality suffers.
Manual screening, scheduling, and coordination drag hiring cycles past six weeks. 60% of top candidates accept another offer while your process is still running.
People decisions made without people data
Performance reviews rely on recency bias. Succession planning is a spreadsheet exercise. CHROs advise the board on workforce strategy with 3-month-old data.
HR & People Use Cases
Every people workflow, handled.
Select your role. See how TAO agents run the routine so your team focuses on the work that actually builds your organisation.
All Use Cases
CHRO
HR Business Partner
Talent Acquisition
L&D Manager
HR Operations
People Analytics
Attrition Risk Detection — 90 Days Early
Cortex monitors disengagement signals from data your systems already collect — without surveillance. Collaboration drops, meeting declines, document access spikes, PTO acceleration. When the pattern matches pre-resignation behaviour, you get a brief — not a resignation letter.
- Four signal types monitored: collaboration frequency, meeting acceptance, HR document access, PTO acceleration
- Individual risk scores with 90-day intervention window — not a generic alert
- Replacement cost calculated: time-to-fill × recruiter hours × ramp time × knowledge risk
- Confidential brief delivered to HRBP and direct manager — not broadcast broadly
- Intervention tracking: 30-day plan monitored for signal improvement or escalation
60–70%intervention success at 90 days vs 0% at resignation
Read more →Cortex Attrition Monitor
Sarah Chen — Sr. Eng Lead
Risk Score: 82%⚠ High
Collaboration (14d)
–38% vs baseline↓ Flag
1:1 Acceptance
–40% (21d)↓ Watch
HR Doc Access
+300% (7d)⚠ Flag
Replacement Cost
$285,000At Risk
Intervention window87 days remaining
High risk
Medium
Recovering
Onboarding Automation — Day One to Day 90
End-to-end onboarding orchestration. System provisioning, buddy assignment, policy acknowledgements, compliance training, check-in scheduling — all without HR chasing anyone. New hires are productive and connected from day one.
- Pre-boarding: offer acceptance → IT provisioning triggered automatically
- 30/60/90-day milestone check-ins sent and tracked — agent follows up on no-response
- Buddy matching via Cortex: skills, team, timezone, tenure alignment
- Compliance training assigned, tracked, and escalated before deadline
- HRBP gets daily close summary — exceptions only, not the full status
82%12-month retention for TAO-onboarded hires
Read more →Talent Acquisition & Recruiting Automation
Agents source, screen, and schedule — end-to-end. Time-to-hire drops 60%. Top candidates get responses within hours, not days. Recruiters focus on conversations that actually require human judgement.
- JD drafting from hiring manager brief — Cortex uses team context and role history
- Multi-platform sourcing: LinkedIn, job boards, internal talent pool simultaneously
- Skills-based screening — not keyword matching, actual capability evaluation
- Interview scheduling: calendar coordination across all panels in minutes
- Offer letter generation and DocuSign routing automated on verbal acceptance
60%reduction in time-to-hire
Read more →Performance Management & Review Cycles
Agents collect ongoing feedback across the review period, draft first-cut performance summaries for managers, and ensure calibration sessions happen on time. Reviews become insight-driven — not panic-driven at deadline.
- Continuous feedback collection — agents prompt peers and stakeholders quarterly, not annually
- Manager review draft generated from Cortex memory of contributions, not just recency
- Calibration session preparation: peer comparison, distribution analysis, flight-risk overlay
- Pulse surfaces performance distribution to CHRO before calibration — no surprises
50%faster review cycles
Read more →Learning & Development — Personalised at Scale
Cortex builds a skills profile for every employee from performance data, project history, and manager input. L&D agents assign personalised learning paths — the right content, to the right person, at the right moment in their career.
- Skills gap analysis: current capability vs. role requirements and career trajectory
- Personalised learning path — assigned, tracked, and nudged automatically
- Manager notified when employee completes development milestone
- Succession readiness score updated in Cortex as skills are acquired
3×L&D completion rate
Read more →Leave & Absence Management
Employees request leave in Nexus in seconds. Agents check entitlement, team coverage, and policy compliance — auto-approving what's clear, routing what needs a manager decision. No more email chains for simple requests.
- Policy-compliant requests auto-approved — manager only sees exceptions
- Team coverage check: flags if approval would leave a team under-staffed
- Entitlement tracked in real time — employees see their balance instantly via Nexus
- Absence pattern monitoring: Cortex flags unusual patterns for HRBP attention
90%requests auto-resolved
Read more →Succession Planning & Internal Mobility
Cortex maintains a skills graph across your entire workforce. When a senior role opens, agents surface the top internal candidates — with readiness scores, development gaps, and recommended bridge paths. Built from real data, not manager opinions.
- Readiness score: how close is each candidate to being ready for the next role
- Development gap analysis: specific skills missing and how to close them
- Retention risk overlay: who is high potential AND high flight risk right now
- Internal first: before external posting, Nexus surfaces matched internal talent to manager
40%of senior roles filled internally
Read more →Compliance Training & Certification Tracking
Agents track every mandatory training requirement across every employee — certifications, regulatory modules, annual policy acknowledgements. Reminders sent automatically. Escalation triggered before deadline. HR gets a live compliance dashboard, not a fire drill.
- Completion tracking per employee per requirement — real time, not monthly exports
- Automated reminders at 30, 14, and 7 days before deadline
- Manager escalation if employee misses deadline — with one-click reassignment
- HMAC-notarized completion record — audit-ready for regulatory inspection
100%completion rate before deadline
Read more →HR Service Desk — Employee Self-Service via Nexus
Every employee gets an AI HR advisor in their pocket via Nexus. Policy questions, payslip queries, benefits information, leave balances — answered instantly, accurately, and consistently. HR teams stop answering the same 12 questions every Monday.
- Answers grounded in your actual policies stored in Cortex — not generic templates
- Available 24/7 across desktop, mobile, and Slack/Teams integration
- Complex queries escalated to the right HRBP with full context pre-loaded
- Policy changes updated once in Cortex — reflected everywhere instantly
74%queries resolved without human involvement
Read more →Benefits Administration & Enrolment
Agents manage open enrolment windows, send personalised communications, answer benefits questions via Nexus, and process elections automatically. Every employee gets a personalised recommendation based on their life stage and usage history stored in Cortex.
- Open enrolment communications personalised per employee — not mass emails
- Benefits questions answered via Nexus chat — plan details, cost comparisons, coverage
- Life event updates (new dependent, marriage, etc.) processed automatically
- Enrolment completion tracked — agent follows up with non-completers before deadline
Zeromissed enrolment deadlines
Read more →Offboarding & Knowledge Capture
When an employee leaves — whether expected or not — agents trigger the full offboarding checklist. System access revoked, equipment returned, exit interview scheduled. Most critically: Cortex agents run structured knowledge transfer sessions before the person walks out the door.
- Access revocation across all connected systems — triggered on last-day confirmation
- Knowledge transfer sessions: structured interview capturing tribal knowledge into Cortex
- Exit interview sentiment analysed and trends reported to CHRO quarterly
- Successor briefing pack generated from Cortex memory of departing employee's work
100%knowledge captured before departure
Read more →CHRO — Your View
Pulse gives you workforce intelligence in natural language. Ask anything — retention risk, hiring pipeline, engagement trends, succession readiness. Cortex answers in under 5 seconds with causal evidence, not a delayed report. You advise the board with current data, not last quarter's.
CHRO Workforce Intelligence
Ask Pulse "which departments are most at risk of attrition this quarter?" or "why did our offer acceptance rate drop?" — and get a causal answer grounded in Cortex memory in under 5 seconds. Voice or text, any device.
- Natural language queries on any workforce metric — no dashboard training required
- Causal answers: not just "attrition up 12%" but why, tracing the chain of causes
- Board presentation prep: Pulse assembles the people slides from live Cortex data
- Persistent memory — follow up on last week's conversation without re-establishing context
<5sany workforce question answered
Read more →Workforce Planning & Headcount Intelligence
Cortex models the causal relationship between headcount decisions, productivity, retention, and business outcomes. Pulse gives the CHRO a live workforce plan — not a static headcount spreadsheet submitted in November.
- Real-time headcount vs. plan tracking per department, level, and location
- Attrition forecast: which roles will open in the next 90 days based on Cortex signals
- Scenario modeling: "What if we grow Engineering by 20% in Q3?"
- Cost impact of workforce decisions modeled causally before the board meeting
Liveworkforce intelligence
Read more →Organisation-Wide Attrition Intelligence
Pulse gives the CHRO a weekly attrition risk overview — which teams, which levels, which geographies — with the causal context behind each cluster. Not just a heat map: an explanation of why each risk is elevated.
- Department-level risk aggregation with trend direction
- Manager correlation: which managers show clustering attrition risk in their teams
- Compensation gap analysis: where is TAO seeing below-market signals
90 daysahead of resignations
Read more →Succession & Leadership Pipeline
Cortex maintains a real-time succession map across the organisation. Pulse surfaces readiness gaps to the CHRO before critical roles open — not after. Board talent discussions start with data, not opinions.
- Succession depth per critical role: how many people are 6–12 months away from ready
- Flight risk overlay: high potentials who are also high attrition risk right now
- Development velocity: who is improving fastest and should be accelerated
40%internal fills for senior roles
Read more →Board People Report — Auto-Generated
Agents pull live workforce metrics from Cortex and assemble the board people pack — headcount, attrition, engagement, hiring pipeline, succession status. CHRO reviews and approves. First draft ready in minutes.
- Live metrics pulled at generation time — no stale data in board packs
- Narrative commentary generated from Cortex trend analysis
- Pulse answers board questions live during the session
3 hrssaved per board cycle
Read more →HR Business Partner — Your View
Cortex sends you confidential attrition risk briefs before managers see any signal. You arrive at conversations armed with data, not intuition. TAO agents handle the admin so you spend your time on the relationships and conversations that actually move the needle.
Attrition Signal Monitoring & Intervention
You receive a confidential brief when any employee in your remit shows early attrition signals. Not after they resign — 90 days before. The brief includes the specific signals, the replacement cost, and suggested talking points personalised to that individual.
- Brief includes: signals detected, risk score, replacement cost, recommended approach
- Compensation gap check included — is this person below market for their role
- 30-day intervention tracker: are signals improving after your conversation
- Escalation to CHRO if risk remains high after two intervention cycles
60–70%intervention success rate at 90-day window
Read more →HRBP Brief — Confidential
Employee
Sarah Chen · Sr. Eng82% risk
Key Signal
HR docs +300% (7d)⚠ Flag
Compensation
–8% vs marketBelow
Replacement Cost
$285,000High
Suggested approachLead with project recognition, then career development conversation. Avoid direct "are you leaving?" framing. Focus on 12-month growth path.
Onboarding & Integration Monitoring
Agents run the full onboarding checklist. You get a daily exception summary — what's stuck and why. Your job shifts from chasing paperwork to ensuring new hires feel connected, supported, and set up for success.
- 30/60/90-day milestone check-ins automated — you see sentiment, not status
- New hire buddy integration scored weekly via Cortex collaboration signals
- Early attrition risk flags for new hires showing disengagement before 90 days
82%12-month retention
Read more →Performance Calibration Support
Cortex surfaces a full picture of each employee's contributions across the review period — not just what their manager remembers from the last 6 weeks. Calibration sessions become fair and fast.
- Manager calibration prep: Cortex-sourced contribution summary per employee
- Peer comparison data surfaced for calibration — distribution, outliers flagged
- Attrition risk overlay: who is rated low but is actually a flight risk
Fairreviews, not recency bias
Read more →Employee Relations Case Management
When an ER case opens, Cortex stores the case history with full confidentiality controls. Agents draft correspondence and procedural documentation. You manage the relationship — TAO handles the paperwork and precedent research.
- Case history stored in Cortex with 3-layer RBAC — access strictly scoped
- Policy precedent search: "how have we handled similar cases in the past?"
- Draft letters, PIPs, and outcome documentation generated for HRBP review
ConsistentER case handling
Read more →Leave & Flexible Working Management
Policy-compliant leave requests auto-resolved. Complex or boundary cases routed to you with full context and a draft decision. Absence trend monitoring flags patterns before they become management conversations.
- 90% of requests handled without HRBP involvement
- Unusual absence patterns flagged to you — not the manager — for sensitive handling
- Return-to-work workflow automated for long-term absence
90%resolved autonomously
Read more →Talent Acquisition — Your View
90% of companies missed hiring goals in 2025 — not from talent shortage but process friction. Agents source, screen, and schedule end-to-end. You have conversations with qualified candidates instead of chasing coordinators and calendar conflicts.
End-to-End Recruiting Pipeline Automation
Agents handle sourcing, screening, and scheduling autonomously. You focus on interviewing and closing. A 40-hour hiring week becomes 8 — because the coordination, the outreach, and the first-pass evaluation are handled by agents who run 24/7.
- JD generated from hiring manager brief + Cortex role history in minutes
- Simultaneous sourcing across LinkedIn, job boards, and internal talent pool
- Skills-based screening against defined criteria — not keyword matching
- First-round scheduling: panel calendars coordinated automatically on candidate interest
- Offer letter generated and DocuSign routed on verbal acceptance in the same day
60%reduction in time-to-hire
Read more →Pipeline · Sr. Software Engineer
Sourced
147 candidatesDone
Screened
28 shortlistedDone
Round 1 Scheduled
8 interviewsDone
Final Panel
3 candidatesRunning
Offer Ready
J. Williams preferred⏳ You
Internal Talent Mobility & Referral Intelligence
Before opening an external search, Cortex surfaces matched internal candidates — with readiness score, skills overlap, and career aspiration alignment. Internal first means faster fills, lower cost, and higher retention.
- Internal match surfaced to hiring manager before external posting goes live
- Readiness score: how close is each candidate to role requirements
- Referral network activation: Cortex identifies who in the org knows the right people
- Employee referral status tracked and rewarded automatically via Nexus
40%roles filled internally
Read more →Interview Scheduling & Coordination
The single biggest time sink in recruiting — eliminated. Agents coordinate across all panel members, find availability, book rooms, send candidate invites, and reschedule when things change. Recruiters don't touch a calendar for routine scheduling.
- Multi-panel calendar coordination in minutes not days
- Automatic rescheduling on cancellation — candidate experience maintained
- Interview prep pack sent to each panellist the morning of their interview
4 hourssaved per hire on scheduling
Read more →Recruiting Analytics & Funnel Intelligence
Cortex stores full pipeline data for every role ever opened. Pulse tells you where candidates drop off, which sources convert best, which interviewers have the lowest offer acceptance, and which roles consistently take longest to fill — causally.
- Source quality tracking: which channels produce the best hires vs. most applicants
- Interviewer quality: offer acceptance rates correlated to who ran the process
- Time-to-hire trend by role family, level, and hiring manager
Causalnot just descriptive
Read more →Candidate Experience Automation
Every candidate gets timely, personalised communication at every stage — not silence or generic rejection emails. Agents draft role-specific updates, rejection feedback, and offer communications. Your employer brand is protected even when volume is high.
- Application acknowledgement within 2 hours — automatically
- Stage-by-stage personalised updates at every decision point
- Rejection feedback generated from screening criteria — specific not generic
4.8★candidate experience score
Read more →L&D Manager — Your View
Cortex builds a skills profile for every employee from performance reviews, project history, and manager input. Agents assign the right learning to the right person at the right moment — not the same catalogue to everyone. You design the learning strategy; agents deliver it at scale.
Personalised Learning Path Assignment
Cortex builds a skills graph per employee. Agents compare current capability against role requirements and career trajectory, then assign the most relevant learning — not the most popular content. At scale, across thousands of employees.
- Skills gap: current capabilities vs. role demands + next-role requirements
- Learning path assigned, nudged, and tracked — agent follows up on non-starters
- Manager informed when employee completes development milestone
- 3× average L&D completion rates vs. self-directed catalogue access
3×completion rate vs self-directed
Read more →Skills Gap Analysis — Org-Wide
Pulse gives the L&D Manager a live skills heat map of the organisation. Where are the biggest gaps between current capability and business strategy? Which teams are most exposed to capability risk in the next 12 months? Designed L&D budget hits the right places.
- Org-wide skills inventory vs. strategic capability requirements
- Team-level capability risk: which functions are most under-skilled for growth
- Budget allocation recommendation: where L&D spend has highest business impact
StrategicL&D investment
Read more →Compliance Training Management
Every mandatory training requirement tracked per employee, per jurisdiction. Agents send reminders, track completion, escalate non-completers to managers, and generate the compliance report before the audit arrives — not after it's requested.
- Automated reminders at 30/14/7 days before each deadline
- Manager escalation on non-completion — agent drafts the message
- HMAC-notarized completion records — instant audit response
- Jurisdiction-aware: different requirements per country, per role
100%compliance before every deadline
Read more →HR Operations — Your View
More than half of all HR operational work can be agent-assisted or fully agent-driven across 300+ hire-to-retire subprocesses (PwC, 2026). TAO runs the high-volume, rule-based work so your team focuses on edge cases, employee experience, and process improvement.
Onboarding & Offboarding Orchestration
Full lifecycle orchestration — from offer accepted to day 90 onboarding complete, and from resignation received to last-day checklist done. Agents handle the provisioning, paperwork, and coordination. HR Operations handles the exceptions.
- IT provisioning triggered automatically on offer acceptance confirmation
- Paperwork sent, tracked, and chased without HR team intervention
- Offboarding: access revocation, equipment return, exit interview — all orchestrated
- Knowledge transfer sessions scheduled before last day automatically
Zerodropped onboarding tasks
Read more →Leave & Absence Administration
Policy-compliant requests auto-approved. Team coverage checked automatically. Entitlement tracked in real time. Employees see their balance in Nexus without asking HR. HR Operations only sees the exceptions that genuinely need a human decision.
- 90% of requests resolved without HR involvement
- Team coverage checked: agent flags if approval leaves team short-staffed
- Return-to-work workflow automated for long-term and medical absence
- Absence patterns escalated to HRBP — not manager — for sensitive handling
90%auto-resolved
Read more →Employee Self-Service via Nexus
Every employee gets an always-on HR advisor in Nexus. Policy questions, payslip queries, benefits details, leave balances — answered instantly from Cortex company memory. HR stops answering the same 12 questions 40 times a week.
- Answers from your actual policies in Cortex — not generic AI templates
- Policy updates reflected everywhere instantly when Cortex is updated
- Complex queries escalated to right HRBP with full conversation context
- 74% of queries resolved without human involvement
74%queries fully self-served
Read more →Benefits Administration & Enrolment
Open enrolment runs itself. Agents send personalised communications, track completion, and answer benefits questions via Nexus. Life events processed automatically. HR Operations manages edge cases — not the whole process.
- Enrolment communications personalised per employee — not mass email
- Non-completers chased automatically before window closes
- Life event updates processed in Nexus without HR form submission
Zeromissed enrolment deadlines
Read more →Compliance & Data Privacy Management
GDPR, right-to-access, and right-to-erasure workflows automated. Mandatory training tracked and notarized. Policy acknowledgements managed per employee. Cortex stores the evidence chain — audit response becomes a report, not a scramble.
- GDPR right-to-erasure: removes all Cortex memories, embeddings, and records on request
- Right-to-access: generates full employee data export automatically
- Policy acknowledgements tracked, timestamped, and HMAC-notarized
Instantaudit response
Read more →HR Reporting & Analytics Automation
Monthly HR reports generated from live Cortex data — headcount, attrition, absence, time-to-hire, compliance status. No manual data pulls. No spreadsheet consolidation. Delivered to stakeholders on schedule, automatically.
- Headcount, attrition, absence, compliance — all on auto-generated schedule
- Ad hoc reports via Pulse: "Show me attrition by department this quarter"
- Payroll reconciliation inputs generated from Cortex HR records automatically
Zeromanual report preparation
Read more →People Analytics — Your View
Cortex is your analytics layer. Every metric, every signal, every event across the employee lifecycle — stored, structured, and queryable. Pulse answers complex workforce questions with causal chains, not just correlations. You move from descriptive to predictive to prescriptive — in one platform.
Predictive Attrition Modelling
Cortex builds a causal attrition model from 18+ months of employee signal data. Not correlation — causation. Which specific signals predict attrition, in which order, with which lag times. Pulse surfaces the model's output to HRBPs as actionable individual briefs.
- Four signal types: collaboration, meeting acceptance, HR document access, PTO acceleration
- Lag-time analysis: which signals appear first, which appear last before resignation
- Manager correlation: which management behaviours correlate with team attrition
- Intervention effectiveness: which actions actually improve signal trajectory
82%signal confidence average
Read more →Workforce Causality — Why Things Happen
Pulse answers "why did offer acceptance drop?" or "why is Engineering attrition spiking?" with full causal chains — tracing from the root signal through the causal path to the business outcome. Not a correlation table. A causal map.
- Root cause analysis on any workforce metric in under 5 seconds
- Causal chain: manager change → engagement drop → collaboration decline → attrition
- Business impact quantification: what is this attrition cluster costing in productivity
- Cross-functional causality: operational workload → burnout signals → HR impact
Causalnot just descriptive
Read more →Skills Graph & Workforce Capability Mapping
Cortex builds and maintains a skills graph across your entire workforce — updated as people learn, deliver, and grow. Pulse makes it queryable: "Which teams have Python data engineering skills?" "Who is closest to ready for the VP Engineering role?"
- Skills sourced from: performance reviews, project records, certifications, manager input
- Skills graph queryable via Pulse in natural language — no SQL needed
- Succession readiness score per role: how deep is the internal bench
- Skills gap vs. strategic plan: where will we be exposed in 12 months
Liveskills graph across entire org
Read more →Agents in ActionHR operations,
HR operations,
running right now.
What TAO looks like inside your People function — agents handling onboarding, recruiting, attrition monitoring, and compliance simultaneously.
Agent Activity
LIVE
Onboarding Agent
Day 5 check-in sent to 3 new hires · 2 responded · 1 follow-up queued
just now
Cortex Signal
⚠ Attrition risk: Sarah Chen — 82% · Brief prepared for HRBP · Intervention window: 87 days
4s ago
Recruiting Agent
Shortlisted 8 candidates from 147 applications for Sr. Software Engineer · Panel calendars aligned
9s ago
Performance Agent
Q2 review pack running — collecting feedback from 24 peers across 6 employees
running…
Benefits Agent
Open enrolment reminder sent to 47 employees who haven't completed · 18 days remaining
16s ago
Onboarding Agent
IT provisioning complete for M. Patel · Start date Mon · Access to 14 systems confirmed
22s ago
Recruiting Agent
Offer letter sent to J. Williams · DocuSign link active · Expiry: 72 hours
28s ago
Cortex Signal
⚠ Compliance training: 3 employees at risk of missing GDPR deadline · Escalating to managers
35s ago
Pending Approval
3
Attrition Risk
Intervention plan for Sarah Chen · Approve HRBP conversation brief + manager talking points
Cortex: 82% risk · 87-day window · Replacement cost: $285K · Comp gap: –8% vs market
Recruiting
Offer to J. Williams · Sr. Software Eng · $185K + equity · Band-compliant
Recruiting Agent: top-ranked candidate · 3 competing offers in market · 72hr window
🧠Cortex People Signal82% conf.
Collab –38%→1:1 decline→HR docs +300%→Resignation
Pulse for People LeadersAny people question.
Any people question.
Causal answer.
Under 5 seconds.
Pulse gives CHROs, HRBPs, and People Analytics the workforce intelligence that was previously buried in BI tools and quarterly reports. Natural language. Voice-first. Grounded in Cortex's 18-month memory of your entire employee lifecycle.
🎙️Voice-first — ask in a board meeting, get an instant spoken answer
🔗Causal chains — why attrition rose, not just that it rose
🧠18-month Cortex memory — patterns, trends, and prior interventions all accessible
🔒HMAC-verified — every answer cryptographically timestamped and traceable
"Why is Engineering attrition spiking this quarter?"
Pulse answered in 4.1 seconds
Engineering attrition increased 8.4 percentage points this quarter vs. the prior 12-month average. Cortex traces three causal chains: (1) Three Engineering managers changed in Q1 — their teams show 2.3× the attrition rate of stable-manager teams (behavioral lag: 45 days). (2) Compensation gap widened — Engineering benchmarks moved 14% while the band was frozen. (3) The IT infrastructure project drove 28% overtime for Plant 3 engineers for 11 consecutive weeks, correlating strongly with subsequent collaboration collapse signals.
Manager changes → 2.3× attritionComp gap +14% → signal clusterOT surge → collaboration –38%
"Which of our senior hires in the last 12 months are at highest risk of leaving?"
Pulse answered in 2.8 seconds
Three senior hires from the last 12 months show early attrition signals. Sarah Chen (82% risk, 87-day window) is the most urgent — collaboration and 1:1 acceptance both declining. Marcus Webb (61% risk) shows compensation dissatisfaction signals after declining the last two project lead opportunities. Dr. Amara Osei (44% risk) shows meeting acceptance decline correlated with a new manager assignment in week 6.
People ROI with TAO
Numbers that CHROs take to the board.
90d
attrition early warning before resignation
60%
reduction in time-to-hire across all roles
82%
12-month retention for TAO-onboarded hires
74%
of employee queries self-served via Nexus
50%
reduction in HR admin time per person
Cortex MemoryYour people AI
Your people AI
understands patterns.
Cortex stores 18+ months of employee signal data — collaboration patterns, engagement indicators, career milestones, performance history. Not surveillance — operational data your systems already produce, structured into a causal model that surfaces what matters before it's too late to act.
What Cortex stores for People
🔮 18-month employee signal history
📋 Every performance review and contribution
🎓 Skills graph with evidence links
⚖️ HR policy — enforced at every retrieval
📍 Career milestones and role history
🔐 HMAC-notarized chain on all AI outputs
90d
attrition signal lead time
82%
average attrition signal confidence
4
signal types monitored per employee
CORTEX · PEOPLE MEMORY LAYERS
01
Episodic
Every hire, departure, promotion, review, complaint — with timestamp
02
Semantic
Employee profiles, team structures, role requirements, skills graph
03
Temporal
18-month signal history — what each employee's patterns looked like, when
Patent 2
04
Causal
Which signals predict which outcomes — with lag times and confidence
Patent 2
05
Procedural
Which interventions worked — stored and applied to future similar cases
06
Policy
HR policies enforced at every query — approval limits, escalation rules, GDPR
Cortex people insight — right now
"Marcus Webb's collaboration pattern matches the same pre-resignation trajectory that 3 engineers showed in Q4 2024. In those cases, a career development conversation at this stage retained 2 of 3. Recommended: HRBP-led conversation within 14 days." Confidence: 74%
Connects to your existing HR & people tech stack
💚 Workday HCM
🔵 SAP SuccessFactors
🟠 Oracle HCM
🌿 BambooHR
🟢 Greenhouse
🔴 Lever
💼 LinkedIn
🔧 ServiceNow HR
API-first. No HRIS replacement. TAO sits on top of your existing people tech — reading signals, not replacing systems.
Return on Investment
The people business case. In numbers.
Conservative estimates based on published industry benchmarks. A single retained senior hire at $285K replacement cost typically pays for the platform in month one.
Use Case
Impact
Annual value
Attrition prevention (3 senior hires retained)
90-day warning
$855K+
Recruiting (60% faster, 15 hires/yr)
–28 days/hire
$420K+
HR admin time (50% reduction, 5-person team)
2,400 hrs/yr
$180K+
Onboarding improvement (82% vs 65% retention)
+17% first-yr
$340K+
Employee self-service (74% query deflection)
1,200 hrs/yr
$90K+
Compliance training (100% on-time completion)
Zero fines
$50K+
Conservative total (500-person org)
—
$1.9M–3.5M+
Based on 500-person org, average senior replacement cost $285K. Sources: Josh Bersin Company, PwC AI Agent Survey 2026, SHRM Benchmarking Report, Gartner CHRO Survey 2026.
What your HR team does instead
🤝
HRBPs build relationships
Not chase paperwork. Your HRBPs arrive at manager conversations with data — not from gut feel, but from Cortex signals. They coach, develop, and retain people. Agents handle the admin.
🎯
Recruiters close candidates
Not coordinate calendars. A 40-hour hiring week becomes 8. Your recruiters spend their time on conversations that require human judgement — candidate experience, culture assessment, closing.
🌟
L&D develops people meaningfully
Not track training completion in spreadsheets. Cortex identifies capability gaps. Agents deliver personalised learning. L&D designs the strategy and the content — agents execute it at scale.
📊
CHRO advises with confidence
Pulse answers board-level workforce questions in under 5 seconds. The CHRO walks into every executive conversation with current data and causal insight — not last quarter's HR dashboard.
Built for every people roleThe right intelligence,
The right intelligence,
to the right person.
👔
CHRO
Pulse on desktop and voice. Org-wide attrition heat map. Workforce planning with causal intelligence. Board people pack auto-generated. Never leading with last quarter's data again.
Pulse · WATCH · ASK · ACT →
🤝
HR Business Partner
Confidential attrition briefs delivered before managers see any signal. Performance calibration data from Cortex. ER case management with precedent search. You arrive informed, not reactive.
Cortex Signals · Nexus Approvals →
🎯
Talent Acquisition
Agents source, screen, and schedule. You interview and close. A 40-hour hiring week becomes 8. Time-to-hire drops 60%. Candidate experience is protected even at volume.
APEX Recruiting Agent · Cortex →
📚
L&D Manager
Cortex identifies skills gaps. Agents assign personalised learning paths at scale. 3× completion rates. Compliance training tracked and escalated automatically. You design strategy — agents deliver it.
Cortex Skills · L&D Agent →
⚙️
HR Operations
50%+ of your team's operational work runs autonomously. Leave requests, benefits enrolment, onboarding checklists, compliance tracking — handled. You focus on edge cases and process design.
APEX Agents · Nexus Self-Service →
📊
People Analytics
Cortex is your analytics layer. 18-month employee signal history. Causal attrition modelling. Skills graph queryable in natural language. Pulse answers complex workforce questions with causal chains, not correlations.
Cortex Causal · Pulse Analytics →
Your next resignation
doesn't have to be
a surprise.
Book a 30-minute demo. We'll show you Cortex detecting attrition signals — on a dataset that looks like yours. 90 days of warning that changes everything.