Shortlist in two days instead of nine

Six agents handling screening volume, scheduling, and onboarding mechanics, with an HR lead owning every decision about a person.

Book a process audit

Good candidates go elsewhere while your process catches up

Most hiring delay is not deliberation. It is applications sitting unscreened, panels taking a week to schedule, and onboarding assembled by hand each time. The candidate you wanted accepted another offer on day six, and nobody ever finds out that is why.

Agents we deploy

Resume screener

Ranks applicants against the role and flags gaps.

See how it works →

Interview scheduler

Coordinates panels across calendars and time zones.

See how it works →

Onboarding runner

Triggers accounts, documents, and training on day one.

See how it works →

Policy answerer

Handles routine employee questions from your handbook.

See how it works →

Payroll prep agent

Assembles inputs and flags anomalies before the run.

See how it works →

Attrition signal agent

Surfaces retention risk from engagement patterns.

See how it works →

Our Impact

9 days to 2

time to shortlist

applications screened

55%

lower coordination cost

Who stays accountable

An HR lead owns every hiring decision, sensitive conversation, and anything touching employee relations. The screener ranks and flags. It does not reject, and it does not decide.

Yes, you can hire exactly one.

One dedicated specialist is a completely normal engagement here. You get the same management layer, the same quality checks, and the same reporting as a practice running a full team.

Never without a human

Move money or approve payment

Sign or commit to terms

Give legal, medical, or financial advice

Contact a customer on a sensitive matter

Delete data or close an account

Controls

Approval thresholds you set

Confidence limits that force escalation

Full audit log of every action and the reason for it

Sandbox testing before anything goes live

One click rollback on any agent

Data

Access aligned to SOC 2 practices

Least privilege, role based permissions

No client data used to train external models

DPDP and GDPR aligned handling

HIPAA aware workflows where relevant

Ownership

Agents, prompts, and workflows are yours

Model and vendor neutral, no lock in

Documented so your team can run it

Full IP assignment on everything built

Portable if you take it in house

Never without a human

Move money or approve payment

Sign or commit to terms

Give legal, medical, or financial advice

Contact a customer on a sensitive matter

Delete data or close an account

Controls

Approval thresholds you set

Confidence limits that force escalation

Full audit log of every action and the reason for it

Sandbox testing before anything goes live

One click rollback on any agent

Data

Access aligned to SOC 2 practices

Least privilege, role based permissions

No client data used to train external models

DPDP and GDPR aligned handling

HIPAA aware workflows where relevant

Ownership

Agents, prompts, and workflows are yours

Model and vendor neutral, no lock in

Documented so your team can run it

Full IP assignment on everything built

Portable if you take it in house

First agent live inside a month

Week 1 to 2

Process audit

We shadow the work as it actually runs, map volume, handoffs, and errors, and pick the highest value target.

Week 3 to 4

First agent live

Built, wired, and tested on real work. A human approves every action initially. Baseline metrics captured before anything changes, so the improvement is measurable rather than asserted.

Week 5 to 8

Pod assembled

Supporting agents added, offshore specialists trained and running it, approval thresholds loosened only as accuracy proves out.

Ongoing

Expand

New functions on the same model, weekly numbers on cost and speed, processes documented as we go.

At the end you own

The agent stack and every prompt

The documented process

The trained team running it

The weekly numbers behind it

We work inside your systems

Why Choose Us

Why Ved Consultancy is the partner you can trust for seamless revenue cycle management

Book a scoping call

Dedicated, not shared.

Your team works for you. They are not split across a rotating queue of practices.

A US point of contact.

Someone in your time zone owns the relationship from the first call onward.

Understanding before staffing.

We map how your revenue cycle actually runs before we fill a seat.

Proven before packaged.

Nothing gets sold to you that we have not already run ourselves.

FAQ

Your questions, answered

Does the screener reject candidates?

No. It ranks against criteria you define and flags gaps for a human to review. Every candidate outcome is decided by a person. This is a deliberate line and we will not cross it, because automated rejection is both a legal exposure and a bad way to hire.

What about bias in automated screening?

A screener trained on past hiring can reproduce past bias, and that is a real risk rather than a theoretical one. It ranks against explicit criteria you set rather than inferring from historic outcomes, rankings are reviewable with the reasoning logged, and a person makes every decision. You should still review the criteria themselves with employment counsel.

Are automated hiring tools regulated?

In several US jurisdictions, yes, with requirements that can include bias auditing and candidate notice. Obligations depend on where you hire and how the tool is used. This needs confirming with employment counsel for your jurisdictions before deployment. See open items.

Can the policy answerer handle employee complaints?

No. It answers routine handbook questions. Anything touching employee relations, grievances, or a sensitive matter routes to your HR lead immediately.

Can it run payroll?

It assembles inputs and flags anomalies before the run. It does not process, approve, or fund payroll. Agents never move money.

What does the attrition agent actually look at?

Engagement patterns in systems you already run. What it can see and what it flags are configured with you, and this one warrants a deliberate conversation about employee privacy before it is switched on.

Let's talk

Your next hire shouldn't be onshore.

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