Your recruiters spend 70% of their week on screening. The other 30% is the actual job.
From sourcing to scheduling, JD writing to onboarding to L&D, AI compresses the boring HR plumbing so your people team finally gets to do people work. Below are 15 HR workflows I rebuild with AI.
₹24.76 L / year saved
For a recruitment firm / in-house ta team · math shown below
Calculations are for this size of business
Type
Recruitment firm / in-house TA team
Annual turnover
₹1–4 Cr / year, 60–200 hires/year
Team size
5–15 recruiters
Locations
1 office
Bigger setup? Multiply the numbers by your scale (e.g. 3 clinics ≈ 3× savings). Smaller? Divide. The ratio of savings to cost stays the same.
Built & shipped by Imaduddeen Khan — same engineer behind the heavy-haul AI platform
If this sounds like your week
Hiring takes 47 days. Half of it is your recruiters waiting on candidates and panels.
Read it honestly. If even three of these hit, you are bleeding hours and money you will never get back.
Recruiters source from Naukri, LinkedIn, referrals — same candidate touched 3 times.
JDs copy-pasted; same candidate reapplies for many roles.
Interview scheduling consumes hours per role across panels and candidates.
Offer letter, BGV, joining kit prep — error-prone and slow.
New joiner onboarding documents missing on day 1.
Engagement surveys done annually; attrition surprises every quarter.
585 hrs
Hours wasted today
team time / month
85 hrs
Hours after AI
500 hrs returned
₹2.06 L
Monthly cost saved
78% reduction
₹24.76 L
Annual savings
compounds every year
The 15 automations
Traditional way → AI way, with the math on the table
Every line below is a real workflow I have built or could ship inside 2–6 weeks. The per-task numbers describe a reference setup at the upper end (busy clinic, full QSR week, etc.) using a loaded labour rate of ₹450/hr. The headline savings of ₹24.76 L/year at the top of the page are these per-task savings scaled down to the recruitment firm / in-house ta team described above. If your business is larger, multiply; if smaller, divide.
01 · Sourcing
Sourcing & shortlisting candidates
Traditional way
Recruiter searches Naukri / LI, opens 100 profiles per role to find 5.
• Time: 12 hrs × 30 roles / month
• Volume: ≈ 30 roles
• Total: 360 hrs / month
AI way (what I build)
Agent ingests JD, searches sources, ranks candidates, runs initial outreach via mail / WA.
You'll be hiring an engineer who already shipped this.
The same systems described above — agentic workflows, document extraction, voice agents, secure APIs, deployment — are running today inside a logistics company I built for. Not slides. Production.
Production-grade systems
13 modules, real users, real money flowing through them — see the heavy-haul case study.
Industry-aware design
Workflows are designed around how your domain actually moves, not generic ChatGPT wrappers.
Fast turnaround
First working slice in 7–14 days, full build in 2–6 weeks for most workflows.
Honest pricing
Fixed-scope quotes. You see the calculation, the build cost, and the payback month before signing.
Questions TA leads, HRBPs & people-ops heads actually ask
Frequently asked questions
Q.Does AI screening introduce bias in hiring?
It can — if you let it. We score on objective skills only, expose the rationale to recruiters, and audit decisions against demographic parity quarterly.
Next step is small
Send one WhatsApp. Get a free workflow audit.
I'll look at one painful workflow in your business and tell you, in writing, what it would take to automate it. No deck, no obligation.