Every decision-adjacent run, attributable
If an agent touched a promotion, a review, or a termination-adjacent process, there's a record of exactly what data it saw and what it produced, not a reconstructed timeline assembled after a claim is filed.
HR teams can't automate people ops if it means loosening who can see sensitive employee data, and the sharper risk is downstream: an AI system that touches a people decision with no record of why is exactly what an EEOC complaint or a wrongful-termination suit goes looking for. Syntherion lets HR teams build, deploy, and manage AI agents for onboarding, employee questions, and approvals, connected to your HRIS and 1,000+ integrations so people operations keep moving, with a real record behind every decision-adjacent run.
Automate onboarding, employee questions, and approvals with AI agents in Syntherion.
HR agents built in the Factory handle onboarding, policy answers, and approvals, with employee-data access scoped per agent and logged to the Control Tower, so people operations move fast without loosening who can see what.
The lawsuit an ungoverned AI decision writes for you.
HR agents that touch hiring, performance, or access need disclosure, dual control, and a path from decision record to the exact run that produced it — not a freeform chat with no audit.
The lawsuit an ungoverned AI decision writes for you.
An AI system that influenced a people decision with no record of what it saw or why is discovery evidence waiting to be requested, and most "AI HR tools" can't produce one.
Proven for consistency before it touches a person
An agent involved in any people-facing decision runs through the same sandbox test cases every time, so it treats comparable situations the same way, the kind of consistency a bias claim specifically tests for.
A disclosure trail, not just a decision
Regulations in a growing number of jurisdictions require telling an employee when AI was used in a decision that affects them. Because every run is logged with what it touched and who it fed into, that disclosure is something you can actually produce, not something you'd have to reconstruct.
Onboard and support.
Syntherion agents handle the repetitive people-ops work end to end.
Every agent's access to employee records is scoped to what its task needs and logged to the Control Tower, so HR can prove exactly who touched sensitive data and what they touched.
Onboard new hires
Syntherion runs the onboarding checklist across every system so day one just works.
Answer HR questions
Syntherion deploys an agent that answers policy and benefits questions from your docs.
Generate documents
Syntherion drafts offer letters and policy docs from your templates automatically.
Run the team.
Syntherion keeps people operations moving without the manual chase.
Route approvals
Syntherion sends PTO and expense requests to the right manager and tracks the response.
Run surveys
Syntherion collects and summarizes engagement feedback so trends surface early.
Build reports
Syntherion assembles headcount and people reports from your HRIS on schedule.
A number you can trust, not an industry benchmark.
HR doesn't need a vendor's percentage. It needs time-to-productive and post-onboarding confusion, its own numbers, visible in the Control Tower.
Time-to-first-successful-use, and confusion tickets, both measured against your own rollout
How long it takes a new hire or manager to successfully use a tool after onboarding is tracked directly, and support tickets tagged "confusion" rather than "bug" in the 30 days after are counted separately, a real signal of whether training worked, specific to your rollout.
Too good to refuse: the record that protects you from a claim is a byproduct, not a project
The disclosure trail and the consistency evidence that would matter in an EEOC complaint or a wrongful-termination suit exist because agents run the way they always do, nobody has to remember to document anything separately for legal defensibility.
HR's dashboard node, built for the most sensitive data in the company.
Employee data is the highest-stakes knowledge base in the org, so HR runs on the same per-team isolation and dual sign-off as every other department, with nothing extra to configure.
Every HR agent, its own silo
HR's knowledge base, records, and agent runs live in HR's own isolated environment, no other department's agents can reach it without an explicit, audited grant.
Onboard once, then ship to every manager
An onboarding agent proven for one team ships to every manager's dashboard the same way, so HR doesn't rebuild the same checklist department by department.
For enterprise procurement & AI leaders
Stop renting your automation layer.
A 60-minute briefing: we map your stack, quantify what you'd replace, and show the results live.
- 01Architecture & governance review with your security team
- 02One working agent, built during the session and deployed to a real team dashboard
- 03Attributable ROI model tailored to your processes
Executive demo
45 minutes with our architects, a hands-on walkthrough against a process you actually care about.
SOC 2 · ISO 27001 · Self-hosted option · No commitment required