The AI automation partner for enterprise HR.
We design, build, and manage AI-powered workflows across your HR technology stack.
Automating repetitive work from recruiting and onboarding to payroll, compliance, and offboarding — across ADP, Workday, UKG, SAP SuccessFactors, Oracle HCM, and the rest of your enterprise ecosystem.
We don't sell software. We build the automation layer that connects the software you already use.
We connect everything HR touches
Your HR systems stay exactly where they are. We build the intelligence layer that turns their events into finished work across your entire enterprise stack.
Trusted by growing businesses to deliver enterprise software, AI, and automation solutions
Automated from first application
to final exit
Every stage of the employee lifecycle has manual work hiding in it. We eliminate it stage by stage — start where the pain is worst.
Hire
Candidates screened, scheduled, and offered — recruiters only touch the top of the funnel.
- Candidate screening
- AI interviews (high-volume roles)
- Interview scheduling
- Offer approvals
- Background checks
Onboard
Laptop, logins, payroll, and welcome — ready within minutes of the offer being signed.
- ADP / Workday record created
- Okta + Microsoft 365 provisioning
- Slack & Teams access
- Equipment requests
- Payroll enrollment
Manage
PTO, promotions, and pay changes flow from request to done — approvals chase the approver.
- PTO & leave routing
- Promotions & transfers
- Compensation updates
- Performance review workflows
- Employee questions (HR helpdesk AI)
Exit
Same-day account shutdown, asset recovery, and clean handoffs — nothing missed, everything documented.
- Accounts disabled (SSO / SCIM)
- Asset recovery
- Benefits termination
- Manager notifications
- Exit surveys & file archiving
What is manual HR work costing you?
Adjust the sliders to your organization. The estimate uses conservative industry benchmarks for time spent on manual HR processes.
Recognize a problem you already have?
These are the engagements we're asked to build most often. Every one is a defined project with a clear before-and-after.
Why enterprise HR automation
projects fail
Most HR automation initiatives stall for predictable reasons. We've designed our engagement model around each one.
Too many disconnected systems
HRIS, ATS, identity, payroll, and IT tools each hold part of the truth — and nothing coordinates them.
One orchestration layer
A single automation layer coordinates every system, with one audit trail across the entire workflow.
Custom integrations that break
One-off scripts written against undocumented endpoints fail silently the moment a vendor changes an API.
Platform-native, monitored integrations
We build against official ADP, Workday, UKG, SAP, and Oracle APIs — with monitoring that alerts before users notice.
Manual approvals bottleneck everything
Workflows stall for days waiting on an approver who never saw the email.
Approvals that chase the approver
One-click approve/reject lands in Teams or Slack, with automatic reminders and escalation paths.
Shadow IT and tribal knowledge
The automation lives in one person's head or one unmanaged account — and leaves when they do.
Documented, owned, transferable
Every workflow ships with an architecture spec, operational runbook, and UAT sign-off. Your team owns it.
No ownership after go-live
The consultants leave, something breaks in month three, and nobody knows who's responsible.
Hypercare plus optional maintenance
We're on standby for the first month after go-live, with ongoing optimization available — but never required.
Not workflow automation.
A digital workforce.
Each deployment includes AI agents that work like tireless team members — monitoring, coordinating, escalating, and never forgetting a task.
HR Operations AI
Watches every onboarding, transfer, and exit in flight. When something stalls — a missing approval, an unprovisioned account — it chases it down or escalates to a human.
- Monitors onboarding progress end to end
- Escalates exceptions before they become day-one failures
- Coordinates approvals across HR, IT, and Finance
- Never forgets a task, a follow-up, or a deadline
Recruiting AI
Screens resumes against your rubric, interviews high-volume candidates 24/7, keeps every candidate informed, and writes results straight back to Greenhouse, Lever, or your HRIS.
- Screens resumes with explainable scoring
- Conducts structured first-round interviews
- Coordinates scheduling and candidate updates
- Creates offers for human approval
Payroll AI
Validates every change before it hits payroll: flags anomalies, catches missing approvals, and requests what's incomplete — so processing day stops producing surprises.
- Validates payroll changes against source approvals
- Flags anomalies and out-of-band amounts
- Requests missing approvals automatically
- Documents every change for audit
HR Helpdesk AI
An employee asks in Teams: "How many vacation days do I have?" It answers instantly with their real balance from your HRIS. 60–80% of routine questions never reach your team.
- Answers PTO, benefits, and policy questions in Teams or Slack
- Grounded in your actual HRIS data and policies
- Escalates sensitive topics to a human with full context
- Learns your policy updates automatically
What automation typically saves
| Automation | Typical impact |
|---|---|
| Employee onboarding | 3–6 hrs saved per new hire |
| Employee offboarding | 2–4 hrs saved per exit |
| PTO approvals | 80% less admin |
| Offer letters | 95% faster |
| User provisioning | Minutes instead of days |
| Payroll updates | 90% fewer manual entries |
Industry benchmark ranges. Your assessment produces figures specific to your environment.
Automated, not reckless
Every high-stakes action is gated behind a human review step. The workflow pauses, sends a notification, and waits for approval before proceeding.
Approvals arrive as a Teams or email message with a one-click approve/reject link. No new tools to learn.
| Checkpoint | Reviewer | On approval |
|---|---|---|
| Offer letter dispatch | HR / Recruiter | AI-drafted letter sent to candidate |
| Access revocation | IT or HR | SSO disabled, groups removed, stakeholders notified |
| Payroll & comp changes | HR / Finance | HRIS updated, payroll adjusted for next run |
| Distribution group changes | IT / HR | Azure AD memberships updated for new role |
From assessment to go-live in 8–12 weeks
HR Automation Assessment
We map your current HRIS, connected tools, and manual handoffs. You leave with a custom HR workflow blueprint — a prioritized automation roadmap for your stack, whether or not you work with us.
Discovery & design
Stakeholder interviews, API access verification, field mapping, and workflow architecture. We document current state and future state before writing a line of code.
Build & test
Workflow development, HRIS API integrations, AI agent configuration, and SSO/SCIM connections. UAT sessions with your team before anything touches production.
Deploy & hand off
Production deployment, monitoring setup, and a full operational runbook. Your team runs it — we're on standby for the first month and available for ongoing optimization.
What teams say after go-live
"Before this, offboarding someone meant six emails to IT and two Slack channels. Now it's one ADP event and everything happens automatically. We haven't had an access issue since go-live."
"The team moved fast. They understood our Workday setup from day one and didn't need hand-holding on the API side. We were in UAT by week six and live before the end of the quarter."
"I have had the utmost pleasure working with talent from DivVerse LLC and have been able to save costs by a significant margin while delivering quality products across multiple portfolio companies."