Human Resources
Automate the work, not the judgment.
SkipForward embeds engineers with People teams to take the volume off HR — the inbox, the intake, the packets, the policy questions — while every decision about a person stays with a person.
What good looks like
Typical first engagement- Policy questions self-served
- 71%
- Time to close a case
- 2 days → 20 min
- Employment decisions automated
- 0
That last number stays at zero on purpose. We start with one workflow, take the baseline with your team, and put a date on it. If the number does not move, neither does the invoice.
The Gap
HR’s problem was never capability. It was liability.
Every People team has the same list. A benefits inbox nobody can stay ahead of. Policies that differ by state and by acquisition. A case system full of notes no one can search. Onboarding that takes four people three days. The tooling to fix all of it has existed for two years.
What stops it is not the demo. It is the question of what happens when the model is confidently wrong about someone’s leave entitlement, when an employee asks why a system said no, or when an auditor asks who was able to see that record.
That is where SkipForward comes in.
The fastest way to lose an HR AI project is to let it make a decision a person should have made.
What We Build
The volume, handled.
Built on your HRIS and your documents, inside your environment, with employee data never leaving it. Then handed over running.
The HR service desk
Policy, benefits, and payroll questions answered from your actual handbook and plan documents — with the asker's own eligibility, tenure, and jurisdiction applied, not a generic answer.
Permissions before features
An employee sees their record. A manager sees their team. HR sees the case file. Enforced in retrieval, not in a prompt politely asking the model to be careful.
Document and case intake
Leave requests, verifications, accommodation requests, and benefits changes read, classified, and routed — with the genuine exceptions escalated instead of guessed at.
Onboarding and offboarding runbooks
Access, equipment, training, and payroll provisioned from one trigger — and torn down reliably on the last day, which is the half that usually leaks.
Policy consistency across jurisdictions
Find where your handbook, your state addenda, and what managers actually tell people have quietly drifted apart — before someone relies on the wrong one.
Audit trail by construction
Every answer traceable to the document and version it came from, retained on your schedule, and exportable the week counsel or an auditor asks.
Where We Draw The Line
We will not build the thing that decides about a person.
Employment decisions are classified high-risk under the EU AI Act, and tools that make or substantially assist them are auditable under laws like NYC Local Law 144. We are engineers, not your counsel — so we build on the assumption that your counsel will ask, and we keep the system on the safe side of the question by design rather than by policy.
AI does the volume
- Retrieve and explain policy the employee is actually eligible under
- Read, classify, and route inbound cases and documents
- Draft the response, the packet, and the summary for review
- Flag the exception, the deadline, and the missing signature
People keep the decision
- Hiring, promotion, and termination decisions
- Discipline and performance outcomes
- Accommodation and leave determinations
- Compensation and leveling calls
How We Work
Forward deployed, then gone.
A small team of engineers deployed into your organization, shipping in your environment on a clock we set together — with the handoff planned from the first week.
Phase 01
Embed
Our engineers sit with your team, map the workflow end to end, and agree on the one number we are here to move.
Phase 02
Prototype
A working system against your real data, in your environment. Narrow scope, honest evals, no demo-ware.
Phase 03
Productionize
Guardrails, regression evals, monitoring, and CI. It runs on a Tuesday morning without anyone watching it.
Phase 04
Transfer
Documentation, pairing, and training until your engineers own the roadmap. We stay on call, not on payroll.
Four phases, no fixed calendar. Each phase is sized to your scope rather than to a template. One well-bounded workflow can run embed to transfer in about three weeks; several systems in a regulated environment take longer. We size the phases with you during Phase 01, and the dates go in the contract before anyone writes code.
Fixed-scope pilot
One outcome, one price, agreed before we start.
Your stack, your cloud
We build in your repos and your accounts from day one.
Handoff in the contract
Exit criteria are written down, not left to good intentions.
Start Here
Let’s find your first outcome.
Thirty minutes to walk through the workflow you want to change. You leave with a one-page scope, a measurable target, and a price — whether or not you hire us.