HR or recruitment consultant: the AI in your clients' HR tools, on facts.
The HR directors you support wonder what the AI features in their tools do. Ojja's free readout opens the conversation on facts; you bring the HR diagnostic, and you follow with them what changes.
An HR consultant's questions
- How do I open the conversation with an HR director, with something other than a brochure?
- Which AI features rank, sort or evaluate in my client's HR tools?
- Can my client explain to a candidate how the tool processed them?
- After the diagnostic, how do I stay by their side?
The processes you carry at your clients
- Answering a candidate.
- Following what the recruiting software turns on.
- Preparing the works council information, when your client decides to.
- Choosing recruiting software.
- Training and informing.
What Ojja takes off your plate
- Documenting the AI of HR tools, client by client and vendor by vendor.
- Rebuilding the state of an HR tool to answer a candidate. Ojja estimate: 1 to 3 days per request.
As long as Ojja does not read recruiting software, it documents from release notes and from what your client declares; it does not read their settings.
Each “Ojja estimate” is a starting order of magnitude, set by Ojja with its assumption when it has one: neither a measurement nor a promise. The measurements of our first customers will replace it.
Your levers, therefore your engagements
- Your engagements, pre-filled, coming. Secure to deploy, train the teams concerned: each of your client’s levers arrives with its facts, and usage after opening proves what your engagement changed.
Your dated reason to call
- An update announced by a client’s HR vendor, with its effective date.
- A new decision on the works council and AI, in the register the site keeps up to date.
What Ojja gives you
- The free readout, to open the door. Ten minutes of your client's administrator's time, read-only: three counts, and an assessment you hand over, with your reading. A first meeting with the HR director, on facts.
- Their HR tools, found without installing anything. Recruiting software, an HRIS or an assessment tool found among the applications in their tenant, behind their website's careers link, or declared by them. Each tool found has its fact sheet, to be confirmed by your client.
- The material for your diagnostic. For each feature that touches their candidates or employees: what it does according to the vendor, what the vendor documents of its logic, or “not documented”, and the frameworks the public catalog links to it, with the points to review with your client's counsel.
- Your clients' views, including the People view. With Ojja Watch, each client's workspace has its views by role. The People view brings together every AI feature that touches their candidates and employees, whatever the vendor, from the most recent to the oldest.
- What is coming, client by client. The updates announced by your clients' HR vendors, with their effective date, before they apply: a dated reason to see each HR director again.
- All your clients on one screen. One line per client, with what is left to decide.
Your diagnostic, your name
- The HR diagnostic is your engagement: Ojja does not step in and does not take its place.
- Your debrief outline and your proposals carry your name; Ojja's readout carries neither your name nor your code.
- What you recommend remains yours: Ojja makes no recommendation.
- You do not have to be a lawyer: Ojja gives you the facts and the points to review; on a point of law, you invite your client's counsel.
Fictional example
You are running an HR diagnostic at Coralis, 240 accounts. The free readout finds its recruiting software among the applications in its tenant; its HR director confirms it and declares since when the feature that sorts applications has been active. The fact sheet says what the vendor documents of its logic: partly, with the address of the page read. Your diagnostic starts from there; Coralis decides.
What Ojja never does
- Ojja reads no application, no resume, no evaluation.
- Ojja gives no figure per person.
- Ojja does not say whether a tool discriminates, nor whether your client is within the rules.
- Ojja does not do your job: no consulting, no integration, no training.
Ojja does not provide legal advice: it records and documents; how the law applies to your situation is for your counsel to determine.