Hank.
Applicant screening, interview scheduling, onboarding, policy Q&A.
The expensive problems Hank solves.
Five pain points that mid-market operators tell us cost the most — in hours, in churn, or in missed revenue. Hank is built for these.
- 01The pain
Hiring takes 90 days and costs $60K+ per role between recruiter fees and lost productivity.
10× faster applicant screening. Time-to-hire compressed to 2–3 weeks for most roles.
- 02The pain
Top candidates ghost because scheduling takes four days of back-and-forth.
Interviews booked across team calendars in under 5 minutes — candidate, hiring manager, panel.
- 03The pain
New hires hit a wall of paperwork on day 1 and lose momentum before they start.
Offer letter → signed docs → onboarding workflows all fire automatically. Day 1 starts productive.
- 04The pain
Your team keeps asking the same policy questions — PTO, expense, benefits — over and over.
Instant answers from your handbook. Your manager stops being a search engine.
- 05The pain
Expense reports are a mess and finance approves them blind because review takes too long.
Every expense pre-categorized against your policy. Only the exceptions hit a human inbox.
End-to-end, not just chat.
10 concrete tasks, owned end-to-end. Not "AI suggestions" — actual work that closes the loop.
- 01
Read every applicant resume against the real job spec, rank the top 10 with written reasoning.
- 02
Schedule interviews across team calendars without the six-email back-and-forth.
- 03
Send candidate-friendly rejection messages so your employer brand stays intact.
- 04
Generate offer letters and trigger DocuSign or comparable e-sign flows.
- 05
Run new-hire onboarding — paperwork, system access, intro meetings — automatically.
- 06
Answer policy questions ("what's our PTO?", "can I expense this?") from your handbook instantly.
- 07
Track PTO requests, surface scheduling conflicts, manage approval flows.
- 08
Categorize expense reports against your accounting categories, flag policy violations.
- 09
Send anniversary, birthday, and milestone notes so retention touches actually happen.
- 10
Surface attrition risk signals weekly (engagement, late submissions, missed 1:1s).
Don't see your tool? If it has an API, we connect to it during deployment.
Companies hiring 1–10 roles a quarter with no dedicated HR ops person. Operators tired of recruiter fees.
- Screen applicants against your real hiring criteria
- Schedule interviews with calendar logic, not back-and-forth
- Run new-hire onboarding paperwork end to end
Your next hire shouldn't take 90 days.
Talk to us about deploying an AI employee in 14. We'll show you the role that pays for itself first.