We spend about two weeks on site with your desks. You get a clear view of where candidate and client data goes today, which AI tools are safe to use, a written usage policy, and a ranked list of what to build first.
We sit with recruiters, account managers, and back office to see how a job order moves from intake to placement, and where the copy-paste work piles up.
We list every AI tool in use, including ATS add-ons and browser extensions, and check how each one stores, shares, and trains on candidate data.
A written policy covering resumes, client names, confidential searches, and screening, with an approved tool list recruiters can follow on day one.
A ranked list of next steps by effort and payoff, from quick wins in job posts and submittals to integrations with your ATS and CRM.
Every assessment is scoped to your headcount, locations, and tools. Tell us how your business runs and we’ll send a scope and a quote.
A home care agency ran its schedule on a decades-old HIPAA-compliant platform with no API. We audited the office's workflows, budget, and compliance needs, then built two Claude Cowork automations: open-shift scheduling (5 minutes to 39 seconds per household) and HR email drafting (40% less time).
AI audits for small businesses run from about $1,500 to $25,000 in 2026. Here is what drives the price, what you should get for it, and how to avoid overpaying.
A practical guide to writing an AI usage policy your team will actually follow, with a plain-language starter template covering approved tools, data rules, and disclosure.
How candidate records get in and out, which AI features are switched on, what connected tools can reach, and who has access. We review and recommend. Nothing gets changed without your sign-off.
Yes. It covers anyone who handles candidate or client data for your firm, including remote recruiters, contract sourcers, and offshore support. Everyone gets the same approved tool list and the same rules for resumes and confidential searches.
An owner or managing director to set priorities, whoever runs the ATS, and a few recruiters and account managers from different desks. If you handle onboarding or background checks in-house, we talk to that team too.
Very little. We work around fill deadlines, observe in short blocks, and keep interviews brief. Most of the detailed review happens with your operations lead and whoever manages your systems.