AI digital worker · HR

Spencer

People operations coordinator

Coordinates hiring and onboarding. Never decides who gets hired.

Spencer takes on the coordination work of recruiting and onboarding, from first application to first day. Hiring managers make every decision; Spencer makes sure they have what they need to make it, on time.

Book a demo What Spencer does

Modes

CopilotAutopilot

Reports to

Your head of people

Works in

GreenhouseWorkdayGoogle Calendar

Interview panel confirmed

Illustrative example

DoneAutopilot

Role

Product designer

Candidate

Jordan Lee

Day

Thursday

TimeInterviewerFormatStatus

Time10:00

InterviewerAna Ruiz, hiring manager

FormatVideo call, 45 min

StatusConfirmed

Time11:30

InterviewerTom Becker, design lead

FormatVideo call, 45 min

StatusMoved, confirmed

Time14:00

InterviewerKeiko Sato, product designer

FormatPortfolio review, 60 min

StatusConfirmed

Times shown in the candidate's time zone.

Mon 16:05

Sent confirmations to the candidate and the panel.

Tue 09:12

Tom Becker can't make 11:00. Moved to 11:30 and updated everyone.

Spencer schedules. The hiring manager decides who moves forward.

Names, companies and figures are fictional.

See Spencer at work

Names and glyphs are personas for software agents. They help your team know who handles what.

The job

The job description

Six tasks Spencer takes on, inside the systems your team already uses.

Write job descriptions

Turns a hiring manager's brief into a job description and posts it.

Screen applications

Reviews applicants against the criteria you set, with a note on each.

Schedule interviews

Works across the panel's calendars and time zones, and sends confirmations.

Collect feedback

Gathers interviewer feedback and keeps the ATS up to date.

Prepare offers and onboarding

Drafts offer letters and onboarding paperwork for approval.

Answer policy questions

Answers employee questions on leave, benefits and policies from your handbook.

Two ways to work

Spencer drafts or finishes. You set the line.

We recommend starting every task in copilot and moving it to autopilot once your team is happy with the results.

Copilot

Spencer prepares. A person approves.

Shortlisting applicants

Waiting for approval

Spencer reviews new applications against the role's criteria.

It shares a shortlist with a short note on each applicant.

The hiring manager decides who moves on.

Hiring manager can: advance · hold · decline

Autopilot

Spencer finishes the job, inside your guardrails.

Interview scheduling

Done

Spencer schedules interviews across the panel's calendars and time zones.

It sends confirmations to everyone involved.

When someone cancels, it finds a new slot.

You choose the mode for each task, and can change it anytime.

CopilotAutopilot

A week on the job

A week with Spencer

TueWedThuFri

Tuesday

Screens new applicants and shares a shortlist with notes for the hiring manager.

Copilot

Wednesday

Finds a new interview slot when a panelist cancels, and updates everyone.

Autopilot

Thursday

Schedules the next round of interviews and chases missing feedback.

Autopilot

Friday

Sends the onboarding checklist and day-one schedule to next week's new hires.

Autopilot

An illustrative week. The real one depends on your tools, your volume and the rules you set.

Spencer prepares. A person approves.Illustrative example, not a customer result.

Guardrails

What Spencer won't do without you

Spencer follows these rules on every task. Add your own on top, and every action is logged.

How oversight works

People make hiring decisions

Never makes a hiring decision. A person decides who moves forward and who gets an offer.

Same criteria for everyone

Applies the same criteria to every applicant and records the reason behind each note.

Personal data stays put

Keeps personal data in your ATS and HRIS, visible only to the roles you allow.

The criteria are yours. They are written down, applied the same way to every applicant, and open to review by your team.

Tools

Where Spencer works

Spencer works inside these systems, with the access you grant. Your team keeps its tools, and the work shows up where it always has.

Each connection is set up with you during onboarding, and availability varies by system, so we confirm yours before you commit.

Product names are trademarks of their respective owners.

See all integrations

GreenhouseLeverWorkdayBambooHRPersonioGoogle CalendarDocuSign

FAQ

Before you hire Spencer

Still have a question? Talk to us

No. Spencer never makes a hiring decision. It screens applications against the criteria you set and writes a note on each. A person decides who moves forward, who is declined and who gets an offer. Spencer can then draft the follow-up message to each candidate, and your team approves it before it is sent.

Through clear criteria and human decisions. Spencer applies the same written criteria to every applicant and records the reason behind each note, so your team can see how each assessment was made. The criteria are yours, and you can review and change them anytime. A person makes every hiring decision. We recommend your HR and legal teams review the criteria before Spencer starts screening.

Only the roles you allow. Candidate and employee data stays in your ATS and HRIS, and Spencer works on it there. Role-based access controls who can see notes, shortlists and feedback. Every action Spencer takes is logged, and your data is used only to do the work you assign. It never trains our models.

Yes. Spencer answers questions on leave, benefits and policies from your handbook, in the channels you choose. When a question isn't covered by the handbook, or touches a personal or sensitive matter, Spencer hands it to your people team instead of guessing. You decide which topics Spencer may answer.

The team