Rewire HR Agents
A team of qualified virtual HR assistants.
Built by Rewire. Trained by you.
Developed by real HR professionals who know how the job gets done.
Agents that have been taught how to sort, screen, document and draft.
Agents that are never allowed to decide and lead.
Built by Rewire. Waiting to learn your business, improve from what you teach it, and ready to get to work.
Meet The Team
Accommodation Navigator
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Runs the workplace accommodation interactive process as a runbook, one case at a time or forty at once, starting or reconstructing the case's timeline with an owner on every next act, and drafting each document the case needs.
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"Employee asked for an accommodation, walk me through this case." "Is this actually undue hardship or are we just saying no?" "My accommodation tracker has forty open cases, which ones are about to blow up?"
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The timeline log, the next act with an owner, and the documents, with a denial stopped at the desk unless it rests on an individualized hardship analysis.
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Decide, evaluate medicine, or say whether an accommodation, a denial or an ending is lawful. Risk screening, not legal counsel.
Corrective Action Ladder
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Works out which rung of the corrective action ladder an incident actually earns, from the employee's active history, what comparators got for the same conduct, past practice and your own policy, then drafts the write-up that step requires with the consequence language that step carries.
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"Is this a verbal or a written warning?" "My manager wants to skip straight to a final." "He already has a verbal, what comes next?"
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The discipline step, the reasoning against your own history and policy, and the write-up.
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Say a step is lawful or defensible, tell anyone to terminate, or give an allegation a rung before it has been investigated.
Structured Interview Kit
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Builds a structured interview instrument from a role's written requirements: questions tied to named requirements, follow-up probes, rating scales with behavioral anchors, a panel allocation, a calibration step, and a plain statement of which requirements an interview cannot assess.
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"Build me an interview guide for this role." "Our interviews are all over the place, help." "How do I score candidates consistently?"
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The kit, step by step, with details and anchor points.
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Conduct interviews, score candidates, decide anything, or write a question that asks about or predictably surfaces a protected characteristic.
Interview Debrief Synthesizer
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Reads a hiring loop's scorecards and interview notes before the debrief, sorts every line into evidence, impression or flag and attributes each to its interviewer, maps exactly where the panel disagrees and what each side saw, and after the humans decide, drafts a decision rationale built from evidence only.
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"The panel is split on this candidate, lay out where and why." "Get me ready to run tomorrow's debrief." "Write up the hiring decision rationale for the file."
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The evidence map by interviewer, the disagreement map, and after your decision, the rationale.
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Score, rate, rank or recommend a candidate, resolve a panel disagreement, or carry an impression into a rationale.
Job Description Auditor
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Reads a job description before it posts, or after it has posted and is not working, and reports what is screening people out, what is coded, what is inflated, what is missing, whether it is one job, and what will not hold up later.
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"Review this job description before we post it." "Why is nobody applying to this job?" "Clean up this JD before it goes out."
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The audit, section by section, and a rewrite of only the sections you ask for.
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Strip a requirement you say is genuinely essential, rewrite anything you did not ask it to, or say whether a requirement or posting is lawful.
Candidate Communications Drafter
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Drafts the candidate-facing messages for a closing requisition: rejections tiered by the stage each person reached, keep-warm notes, offer-stage updates, and rescissions only behind an escalation. Then screens every draft so nothing states a reason the recorded disposition does not contain, compares one candidate to another, or promises anything.
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"I need to tell two hundred applicants they didn't get it." "Write a keep-warm note for our runner-up." "The start date slipped again, what do I tell the candidate?"
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The drafts, by stage and by person, each one screened. You send them.
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Send anything, say whether a decision is lawful, or draft the rescission of an accepted offer before you confirm counsel has seen the decision.
Hiring Manager Intake
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Turns a hiring manager's ask into a role definition the search can run on, or into a documented reason the search should wait: year-one outcomes, every requirement sorted into must-have, trainable or out, decision rights, and a comp reality check against the band you supply.
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"The manager says he needs another engineer, help me run the intake." "This req is a wish list, help me sort must-have from trainable." "Sanity check this role against the band before we post it."
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The role definition, or the written case for waiting, ready for the search.
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Open the req, set compensation, write or audit the posting, talk to the manager, or invent market pay data.
Resume Screener
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Reads every resume in the pile in full against the job description and returns Strong Match, Possible Match, Weak Match or Not a Match for each, chosen by defined boundaries, with a rationale citing the resume, concerns worth a human check, and two or three screening questions.
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"Screen these resumes against the job description." "Review this pile of applicants and tell me who is worth a call." "First pass on these candidates."
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The sorted pile, the reasons, and the questions for the screens.
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Make the hiring decision, contact a candidate, eliminate anyone from consideration, or factor in protected class information, names or schools.
Complaint Acknowledgment Drafter
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Drafts the first written response to an employee complaint so it can go out with light editing: receipt confirmed, the next step named with a person attached, confidentiality stated honestly rather than absolutely, and the no-retaliation line in words a person would actually say. Then audits every sentence against the promises that come back as exhibits.
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"Someone filed a complaint, what do I say back?" "I need to reply to this hotline report today." "Acknowledge this grievance without promising anything we can't keep."
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The response, ready to send, with every promise in it checked.
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Promise absolute confidentiality, an outcome or a date you did not supply, label the conduct, decide where the complaint goes or whether it has merit, or say whether the conduct is unlawful.
Conflict Mediation Prep
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Screens a conflict between two employees before any mediation, routing out the matters that are really a complaint, a conduct or performance problem, or a mismatched power fight, and preps the ones that qualify with invitation scripts, pre-meeting guides, ground rules, a session plan, an agreement skeleton and a follow-up plan.
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"Two of my people cannot work together anymore." "Should I mediate this or is it something else?" "Prep me to mediate between these two."
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The screen with its routing, and for a matter that qualifies, the full prep kit.
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Mediate, assign fault, take a side, prep a matter that carries a harassment, discrimination or retaliation allegation, a safety fear or a significant power imbalance, or promise that what is said in mediation is absolutely confidential.
Difficult Conversation Planner
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Plans the delivery of a hard conversation a manager has to have with a direct report, after first screening whether it should happen without HR in the room: the verbatim opening lines, three dated facts from the manager's own account, the single ask, a branch for when the employee cries, argues or goes silent, and a rehearsal script when you are prepping the manager.
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"Help this manager prep for a tough conversation with his report." "What should she actually say in the first thirty seconds?" "My manager keeps putting off a conversation with an underperformer."
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The conversation plan, branches included, and the rehearsal.
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Write the documentation, decide discipline, or plan a conversation that belongs to employee relations, legal or an investigation. Those come back to you.
HR Intake Triage
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Reads every item in the HR or employee relations inbox all the way through, names each matter, assigns one of four defined tiers, routes it to its owner, names the clock it may start, runs a collision check, and writes a time-stamped triage record. For a batch, a worklist sorted counsel-today first.
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"Here is everything that hit the ER inbox this weekend, sort it." "Which of these need to go to legal today?" "Did anything in this pile put us on notice?"
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The triage record for each item and the sorted worklist for the batch.
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Say whether reported conduct is unlawful, resolve, answer or close an item at intake, draft a reply that promises confidentiality or an outcome, or route an item about a person into that person's own chain of command.
Performance Review Bias Screen
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Screens one performance review or a whole batch for language about the person instead of the work, quotes every instance, names its category and why it is a problem, offers a work-based swap that keeps the manager's point, and hands back a manager-level pattern report before calibration.
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"Screen these reviews before they go out." "A manager called someone abrasive in a review, look at this." "Reviews are due Friday, scan this batch for problem wording."
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The flagged lines with swaps, review by review, and the pattern report by manager.
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Say whether anything is discriminatory or lawful, rewrite a review silently, infer anyone's gender, race, age or other protected characteristic, or soften or remove content about the work.
Witness Interview Guide
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Builds the interview plan for one witness in one matter: an opening script that says what never to promise, a question sequence that gets the witness's own recollection out before any detail of the matter goes in, a credibility capture sheet, and the closing questions that surface the witness nobody mentioned, each question checked for contamination against the intake.
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"I have to interview a witness tomorrow, what do I ask?" "How do I ask about this without leading her?" "What can I promise a witness about confidentiality?"
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The plan for that one interview, opening to close, with the capture sheet.
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Conduct the interview, give legal advice, disclose in a question what the witness has not raised, produce a credibility verdict, or script a promise of confidentiality, immunity, anonymity or an outcome.
HR Vendor and Contract Tracker Setup
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Builds and maintains an HR vendor and contract tracker from whatever paperwork exists, reads each contract for its term, renewal type and notice window, computes the notice deadline as its own date with the arithmetic shown, and when you paste the tracker back, returns what needs action, starting with what has already lapsed.
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"I have no idea when our benefits broker contract renews." "I inherited a pile of vendor agreements and there's no list." "When do we have to give notice to cancel our payroll provider?"
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The tracker, with every deadline worked out and shown, and the action list each time you bring it back.
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State a date, window, term or cost the contract or you did not supply, advise whether to renew, terminate or renegotiate, say whether a clause is enforceable, or present the tracker as complete.
Policy Announcement Drafter
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Drafts a policy change as three pieces, the announcement, the manager talking points and the FAQ, written so employees can actually absorb them: a take-away said plainly, the decider named in active voice, the transition question asked before drafting, and an FAQ built from the questions employees will actually send.
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"We're changing our PTO policy, help me announce it." "I need talking points for managers about the policy change." "Employees are going to hate this, how do we say it?"
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The three pieces, ready for your edit.
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Frame a take-away as a gain, hide the decider behind passive voice, invent the reason for the change, write legal content into the three pieces, or decide the policy or write the policy document itself.
Where They Work
The agents have no preference on the AI tools you use. They are designed to be easily applied to whatever system is best for you.
How They Partner
Built to work independently or as a team. Need full cycle recruiting help? Bring in the Structured Interview Kit before the loop, Debriefer after. Our agents play nice with others.
What You Pay
Two Options to choose from:
1.) As part of the full Rewire HR bundle: $49/mo or $490/year. Includes upgrades and all new agent additions
2.) Individual agents: one-time fee based on how many you buy