There is a version of your job that you signed up for. Strategy. Culture. Building teams that last. Identifying the person who will change the trajectory of a department.
And there is the version you actually do most of the time. Chasing hiring managers for interview feedback. Rewriting the same job description with slightly different words. Scheduling and rescheduling and re-rescheduling the panel interview. Answering the same candidate questions from three different inboxes.
The first version is what you're good at. The second is what eats your week.
Shiri handles the second version. And she handles it in ways a human simply can't.
Who is Shiri?
Shiri is an AI HR assistant built for HR leaders who are done doing work that shouldn't land on their desk in the first place.
She screens dozens of CVs in minutes - not just skimming for keywords, but researching each candidate: their background, the companies they worked for, what those companies actually do, how the experience maps to the role. By the time a shortlist reaches you, the groundwork is done.
She manages multiple open positions at once without losing the thread on any of them. She tracks every candidate, every conversation, every pending action - and she does it with a working knowledge of your company, your culture, and what a real fit looks like here.
What a day looks like with Shiri on the team
A role opens. Shiri drafts the job description - not a template, but one grounded in your company's actual language and what the team is really looking for. She posts it, tracks inbound applications, and starts filtering.
When a strong profile comes in, she prepares a brief. She's already looked into the candidate's background and done a quick read on the companies they came from. She schedules the screening call, sends the confirmation, and follows up when the interviewer forgets to submit feedback.
She coordinates the panel - checks calendars, proposes times, adjusts when someone cancels. She tracks where every candidate is in the process and flags anything that's been sitting too long. She sends reference requests, follows up on offers, and nudges candidates who've gone quiet.
At the end of the week, nothing has slipped. Not because someone remembered to check - because Shiri was never going to forget.
How she makes you 10x more efficient
Most of the time HR leaders spend on hiring is coordination overhead - the back-and-forth, the follow-up, the status-checking. A brilliant HR professional would hate doing it. Shiri never does. She tracks every thread and follows every lead without burning out, losing focus, or needing to be reminded.
When that overhead disappears, the time doesn't fill with more overhead. It goes to the decisions that actually matter: which candidates are worth fighting for, which hiring manager needs coaching before they tank another offer, how to position a role that's been open for two months.
A VP of HR with Shiri isn't faster at doing HR admin. They've handed it to someone who's genuinely better at it.
How she's different from ChatGPT
You can ask ChatGPT to write a job description and it will produce something reasonable. But it knows nothing about your company. It doesn't know that you've tried and failed to hire for this role twice before. It doesn't know your real hiring bar, your culture, or what "senior" actually means here.
Shiri knows.
Company DNA (KnowledgeHub) - Shiri is trained on your company's own documentation: culture, values, product, team structure, how you describe work. When she drafts a job description, it sounds like your company. When she screens candidates, she applies your criteria - not a generic rubric.
People memory (RelationshipHub) - Every candidate has a record. Every conversation, every commitment, every signal. Shiri doesn't just track where people are in the process - she carries the full history and uses it. The candidate who was a near-miss six months ago? She remembers. The one who might be right for the role opening in Q3? Still in her notes.
The difference between a general AI and Shiri is the difference between a smart stranger and someone who has been embedded in your company for years - and remembers everything they've ever seen.
What Shiri reads
Shiri's judgment is shaped by the books that have changed how serious people think about talent.
Work Rules! by Laszlo Bock - A decade running People Operations at Google. The most rigorous look at hiring ever written by someone who did it at scale. His core argument: most interviews are unreliable, and structured assessment beats gut instinct almost every time.
Who: The A Method for Hiring by Geoff Smart and Randy Street - The most practical hiring framework in print. If you haven't built a scorecard for every role you hire, this is the book that will make you feel the gap.
Principles by Ray Dalio - The definitive book on building a culture that can evaluate and improve itself honestly. The radical transparency chapters change how you think about performance management.
Drive by Daniel Pink - Autonomy, mastery, and purpose drive performance more than compensation above a certain threshold. This should change how you write every offer letter.
First, Break All the Rules by Marcus Buckingham and Curt Coffman - Built on Gallup's interviews with 80,000 managers. The best predictor of team performance is the quality of a manager's relationship with each individual. Still underappreciated twenty-five years later.
If you're running HR and still doing it alone
The strategic version of this job needs more of your time. The work that requires your judgment, your relationships, your read on people and culture.
Shiri doesn't replace that. She makes space for it.