Gyrfalcon

· Services ·

People & Hiring

Hire faster, onboard cleaner, train smarter. Automation that gives your people team time back for actual people work.

  • Finding good candidates means hours scrolling LinkedIn — and the niche roles never get filled because no one has time to keep looking.

    An assistant finds high-fit candidates across channels, writes role-specific outreach, and engages them by email, LinkedIn or messaging.

    • Higher-quality top-of-funnel.
    • Stronger response rates.
    • Faster sourcing cycles.
    How it works
    1. Define the role

      skill nuances and hiring intent

    2. Find the candidates

      relevant profiles across channels

    3. Reach out personally

      tailored outreach and follow-up

    4. Surface the shortlist

      high-intent candidates ready to review

  • Every job ad brings hundreds of resumes — and the best ones get buried because no one has time to read them all.

    An assistant scans every incoming resume, scores candidates against the role, surfaces the best fits, and keeps candidates informed throughout.

    • Faster screening.
    • Stronger shortlists.
    • Much less time on manual resume review.
    How it works
    1. Receive the applications

      every resume and message centralised

    2. Score against role

      profiles ranked on actual criteria

    3. Surface the best

      top candidates highlighted

    4. Act with clarity

      hiring teams know who to talk to first

  • Your recruiters lose hours every day to interview scheduling, candidate updates and pipeline reports — instead of finding people.

    An assistant handles scheduling, keeps candidates and managers updated, and gives you a real-time read on pipeline health.

    • Shorter time-to-hire.
    • Fewer candidate drop-offs.
    • Happier hiring managers.
    How it works
    1. Capture the role

      requirements and intent defined

    2. Schedule automatically

      interviews and updates coordinated

    3. Show the pipeline

      candidate status and bottlenecks visible

    4. Move decisions forward

      hiring momentum maintained

  • Candidates accept your offer, then go quiet for weeks — and a chunk of them don't show up on day one.

    A concierge engages every accepted candidate with FAQs, document checklists, role prep and updates across email and messaging — so they arrive ready.

    • Higher offer-to-join ratios.
    • Fewer no-shows.
    • New hires who are ready to contribute on day one.
    How it works
    1. Activate on offer

      accepted candidates enter the flow

    2. Engage proactively

      FAQs, documents and updates shared

    3. Check the gaps

      pending tasks identified early

    4. Arrive ready

      candidates prepared for day one

  • Onboarding is split across HR, IT, the manager and compliance — and new hires spend their first week chasing the right person for everything.

    An assistant orchestrates every onboarding task across HR, IT and learning systems — so the right access, training and check-ins happen on the right day.

    • Day-one ready hires.
    • Faster ramp-up.
    • Far fewer manual follow-ups across teams.
    How it works
    1. Trigger on day one

      onboarding begins automatically

    2. Coordinate the tasks

      HR, IT and L&D in sync

    3. Show progress

      managers and HR see completion in real time

    4. Hit ramp-up

      employees productive with minimal follow-up

  • Mandatory training is generic, dull and gets ignored — so completion rates are awful and you have to chase people.

    A personal coach delivers training tailored to each employee's role and language, in formats they'll actually use — audio, flashcards, quick quizzes.

    • Training cycles in days.
    • Much higher completion and retention.
    • Less time spent chasing.
    How it works
    1. Identify the learner

      role, language, compliance needs

    2. Personalise the format

      how they learn best

    3. Track the progress

      completion and retention in real time

    4. Close the loop

      complete or escalate automatically

  • Your HR data lives in four different systems and any real question — 'why are we losing salespeople?' — takes weeks to answer.

    An assistant connects your HR, learning, recruitment and performance systems and answers workforce questions instantly, with the data behind every answer.

    • Faster workforce decisions.
    • Dramatically less manual reporting.
    • A clearer view of hiring and attrition.
    How it works
    1. Ask in plain English

      'Where are we losing people?'

    2. Pull from every system

      HRMS, learning, recruitment, performance

    3. Generate the insight

      trends and drivers identified

    4. Show the evidence

      dashboards and explanations delivered

· Book a strategy call ·

See how an automation could give your HR team time back.

30 minutes. One bottleneck. A working example, an honest savings estimate, and a clear next step — whether you proceed with us or not.

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