Three pains every sales and BD team hits weekly. Each one is what your reps actually complain about, not what a feature page would call them.
Benchmark comp against the crypto and quant market without a consultant engagement a 25-person team cannot afford.
Catch attrition risk 90 days before the resignation letter, not after it arrives.
Document every employee-relations concern inside the 30-day window before legal exposure compounds weekly.
Every pipeline below is a shape you wire on the canvas using the crew and tools further down. Not a feature we ship for you, a pattern you configure.
TalentAcquisitionLead sources role by role: GitHub OSS contribution scans for engineers, arXiv co-authorship for quant researchers, HackerNews "who is hiring" threads for early fits. Melaya Agents pulls the public data with scrape_page and scrape_structured, resolves candidates on LinkedIn with linkedin_search and linkedin_resolve_profile, and holds every outreach message at pause_for_human before it sends.
CompensationSpecialist flags anyone below market P40 as a flight risk and models a performance-linked bonus framework against crypto and quant benchmarks, not general tech. Melaya Agents researches the comparison set with web_search and writes the benchmarking table into a shared sheet with sheets_read_range and sheets_append_row.
PeopleAnalyticsLead scores each employee's departure probability from signals like promotion gaps, manager churn, and compensation percentile, and surfaces the primary driver so a manager can intervene before it becomes a resignation. Findings route to CHRO for the weekly workforce-risk review.
EmployeeRelations logs every performance and conduct concern on a documented timeline, distinguishing performance issues from conduct issues because they need different responses. HRComplianceLegal cross-checks each case against contractor classification and GDPR retention rules before it closes.
CHROSynthesizer rolls recruiting, comp, culture, and compliance up into one People Health Score, with any critical risk stated in sentence one instead of buried in an appendix. Melaya Agents writes the report to a shared doc and posts the summary to the team channel.
useCases.list.hr.workflows.5.body
Real personas from the hr_team crew. Each ships with a tuned system prompt and a default tool allowlist. Swap models per persona on the canvas.
Runs the recruiting funnel for quant and tech roles, scores candidates against a structured rubric, and flags any pipeline where screen, interview, or offer conversion falls below threshold.
Predicts attrition at a 90-day horizon from 14 signals, surfaces the primary driver per employee, and sizes the hiring pipeline against expected departures.
Benchmarks every role against crypto and quant market data, sizes equity refresh, and lists every employee below market P40 as a flight risk.
Documents performance concerns within 30 days, runs PIPs to standard, and triages conduct and harassment cases on a 24-hour clock.
Tracks the multi-jurisdiction compliance calendar, screens contractor classification, and audits GDPR HR data processing with documented legal basis.
Maps the 12-month skill gap, builds role-specific curricula, and measures L&D effectiveness by 90-day performance lift rather than completion rate.
Tracks eNPS, regression-adjusted pay equity, and inclusion indicators, and flags the three culture risks that bite hardest during scale.
Sets people strategy, watches the four weekly metrics, and names key-person and team-health risks before they turn into business risk.
Synthesizes every workstream into a board-ready people report with a People Health Score, putting critical risk in sentence one.
Every tool below is a real shared tool from the Melaya bundle. Allowlist per agent; HITL-gate the writes; revoke any of them in one click.
Search LinkedIn for the right candidates at target firms, resolve profiles into dossiers, and stage outreach. Every linkedin_send_message and linkedin_send_connection_request is HITL-gated by default.
Read inbound applications and replies, prepare candidate and employee outreach, and stage every send for approval. gmail_send is HITL by default for this crew.
Pull public context from GitHub, arXiv, conference pages, and prior employer sites into the candidate dossier. Scoped at the agent level so TalentAcquisitionLead reaches only what you allow.
Build the per-workflow knowledge store from interview rubrics, leveling guides, comp bands, the policy handbook, and won-candidate emails. Powers all three knowledge layers across the crew.
Read the offer-letter and onboarding templates from Drive, append candidate-specific clauses, and write the weekly attrition and pipeline panels into Sheets. Drive and Sheets writes are HITL-gated by default.
Find common free slots across an interview loop, prep the structured-interview agenda, and stage the invites. gcal_create_event is HITL-gated by default.
General-purpose research, structured fetch, and the explicit pause_for_human checkpoint used at every HITL gate. The fallback when nothing more specific applies.
Every pipeline ships with three layers of knowledge access. Mix and match per agent on the canvas. No shared vector space with another tenant, no surprise reads, no opaque retrieval.
includeContextPer-pipeline documents appended to specific agents' input on every run. The ICP brief, playbook, pricing sheet, or won-deal email corpus. Whatever needs to be there before the agent thinks. You pick which personas get which docs.
rag_retrieveA scoped tool granted per-agent. When the agent decides it needs more depth, it queries the workflow's vector store on demand. Same knowledge base as Static context, accessed only when the model asks for it.
pipeline_memoryPipeline-level state that carries from one run to the next. Yesterday's research is in scope for today's follow-up. The crew remembers what it already prospected, what got approved, what was sent. The audit log is the second-order knowledge base.
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