Workflows · HR
HR, run as missions.
From requisition to confirmed team, Atlas carries the repetitive layer: screening candidates against the role's real requirements, matching staffing requests to delivered skills, and forecasting the bench against the pipeline.From requisition to confirmed team, Atlas carries the repetitive layer: screening against real requirements, matching staffing requests to delivered work, and forecasting the bench, quota-aware at every step.
One staffing request, start to finish.
A staffing request arrives. Atlas opens a mission and executes; Foundry supplies what it needs to act well: skills inferred from delivered work, availability, grade economics and the entity's Saudization position.
Foundry extracts and grounds. Atlas executes. HR keeps the judgment calls.
Live mission
Request parsed: roles, grades and start dates extracted
Skills inferred by Foundry from CVs, code and delivery history
Shortlist of 6 drafted, availability and quota impact attached
Needs the resourcing lead: one decision
top candidate rolls off another engagement in 3 weeks; hold the start or reshape the team
Review
Next: assignments confirmed in the HR system once the lead decides
full audit trail: sources, checks, authority
What Atlas covers.
Foundry extracts and grounds every pick in CVs, delivery history and workforce data. Atlas runs the workflow on top.
01
Talent sourcing & screening, Nitaqat-aware
Inbound and sourced candidates screened against the role's real requirements and the entity's Nitaqat position, shortlisted with the evidence for each pick attached.
02
Staffing & skills matching, Saudization-aware
Each staffing request matched to people whose delivered work fits it, with availability, grade economics and quota position carried in the same view.
03
Bench forecasting & skills-graph resourcing
Real skills inferred from CVs, code and delivery history, the bench forecast 60–90 days out against the weighted pipeline, and a shortlist drafted for each request.
Measurement
Baselined before launch, reported per quarter.
Every HR deployment is measured on time to fill, time to staff, billable utilisation and bench forecast accuracy — against your own baseline, not a vendor benchmark.
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