AI for HR, without exposing the company’s most sensitive data
Employment certificates, candidate files, health data: your HR team handles the most sensitive information in the company, and is often the least equipped to protect it against AI.
Job postings to write, applications to screen, employment certificates to produce under strict rules, letters and warnings to word carefully: HR spends a large share of its time on repetitive, sensitive writing.
Many HR staff are already using AI to save time, sometimes pasting candidate files or medical certificates into consumer tools, with no framework and no data processing agreement (DPA).
- Candidate and employee data exposed in public AI
- Hours lost drafting certificates, postings, and template letters
- No written AI policy governing how HR actually uses these tools
See for yourself
A prompt structured in 5 blocks: Instruction · Role & Audience · Data · Constraints · Format, built for the most sensitive HR data.
On-site, we build this kind of prompt with you for your HR team, each with its estimated ROI, its safeguards, and its Swiss sovereign options. No candidate or employee data ever touches consumer AI.
Préparation d’entretien annuel structuré
A 6-section template with SMART goals, ready to personalize, with no named data exposed.
See it in Chaptal →Compte-rendu d’entretien individuel pour archivage RH
Raw notes → a factual, nLPD-compliant summary, in 10 minutes.
See it in Chaptal →Plan d’onboarding nouvel arrivant (J1 → J90)
Clear milestones at 30, 60, and 90 days, ready to adapt by role.
See it in Chaptal →Audit Express
In 2 hours, measure your Shadow AI exposure on HR files and identify the highest-potential workflows.
Le Collaborateur, augmenté
Your HR team learns to draft certificates, postings, and letters with the right tools, without exposing candidate and employee data.
Governance
A written AI policy and, if needed, ongoing monitoring of the tools actually in use.
No candidate or employee data ever passes through public AI during our work. Swiss hosting preferred.
Foire aux questions
Is HR data more sensitive than other company data?
Yes: candidate files, medical certificates, payroll, warnings. These rank among the most sensitive personal data under nLPD, which demands a strict AI usage framework.
Can AI be used to screen job applications?
Yes, as long as you work with anonymized data and DPA-compliant tools, and never paste full résumés into consumer AI.
Can AI really help draft an employment certificate?
Yes: it is a highly codified exercise that fits well within a structured AI framework, provided a human always reviews it before it goes out.
How long does the Audit Express take?
About two hours, to map your current AI use across HR processes and flag the priority points to address.
Do you work with Swiss-hosted tools?
We systematically favor sovereign Swiss or European solutions for HR data, with no public model ever trained on your data.