500
employees' know-how captured by one client
10–15 min
per interview, from any phone, no meetings
$11M
saved by mapping and fixing one broken process
Days
to do requirements gathering quoted in months
Eight ways HR teams use Varos
From exit interviews to 360s — without booking a single meeting.
HR Process Mapping & Optimization
How it works: Point Arthur at any process, like the review cycle, onboarding, payroll, or leave, and he interviews everyone who touches it, maps it end to end, and pinpoints bottlenecks with proposed fixes and automations.
Why it's better: Months of workshops become days of interviews. Everyone is heard one-on-one, and every claim is cross-referenced, so the map reflects how work actually gets done.
Exit Interviews & Knowledge Transfer
How it works: Before someone leaves, Arthur runs a technical exit interview: how they actually do their tasks, which systems and relationships they own, with screen-sharing walkthroughs of key work.
Why it's better: The standard questionnaire captures sentiment; this captures the know-how, so critical knowledge stays with the company instead of walking out the door.
Key-Person Risk & Knowledge Capture
How it works: Flag long-tenured or single-point-of-failure employees. Arthur interviews them in waves, including on-screen walkthroughs, and builds their expertise into a searchable knowledge base.
Why it's better: Retirements, attrition, and reorgs stop being emergencies. Tacit knowledge becomes institutional knowledge, ready to train the next wave.
Onboarding & Training Guides
How it works: Ahead of new hires or leave coverage, Arthur interviews the team on how work gets done. New joiners then ask about any task and get a step-by-step training guide built from those interviews.
Why it's better: Ramp time drops and managers spend less time shadowing. Scheduled check-ins keep guides current instead of rotting in a wiki.
360 Reviews & Promotion Cases
How it works: Arthur conducts structured voice interviews with a person's peers, reports, and managers, then synthesizes strengths, gaps, and readiness into one consistent report.
Why it's better: Real conversations surface far more than written forms, and everyone gets the same thorough, unbiased interviewer, in 10–15 minutes whenever it suits them.
Requirements for HR Systems & Automations
How it works: For an HRIS migration, new tool, or workflow automation, Arthur interviews stakeholders on their current workflows and produces implementation-ready requirements, detailed enough for developers or AI coding tools.
Why it's better: Requirements gathering quoted in months from consultants is done in days, grounded in how your people actually work today.
SOPs, Playbooks & Standardization
How it works: When teams run the same process differently, or you're opening an entity, changing payroll providers, or integrating an acquisition, Arthur documents how each team works and consolidates one standard playbook.
Why it's better: SOPs get written without workshops, and quarterly check-ins keep them updated. No more four-year-old documentation nobody trusts.
Employee Satisfaction & Needs Discovery
How it works: Arthur checks in with employees one-on-one: how work is going, what's slowing them down, and what tools, training, or support they need to do their job better, then rolls it up into themes, sentiment, and prioritized asks.
Why it's better: Surveys tell you the score; conversations tell you why, and what to fix. Every employee gets truly heard, without HR booking hundreds of meetings.
Built for HR-grade confidentiality
Interview obfuscation
Admin-set privacy policies strip names, contact details, and custom categories before content reaches the workspace. Originals aren't retained.
Isolated workspaces & RBAC
Single-tenant deployments with dedicated databases and encryption keys; role-based access controls; no data crosses workspaces.
Enterprise-grade security
SOC 2 Type II certified, AES-256 encryption, SSO & MFA, full audit logs. Customer data is never used to train models.
Human in the loop
Every invite, follow-up, and referral stays in draft until a project owner approves it. Nothing sends on its own.
See Arthur run a project end to end
No integrations required — Arthur works over email, phone, and browser, so a pilot can start on a real project this week.