Define the people objective. Diane activates the agents, orchestrates every workflow from hiring to retention, and comes back with what actually moved the needle on your people. You stay in control. The function runs.
Trusted by leaders: real-world AI impact.
Diane in production, today
Enterprises running agentic HR workflows in production
Across 12+ industries
Reduction in time-to-hire with agentic recruitment workflows. Not faster admin. Faster decisions.
From first people objective to a live HR OS. Not a pilot. Production.
IP, data, and agents remain yours: always. We are the infrastructure.
Diane sits at the center of your HR function: reading every signal across your workforce, activating the right agents, executing across every stage of the employee lifecycle, and closing every loop back to your people goals.
- HRIS dataWorkday · SAP
- Recruitmentpipeline
- Performancedata
- Employeefeedback
- L&Drecords
- Compliancefeeds
- Workforceplanning
HR Agentic OS Control Plane
Lyzr AI · Diane · Model agnostic · Sovereign cloud · Any LLM
- Candidatesshortlisted
- Onboardingautomated
- Performancereviewed
- L&Dpersonalised
- Attritionflagged
- Compliancemet
- HRISupdated
What does your function actually need?
The right question changes everything.
Most HR leaders are managing processes. Diane starts with why your people aren’t staying, growing, or performing.
Do you know which employees are six months away from leaving?
Diane reads engagement patterns, performance trajectories, manager relationships, compensation benchmarks, and role tenure signals across your workforce. It surfaces flight risk before it becomes a resignation.
Why does every critical role still take three months to close?
Diane maps every bottleneck in your hiring funnel where candidates drop off, where interviewers delay, where feedback loops stall and activates agents to fix each one. Sourcing, screening, scheduling, and communication run in parallel.
When a new hire’s first 90 days go badly, how early do you find out?
Diane monitors onboarding health continuously task completion, manager check-ins, early engagement signals, access provisioning gaps and surfaces issues in week two, not week twelve.
Do your employees feel like anyone is actually listening?
Diane deploys an always-available employee intelligence layer answering queries, collecting sentiment, routing escalations, and surfacing systemic issues from aggregated signals.
From objective to outcome
This is how your HR function transforms.
Workday, SAP SuccessFactors, BambooHR, Greenhouse, Lever, LinkedIn Talent, your LMS, your survey tools connect what you have. Nothing migrates. Your data stays in your environment.
Zero rip-and-replace — Diane is the intelligence layer that makes your existing systems finally work together for your people.
Not a process checklist. A goal. “Reduce attrition in engineering by 20% this year.” “Cut time-to-hire for senior roles to 45 days.” Diane returns a ranked execution plan by role, by team, by action with reasoning attached.
People-first, always. Every action on the plan earns its place.
From 400+ agents, Diane calls what’s relevant to your workforce stage: recruiting, screening, onboarding, performance, L&D, retention, compliance. Build new agents at will or bring existing ones from any framework.
400+ agents · Activated by objective.
Roles get filled. People get onboarded. Diane tracks every outcome against your people objective. It doesn’t report on HR activity. It reports on people outcomes.
Every output loops back. The OS gets smarter with every employee cycle.
Bring your processes
Diane maps to how you manage people. Not the other way around.
Tell Diane how your HR function runs today. It enhances every stage of the employee lifecycle with agents built for that exact job.
Workforce planning
Headcount goals turned into ranked hiring prioritisation from live attrition, skills gap, and growth signals.
Talent sourcing
ICP-matched candidates identified from live talent pools, LinkedIn signals, and referral networks, continuously.
Screening & assessment
CV screening, initial assessments, and candidate scoring handled before a recruiter touches the file.
Interview coordination
Scheduling, reminders, panel coordination, and feedback collection automated end to end.
Onboarding
Personalised 30/60/90-day journeys, access provisioning and early check-ins, monitored for health.
Engagement & ESAT
Pulse surveys designed, deployed, and analysed automatically, before issues become exit interviews.
Performance management
Review cycles structured, managed, and analysed across teams, managers, and tenure cohorts.
L&D & skills development
Skills gap analysis mapped to personalised learning paths aligned to role and business priorities.
Attrition risk
Flight risk scoring per employee from engagement, tenure, compensation, and manager quality data.
HR help desk
Policy queries, leave requests, payroll questions resolved instantly and escalated intelligently.
Compliance & audit
Regulatory requirements tracked and audit trails maintained across every jurisdiction.
Offboarding & exit intelligence
Exit interviews analysed, access revoked, knowledge transferred and fed back to retention strategy.
Why Lyzr
Your data. Your agents. Your call. Always.
Sovereign, governed and model-agnostic by design, so every agent and every workflow stays yours.
Stays in your environment
Diane deploys in your cloud: AWS, Azure, GCP, or on-premise. No data leaves. No training on your proprietary information. 80% of enterprise deployments choose private cloud.
Governed at every step
Every agent action is logged. Every output validated. Human-in-the-loop controls for every decision that matters. SOC 2 Type II. GDPR-ready. EU AI Act compliant path.
No lock-in. Ever.
What you build on Diane belongs to you. Walk away with every agent, every workflow, every intelligence layer fully intact. We are the infrastructure, not the owner of what you create on it.
Any model. Any framework.
OpenAI, Anthropic, Google, open-source. LangChain, CrewAI, Agentforce. Diane runs them all under one control plane. You’re never dependent on one provider’s roadmap.
“Lyzr was the only vendor that could articulate and then deliver what happens after the demo. Most platforms stop at the POC. Lyzr stayed through production.”
“We achieved a 95% reduction in agent response time across markets. No other platform gave us the observability and control we needed to actually trust our agents in production.”
“Lyzr gave us a team that understood what production-grade AI means in a regulated environment. They didn’t just ship, they helped us think through compliance, auditability, and scale.”
Awards & Recognition
Industry leaders recognize Lyzr’s impact
From Gartner to CB Insights, leading analyst firms and technology partners recognize Lyzr as a pioneer in responsible, enterprise-grade agentic AI.
Tech Innovator in Agentic AI
Recognized by Gartner for pioneering innovation in agentic AI architecture.
Top AI Agent Builder Software
Awarded by G2 as a leading platform for building enterprise AI agents.
Gen AI Innovator 2025
Named AWS Gen AI Innovator 2025 for responsible generative AI deployment.
Summer 2026 APAC High Performer
Recognized by G2 as a High Performer across the Asia Pacific region.
Top 100 AI Startup
Listed among CB Insights’ 100 most innovative AI startups globally.
AI Agent Platform for HR & BFSI
Recognized as a leading AI agent platform for HR and BFSI sectors.
Strong on offense.
Serious on defense.
Lyzr is built for enterprise security, governance, and compliance across identity, data, access, and infrastructure.
GDPR Compliant
SOC 2 Type II
ISO 27001 Certified
HIPAA Compliant
CCPA
PLAYBOOK2026
HR Playbook
Streamline hiring, onboarding, and employee support with AI-powered HR agents.
READ THE PLAYBOOKTEMPLATE2026
AI Agents for HR Workflows
23 AI use cases for talent acquisition, onboarding, and performance management with workflows, metrics, and deployment roadmaps.
READ THE TEMPLATEBLOG2026
HR Automation: Spend 20+ hours on building relationships
How modern HR teams hire faster, cut manual work, and boost employee experience with automation.
READ THE BLOGQuestions worth asking
Frequently asked questions
If you’re thinking it, Diane has already answered it.
An HRIS is a system of record. An Agentic OS is a system of action: it reads your people data, anticipates attrition, runs hiring loops, personalises development paths and closes the policy-to-employee gap that an HRIS can’t.
No. Diane integrates with Workday, SuccessFactors, BambooHR, Greenhouse, Lever, Lattice, Culture Amp and your LMS. Your HRIS stays the source of truth; Diane runs the work on top.
First workflows (sourcing, onboarding nudges, manager briefings) are live within 21 days. Full coverage across hire-to-retire in 60 days. Production from day one.
All employee data stays in your environment. Hiring and performance agents are evaluated against your fairness criteria continuously, with a full audit trail per decision.
You do. Diane deploys in your cloud. The intelligence Diane accumulates about your culture, your hiring funnel and your performance signals belongs to you, always.
Yes. Diane orchestrates agents from any framework alongside your ATS, LMS, IDP and recruiting partners through a single control plane.
Region-aware policies for the US, EU, UK, APAC and India are enforced at decision time. SOC 2 Type II, GDPR-ready, with EEOC and EU AI Act aligned controls for hiring.
Regretted attrition reduced, time-to-hire, quality-of-hire, internal mobility rate, manager hours saved and engagement movement, all tied back to the objectives you set.
When you’re ready
8 weeks from use case to agents running in production.
Platform, people and FDEs, all in. Bring your environment. We’ll co-build and stay until it’s live.