The agentic OS built for the enterprise HR function.
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.
Enterprises that run on
Lyzr agents
G2 · Spring 2025
Accenture VenturesG2 · Winter 2025One people objective in.
Your entire HR function, moving.
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.
The right question changes everything.
Most HR leaders are managing processes. Diane starts with why your people aren’t staying, growing, or performing.
You track attrition. Do you know which employees are six months away from leaving before they’ve decided?
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 so you can act when it still matters.
Your hiring process has stages, scorecards, and SLAs. 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, not in sequence.
When a new hire’s first 90 days go badly how early does your HR function actually find out?
Diane monitors onboarding health continuously task completion, manager check-in frequency, early engagement signals, access provisioning gaps and surfaces issues in week two, not week twelve. The window to save a mis-hire is narrower than you think.
Your HR team knows the policies. 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. HR stops being reactive and starts being present at every level of the organisation.
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. Your HR team keeps working the way they work.
Zero rip-and-replaceNot a process checklist. A goal. “Reduce attrition in engineering by 20% this year.” “Cut time-to-hire for senior roles to 45 days.” “Reach 80% engagement scores across APAC.” Diane reads your live workforce data and returns a ranked execution plan by role, by team, by action with reasoning attached.
People-first, alwaysFrom 400+ agents, Diane calls what’s relevant to your workforce stage recruiting, screening, onboarding, performance, L&D, retention, compliance. Build new agents at will. Bring existing ones from any framework. All run under one control plane.
400+ agents · Activated by objectiveRoles get filled. People get onboarded. Diane tracks every outcome against your people objective what improved, what regressed, what needs a different approach. It doesn’t report on HR activity. It reports on people outcomes.
Every output loops backDiane 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.
Headcount goals → ranked hiring prioritisation from live attrition, skills gap, and business growth signals.
ICP-matched candidates identified from live talent pools, LinkedIn signals, and referral networks: continuously, not on request.
CV screening, initial assessments, and candidate scoring: handled before a recruiter touches the file.
Scheduling, reminders, panel coordination, and feedback collection: automated end to end without recruiter overhead.
Personalised 30/60/90-day journeys: task flows, stakeholder introductions, access provisioning, early check-ins: monitored for health.
Pulse surveys designed, deployed, and analysed automatically. Sentiment surfaced at team and org level: before it becomes an exit interview.
Review cycles structured, managed, and analysed. Patterns surfaced across teams, managers, and tenure cohorts.
Skills gap analysis mapped to personalised learning paths: aligned to role requirements and business priorities.
Flight risk scoring per employee: based on engagement signals, tenure patterns, compensation benchmarks, and manager quality data.
Policy queries, leave requests, payroll questions: resolved instantly, escalated intelligently, logged completely.
Regulatory requirements tracked, documentation managed, and audit trails maintained: across every jurisdiction you operate in.
Exit interviews structured, sentiment analysed, access revoked, knowledge transferred: and patterns fed back to retention strategy.
Your data. Your agents.
Your call. Always.
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.
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.
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.
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.”
Take something with you.
We don’t pitch. We build your conviction.
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.
Set the objective. Watch the function move.
30 minutes with the team. You define the goal. We show you exactly what changes.
Deployed in your environment · Your data stays yours · Your agents, always