Manual screening.
Hundreds of applications reviewed by eye. The good profile gets lost in the volume.
AI by process · People and talent
Screening CVs is not judgement. It is time.
Recruitment, new starters, paperwork and the same staff questions every month. We automate the mechanical part with explainable criteria, because in people matters a decision without an explanation is worthless.
Slow processes with high impact.
Improvised onboarding.
Every new starter depends on someone remembering the fifteen steps.
Repeated questions.
Holidays, payslips, policies. The same email, every week.
Four ways in.
On decisions about people we require explainability and bias controls. Without those, we do not build it.
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01
Screening with explainable criteria
Ranking by objective requirements, with the reason visible and mandatory human review.
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02
Automated onboarding
Registrations, access, documents and training triggered from a single new-starter record. Nothing depends on memory.
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03
Employment documentation
Contracts, annexes and certificates generated from validated templates.
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04
Staff assistant
It answers on internal policies citing the official document. Anything sensitive goes to a person.
- Explainable every assisted decision states its reason
- Days → hours time to prepare a new starter
- AI Act HR is high risk: we treat it as such
What we bring from what is already running.
No published case of our own in people yet, but Match Prácticas is in production and solves the core of it: matching profiles to places against explicit criteria and showing why each one fits. In hiring that is not decoration — a decision about people that cannot be explained cannot be defended, neither to the candidate nor to an inspector.
Highest-impact use cases
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01
Screening on explainable criteria
Each application is ranked against stated requirements and the system shows what it meets and what it does not. Nobody is filtered out for a reason that cannot be shown.
Defensible to the candidate and to the law.
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02
Onboarding that is not improvised
Registration, access, equipment, training and a 30-day check-in as a process with state. The experience does not depend on who has time that week.
The first week stops being a lottery.
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03
Employment paperwork without typing
Contracts, addenda and notices generated from template and existing data, with human review before signing.
Fewer errors where errors have legal consequences.
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04
Staff assistant with a source
Holidays, payroll or internal policy answered with the current document cited. What is not written down escalates to a person.
Takes the thousandth question off HR.
What it is built with.
Before you call us, read this.
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What auditable AI (AI without a black box) is and why your company needs it
Everyone says "we use AI". Almost nobody explains how it decides. That difference, between a black box that spits out answers and a system you can audit, is what separates a reliable tool from a legal risk with good marketing. This is what auditable AI really means.
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How to implement AI in a Spanish company in 2026: a step-by-step guide
Most Spanish companies know they have to integrate AI. Few know how to start without spending a year on consultancy. This guide gets concrete: what to assess, what to buy, what to build, and how to measure in 90 days.
- Administration and finance Invoices, collections and closing without typing.
- Operations The company’s core process, without human dependencies.
- Customer service Verified answers, escalation when it is warranted.
- Sales and marketing Qualified leads and proposals in hours.
- Data and decision-making One single version of the truth, live.
Not sure where to start? Measure your organisation’s AI maturity for free in 3 minutes, or book 30 minutes of direct diagnostic.
Let's start
Let's talk about your operation.
Tell us what costs more than it should. We come back with a concrete plan, realistic timelines and a clear yes or no.
contacto@plantekia.com