Five hours a week back, per recruiter - and a report that used to be impossible.
HMS is a 600-person consulting group that designs and secures the core systems of banks, insurers, and government bodies - and sells automation to its clients. When its own HQ needed automating, the head of HR chose Uplift. This is her story, in her words.
"I know I could build this with our own AI practice - and I choose to do it with Uplift."
Figures as told by HMS in a recorded interview, July 2026. The five-hour figure is the team's own estimate.
The task everyone tried to automate. And everyone failed.
Every candidate CV that moves through HMS gets reformatted onto the company template. Each recruiter carries roughly eight open positions, and the formatting alone ate about five hours of her week - smart people who wanted to recruit, spending afternoons on fonts and spacing.
"Anyone who so much as said the word 'automation' in a room - we jumped on them with the CV task. And it always fell through."
The CEO report that kept failing - for years.
The CEO wanted a weekly picture of internal recruitment: which positions opened, who was hired, what moved since last week. The recruiting system had no such export. Hila tried building it by hand, then with AI tools. It never held.
"I'd spend three or four hours trying, give up, and simply not produce it. Now I just feed in the Excel exports and get the report back - one for each company. When the CEO asks for another change, it's implemented immediately."
A company that sells automation picked a partner for its own.
Security in the room from day one
HMS secures banks and government systems. Its first Uplift meeting included the GRC lead, the DPO, and the sysadmin - and every workflow runs inside HMS's data rules. No client data, no employee-sensitive data.
Built for her, not by her
HMS has an RPA practice and developers of its own. Hila still chose an outside partner: some processes - recruitment pipelines, executive reports - are easier to hand to someone outside the org chart.
Delivered working, then trusted
"I told them up front: show up with this working, and the recruitment team is in your pocket." The first workflow landed, survived a week of team feedback, and has run ever since.
How a new process gets built at HMS now.
"First thing, I feed the idea into the agent. It helps me get organized... the agent keeps asking questions back, I can review what I wrote afterwards, and there's the diagram at the end."
She describes it
Hila opens a new process in the product herself. The agent asks questions back, breaks the process down, and ends with a diagram she can review.
Uplift builds it
The team turns the scoped process into a working automation - integrations, edge cases, and testing included.
The team stress-tests it
The first workflow went through about a week of feedback ping-pong with the recruitment team before everyone trusted it.
It just runs
The CV workflow and the CEO report now run as part of the routine. When the CEO asks for a change, it's implemented immediately.
What changed, in her words.
"If you took it away from my team, I think they'd resign. Nobody is going back to doing that by hand."
"Suddenly there's one uniform format. It's like a production line for branded CVs."
"I trust them one hundred percent. I put them through boot camp with that report - and they passed."
From two workflows to a way of working.
An approvals workflow is in the works - not to save hours, but so nothing falls through the cracks. Hila scoped the next process, a multi-system one, in the product herself. And she coaches her own team to scope bigger: "Why stop at 'sort my expenses into a spreadsheet'? Think big - have it send the finished email to the CEO too."
"My inbox is a greenhouse of processes. If it can connect to my email, I think we could build thousands of processes together."
"Knowing I can build a thousand automated processes - I wouldn't have developed them myself, and if I had, not well enough. So of course I recommend it."
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