Automate recruitment, onboarding, and administration. Use data to make better decisions about your most important asset: your people. Bias-aware, GDPR-compliant, works-council-proof.
AI for HR solves a persistent time problem: HR teams spend most of their time on administrative processes such as writing job postings, screening CVs, organising onboarding, tracking leave requests, and administering evaluations. Work that must be done, but that adds no strategic value. At the same time, demand grows for HR with impact: culture, retention, development, employer branding, talent management. Work for which there is too little time because the admin keeps growing.
AI changes this fundamentally. Not by replacing HR, but by taking over the time-consuming groundwork. A vacancy that is ready in 5 minutes instead of 2 hours. CV screening where AI sets up the top 10 and the recruiter decides. Onboarding checklists that complete themselves until the moment human contact counts. Leave registration that automatically lands in the system based on a WhatsApp message. Work that used to take hours, now takes minutes.
DataDream works for HR departments throughout the Netherlands: from one-person HR in SME companies to departments of 50+ in scale-ups and larger organisations. The approach is sector-aware and compliance-driven. HR works with sensitive data (absences, reviews, salary) and works councils, GDPR, and AI Act are real constraints, not obstacles to work around. Solutions comply from day one.
Starting is possible with a quickscan to see where the biggest impact sits. Often it is not at recruitment (which everyone thinks of) but at internal processes: leave registration, parent communication, periodic reports to management. Time-per-week savings are calculated upfront and DataDream only builds where it makes a measurable difference. The works council route is also supported: information, demo, consent request. No surprises along the way. For automating communication channels toward candidates or employees, see AI customer service.
Organizations working with DataDream
Screening dozens of CVs per vacancy, writing job postings, scheduling interviews, following up with rejected candidates: it eats hours per week and keeps strategic work at bay.
AI screens CVs against pre-set criteria, generates job postings in your tone of voice, schedules interviews automatically, and sends rejections with a personal touch.
New hires get varying experiences. Checklists are forgotten, information arrives too late, the first week feels like a puzzle. As you grow, this only gets worse.
Automated onboarding flows ensure every new hire gets the same excellent start: documents on time, intro meetings scheduled, mentor assigned, and weekly check-ins that remain personal.
Turnover often comes as a surprise. Signs of dissatisfaction, isolation, or disconnect are missed until a good employee walks out the door. Repairing is always more expensive than preventing.
AI analytics identify turnover risks early based on patterns in data: fewer Slack messages, less response to feedback, higher absences, lower survey engagement.
Leave requests, sick reports, contract changes, salary adjustments: come via email, WhatsApp, verbally. HR has to manually enter everything in the system and track it in spreadsheets.
AI workflows convert WhatsApp messages and emails automatically into system actions. Leave is registered, manager gets notification, calendar is adjusted. All without manual steps.
With each new tool the question arises: is this allowed under works council rules, how does GDPR apply, does it fall under AI Act high-risk? Uncertainty leads to delay and missed opportunities.
DataDream only builds solutions that are compliant from day one. The works council process is supported (information, consent request), data processing agreements are signed, and AI Act status is documented per use case.
HR workflows automated for the requester stop at the HR inbox. A leave request comes in via WhatsApp, but someone logs into AFAS or Exact to register it, send the manager a notification, and update the calendar. Every step manual.
An AI agent gets API access to your HRIS (AFAS REST API, Exact HR, Personio API, BambooHR API) via an access token and handles the follow-up step autonomously: register leave, notify manager, create onboarding tasks, initiate offboarding at an exit notification. You set the guardrails: which actions the agent may take autonomously, which always require an HR colleague (CLA-sensitive, performance-related), and what gets logged. No more double entry, no actions lost when the HR colleague is out sick. For the broader agentic approach see AI agents.
Laurens helped us bring a programme offering to life that was yet to be launched. We worked very well together on this project. Here's to more great cases where we can use AI to improve our services!
Jordi Dooge
Business Scout, Dockwize
That risk exists with poorly designed systems running unchecked. DataDream builds it differently. Transparent criteria are used that you set together with the recruiter. Bias checks are built in (reports on dropout per group, blind screening on name and address). The AI assists the recruiter and gives suggestions, but does not replace human judgment. The recruiter remains responsible for every rejection. This is also explicitly covered in the AI Act for "high-risk" systems.
Especially then. Small teams benefit the most from automating time-consuming tasks. A one-person HR function currently drowning in 80 vacancies and 200 leave requests per quarter can breathe again with AI. The solutions scale from a single HR professional to full departments of 50+. Many SME clients start with 1 HR colleague and automate precisely because of that.
DataDream works GDPR-compliant and processes data exclusively within the EU. Employee data is never used for AI training. A data processing agreement is signed with the department as standard. For sensitive data (absences, reviews, salary) on-premise solutions are built where data does not leave the company network. This also meets requirements from works councils and privacy officers.
Time savings on administrative HR tasks: CV screening sped up, vacancy content drafted ready for review, onboarding checklists running in parallel, leave processing via WhatsApp or email that lands automatically in the system. That time flows back into strategic HR work: culture, development conversations, retention programmes, talent management. Work AI can never take over.
DataDream integrates with the most-used HR tools in the Netherlands: AFAS, Exact, Visma, ADP, Personio, BambooHR, HiBob, Workday, and SuccessFactors. For recruitment: Recruitee, Homerun, Tellent, Greenhouse, Lever. For onboarding: Notion, Slack, Microsoft Teams. No tool? API connections are built or Make.com/n8n is used as a bridge.
Yes, when properly set up. DataDream helps with the works council process: information, demo, FAQ sessions, and drafting the consent request. What the AI does, which data it uses, and how to object are all documented. For AI Act: HR recruitment is "high-risk" and has transparency and human oversight requirements. Implementation meets these requirements from day one.
Engagements run in phases. First a short analysis to see which processes deliver the most value and which fall under the works council process. Then a focused pilot on a low-risk process (e.g. vacancy content or onboarding checklist). Only after that are high-risk processes tackled with the works council route (CV screening, candidate matching). You evaluate at each phase whether to continue.
A legitimate concern and an important part of the process. The advice is always open communication: "AI is used for X and Y, here is why, here is what you can see as an employee, here is how to object". Transparency wins trust. Training is also available for HR colleagues and managers so they can answer employee questions well.
Yes. Agentic HR is different from a chatbot or automated email: the agent gets direct API access to your HRIS (AFAS, Exact HR, Personio, BambooHR, HiBob) via an access token and takes actions without anyone logging in. Examples: register leave directly after manager approval, create and assign onboarding tasks for a new hire, update the HR file after a review meeting, initiate offboarding steps at an exit notification. You set the guardrails: which actions the agent may take autonomously, which always require human approval (CLA-sensitive, salary changes, performance reviews), and what gets logged for the works council and GDPR audit. Employees get direct feedback and HR colleagues no longer act as a manual input relay. For the broader agentic approach see AI agents.
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Phone
+31 85 124 95 22Location
Middelburg, Zeeland
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