Handbooks, policies, benefits guides, role documentation, and years of institutional know-how live in separate systems: the HRIS, the intranet, shared drives, and people's heads. LangOptima ingests the HR documentation you already have and connects it into a single queryable knowledge base, so new hires and HR teams get answers in seconds, each one citing the source document.
A new hire asks how parental leave interacts with their contract, or which expense policy applies to their team. In many organizations the honest route to the answer is still asking a colleague, who asks HR, who searches the intranet.
The handbook lives on the intranet. Benefits sit in the provider portal. Process docs sit in shared drives. In a 2021 APQC survey, knowledge workers reported losing about 8 hours a week to looking for, recreating, and re-answering information that already exists somewhere in the organization (APQC, 2021, self-reported).
Gallup finds only 12% of employees strongly agree their organization does a great job of onboarding, and its research suggests a new hire needs around 12 months to reach full performance (Gallup, 2018 and 2019). A meaningful share of that ramp often goes to finding answers the organization already wrote down.
In one vendor-sponsored YouGov survey, respondents estimated 42% of the knowledge a role requires is unique to the person holding it (Panopto, 2018). When someone leaves, the documents stay; the context around them goes with them.
LangOptima ingests the HR documentation your organization already holds, including handbooks, policies, benefits guides, onboarding materials, and process documentation, and structures what is inside them: roles, entitlements, procedures, and the relationships between them. It sits above your HRIS and intranet without replacing them, so a question that once meant a ticket and a wait becomes a single query with the source document attached.
The HRIS, the intranet, shared drives, and policy repositories unified at the semantic layer. Nothing moves. Nothing is replaced.
Traverse from a role to its policies, from a policy to every process it touches, from a benefit to the eligibility rules behind it. Connections no keyword search on the intranet will surface.
“Which policy applies here, and since when?” answered in seconds, with the document to back it. For HR teams, managers, and new hires alike.
Every HR generalist works with the organization's full policy memory behind them, and new hires query it from day one instead of learning it ticket by ticket.
Representative scenarios of how HR teams apply a knowledge graph over their people documentation. Illustrative of the pattern, not published client references.
An HR team connects its handbook, policies, benefits documentation, and role guides in a knowledge graph. New hires ask questions directly, in plain language, and get answers that cite the underlying document, so they spend their ramp-up learning the job rather than hunting for the rules around it.
A people-operations team routes policy and benefits questions through the knowledge base first. Questions already answered in the documentation resolve immediately with a citation, and the HR team's time shifts to the cases that genuinely need human judgment.
However complex the people landscape underneath, the engagement itself stays simple.
We ingest the documents and data you already hold, straight from the systems you already run. Nothing is replaced. Your teams keep working where they work today.
A scoped 8–12 week pilot structures your first decision context. Your domain experts contribute the knowledge; we do the engineering.
You start asking the questions, and every answer carries a citation back to the source, so you can check it yourself.
A 30-minute conversation about your HR documentation landscape: which systems hold your policies, handbooks, and process docs, and what a queryable view of them would answer first. No deck, no pitch.