Three engagements across real estate, recruiting, and HR — each shipped in eight weeks, each still in production. Numbers from week-12 reviews with each client.
[Client A] is a residential brokerage operating across Sydney and the Central Coast. Their top agents were spending one full day each week sourcing and contacting lapsed leads — the same work, week after week, with no consistent follow-through.
Reactivate lapsed buyer and seller leads at the scale of the whole brokerage — without piling more admin onto agents who already spend 10+ hours a week on prospecting that produces inconsistent follow-up.
An agent that pulls fresh REA data, ranks lapsed contacts by predicted intent, drafts a tailored outreach message per agent's voice, and queues sends through the brokerage's email and SMS providers. Every send is traced; agents see the agent's reasoning before approving.
We'd been told an agent like this would take six months and a team of four. Zeroth shipped it in eight weeks with one engineer paired with our top broker. By week 12 it had paid for itself in commission.
[Client B] is a 15-consultant exec search firm focused on senior engineering and product roles across APAC. Principals were burning Fridays writing up reference calls and Mondays cleaning up sourcing lists they'd built by hand.
Cut the cycle time from JD to first-pass shortlist, and stop principals from losing entire days to reference-call write-ups. Both tasks needed to remain consultant-quality — a generic AI résumé screener wouldn't cut it for retained search.
Two coupled agents. A sourcing agent reads a JD like a recruiter, expands Boolean queries, scrapes and ranks candidates, then writes a shortlist note per candidate. A reference agent transcribes calls, structures themes, and drafts a summary the principal edits — never sends.
I used to spend Fridays writing up reference calls. Now I spend Fridays talking to candidates. The agent isn't doing the job — it's letting me do mine.
[Client C] is a Professional Employer Organisation serving ~120 Australian SMB clients. A six-person People Ops team was drowning in tier-1 policy questions while onboarding queues stretched to 11 days. Adding headcount wasn't the answer; the work was repetitive, not hard.
Take repetitive policy queries off a strained People Ops team and shorten an onboarding pipeline that had grown to 11 working days — without compromising the audit trail PEO clients rely on for compliance.
A policy-aware HR copilot in Slack that answers tier-1 questions with citations into the client's handbook, plus an onboarding orchestration agent that coordinates HRIS provisioning, contract dispatch, payroll setup, and day-1 checklists with human approval gates.
The agent doesn't replace the team — it lets them do the work they actually trained for. Our consultants stopped answering "where's the leave form" and went back to running employee relations cases.
30-minute call. We'll tell you whether agents help — and roughly what it would take.
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