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SBP Group × AI Fusion Partner
One AI talent engine that screens every applicant in minutes, keeps every candidate warm on WhatsApp, and hands your team only the best. Running 24/7, across all 10 brands.
- Every opening pulls in a flood of applicants, with no AI filter to sort them.
- Two systems run hiring: Talenta and your own karir.sbpgroup.id. You want AI on both.
- Only about half of candidates open email, so your team chases each one by hand on WhatsApp.
- CVs, tests, scheduling, follow-ups: almost everything is still manual.
- You already pay for AI per department. The missing piece is turning it into a working system.
- The ambition is bigger than HR: your core system, the one every department runs on, is next.
The same hiring flow you showed us, with AI doing the heavy lifting at every step. Your team keeps every decision. The machine does the work.
Apply
CV in by WhatsApp or web, anywhere
Screen
500 applicants ranked into a shortlist
Test
Assessments graded the moment they finish
Interview
Voice first round in Bahasa, 24/7
Offer
Letters drafted, signed, tracked
Onboard
Docs collected, pushed into Talenta
A glimpse of what your team would open each morning:
This view is illustrative. See your full workflow today vs with the engine, and how it connects to Talenta and your careers site: sbp.aifusionpartner.com/system →
You get an enterprise talent system that would cost Rp 1.8 to 2.5B to assemble piece by piece (see below), built for you as one system, with a partner who runs it and keeps improving it. You approve one module at a time, starting with the cheapest, highest-return one, and only move on once you have seen it work.
The only decision today is Phase 1. The prices show the full journey. Every phase is scoped and agreed with you before it starts, and you add or remove pieces to fit. After that, the bigger play is your core system, the one every department depends on, scoped on its own.
Proven at the top end (companies far larger than SBP, shown as what AI hiring makes possible): Unilever cut time-to-hire by 75% and saved over £1M a year with AI screening. The retailer Coppel hired 24,000 people in 75 days through WhatsApp AI, with 71% applying in under 10 minutes. The same playbook, scaled to your hiring.
The brand upside: 93% of Indonesians live on WhatsApp, and your @declip.id audience is already 152k strong. Recruitment that replies to everyone, in minutes, turns every applicant into someone with a good impression of DeClip, Xuping and Meilyn, instead of silence.
Sources. Salaries: Multiplier Indonesia 2026, Michael Page & Robert Walters Indonesia Salary Guides 2026, UMP DKI Jakarta. Impact: SHRM AI-in-HR (−31% time-to-hire), Eightfold (4 hrs saved/role), Unilever / HireVue (−75%, £1M/yr), Talkpush / Coppel (24,000 hires in 75 days). Figures are conservative and confirmed against your real hiring data before Phase 1.
Abdi Medicca: a WhatsApp AI agent answering patients 24/7 for a Jakarta clinic, running in production today. Apex Property: a custom CRM, dashboard and AI operations for a 115-villa portfolio. We ship working systems here, not slides. See more of our work →
- Unilever: −75% time-to-hire, over £1M saved a year.
- Coppel: 24,000 hires in 75 days on WhatsApp AI.
- Grab & Gojek: driver onboarding cut from days to hours.
Built compliant with Indonesia's data law (UU PDP) from day one, because for a market leader, trust is the brand.
AI ranks and recommends. Your team makes every hire and rejection. No silent auto-rejects.
Photo, age and gender stripped before scoring. Clear consent on every application.
Stays in your systems. Vendors never train on it. Honest scope: we never overpromise.
This augments your HR team, it does not replace anyone. The same people, freed from reading 500 CVs by hand, spend their time on the candidates worth it and on the experience your brand is known for.
Our guarantee. Phase 1 turns your ~500 applicants into a ranked, usable shortlist. If it does not, we make it right or refund that month. And you pay the second half of the build only once it is live and screening real candidates.
AI changes every month, and keeping up with it is our job, not yours. You get the ideas actually worth your time, and a straight answer whenever your team wonders "can AI do this?". Think of a senior AI team sitting next to yours, building the system and staying for the long run.
You mentioned every department now has Claude, but the value is not there yet. It is the most common gap in AI today: the tool is paid for, the habit is missing. This is the fastest return in the whole plan, because the licenses are already on your bill.
of AI comes from how people use it, not the tool itself (BCG).
on the right tasks for trained teams. Untrained teams barely move.
on every dollar put into AI, once people actually adopt it (IDC, Microsoft).
We will be in Jakarta in person in mid-June, running hands-on Claude sessions for a handful of companies, before we head back to our clients in Europe. We are not in Indonesia again until August. While we are there, we can spend a day or two with your teams: a practical session on their real work that turns the licenses you already pay for into hours saved every week. If this is useful for you, just say the word and we will send a short plan dedicated to it, kept separate from the recruitment build above. No commitment today.
From this meeting to Phase 1
You are seeing it live with us today: the demo, the four phases, and the full system diagram, module by module, so the decision rests on something you can see, not a promise.
The only decision today is Phase 1. Every opening that runs the old way is hundreds of candidates never truly seen, and your team's week spent reading CVs by hand.