As workplace knowledge spreads across chats, AI firms are building systems that can structure, retrieve and preserve it over time.
Updated
May 11, 2026 5:24 PM
A messaging app on a phone. PHOTO: ADOBE STOCK
Votee AI, an enterprise AI company headquartered in Hong Kong, has partnered with its Toronto-based research lab Beever AI to launch Beever Atlas. The new platform is designed to turn workplace chats into searchable knowledge that AI systems can retrieve and understand.
The release focuses on a growing issue inside organisations. Much of today’s workplace knowledge now exists inside chat platforms such as Slack, Microsoft Teams, Discord and Telegram. Important discussions, project decisions and technical information often disappear into long message histories that are difficult to search later.
Beever AI developed the platform to organise those conversations into a structured system for AI assistants. The software connects with Telegram, Discord, Mattermost, Microsoft Teams and Slack, then converts conversations into linked records of people, projects, files and decisions.
The collaboration combines Votee AI’s enterprise infrastructure work with Beever AI’s research around AI memory systems. The companies are releasing two versions of the product. The open-source edition is aimed at individual developers, researchers and creators. The enterprise edition is designed for banks, government agencies and larger organisations with stricter security requirements.
The release also reflects a broader shift happening across the AI industry. Companies are increasingly looking at how AI systems store and retrieve long-term knowledge, rather than relying solely on large context windows or search-based retrieval.
Earlier this year, OpenAI founding member and former director of AI at Tesla Andrej Karpathy discussed the growing need for what he described as “LLM Knowledge Bases.” He argued that AI systems need structured and evolving memory rather than depending only on context windows and vector search.
Beever Atlas approaches that problem through workplace communication. Instead of focusing mainly on uploaded files, the system is designed around conversations that happen daily across team chat platforms. It can also process images, PDFs, voice notes and video files within the same searchable system.
The companies say the software is designed to work directly with AI assistants and coding tools such as Cursor, AWS Kiro and Qwen Code. Integrations for OpenClaw and Hermes Agent are expected later in 2026.
Pak-Sun Ting, Co-Founder and CEO of Votee AI said: "Hong Kong has always been known for property and finance. Beever Atlas is proof that world-class AI infrastructure can emerge from an HK-headquartered company and be shared openly with the world. Every growing organization faces the same silent liability: conversational knowledge loss. Beever Atlas turns this perishable resource into a compounding organizational asset."
A large part of the enterprise version focuses on privacy and access control. The system mirrors permissions from Slack and Microsoft Teams so users can only retrieve information they are already authorised to access. Permission updates are reflected automatically when access changes inside company systems.
The enterprise edition also includes audit logs, encryption controls and data retention settings for organisations handling sensitive internal data. Companies can run the software entirely inside their own infrastructure using Docker and connect it to their preferred AI models through LiteLLM.
The companies argue that organising information is more useful than simply storing chat archives. Jacky Chan Co-Founder and CTO of Votee AI said: "The key technical decision was to treat agent memory as a knowledge engineering problem, not a retrieval problem. Structure beats similarity — a typed graph of who works on what is more useful to an AI than vector search over a Slack archive."
The software also includes protections against prompt injection attacks and systems designed to reduce hallucinated responses. According to the companies, the AI is designed to return “I don't know” with citations when confidence is low instead of generating unsupported answers.
As workplace communication becomes increasingly fragmented across chat platforms, companies are beginning to treat internal conversations as information that AI systems can organise, retrieve and build on. Beever Atlas reflects a broader push to turn everyday workplace communication into long-term organisational memory.
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Structured AI interviews and human judgment combine to address the global talent shortage
Updated
April 1, 2026 8:56 AM
ManpowerGroup World Headquarters in Milwaukee. PHOTO: ADOBE STOCK
As hiring pressures mount across global markets, ManpowerGroup is turning to technology to strengthen how it connects people to work. The workforce solutions major has announced a global partnership with Hubert, a startup focused on AI-driven structured interviews. The aim is simple: make hiring faster and fairer, without removing the human touch.
ManpowerGroup has spent decades operating at the center of the global labor market. The company works with employers across industries to fill roles, manage workforce planning and build talent pipelines. With millions of placements each year, it has a clear view of how strained hiring has become. A large share of employers today report difficulty finding skilled talent. At the same time, candidates expect more transparency, quicker feedback and flexibility in how they engage with employers.
Hubert enters this picture as a specialist in structured digital interviewing. The startup has built tools that allow candidates to complete interviews online, at any time, while being assessed against consistent criteria. Instead of relying on informal screening calls or resume filters, its system focuses on standardized questions tied directly to job requirements. The idea is to bring more consistency to early-stage hiring.
The partnership brings these capabilities into ManpowerGroup’s global operations. AI-powered interviews will now support the first stage of screening, helping recruiters identify qualified candidates earlier in the process. This does not replace recruiters. Final decisions and contextual judgment remain with experienced hiring professionals. What changes is the speed and structure of the initial assessment.
For employers, this could mean earlier visibility into job-ready talent and less time spent on manual screening. For candidates, it offers more flexibility. A significant portion of interviews on Hubert’s platform are completed outside regular office hours, allowing applicants to engage when it suits them. That flexibility can make a difference in competitive labor markets where timing matters.
The collaboration is also positioned as a step toward reducing bias. By evaluating each candidate against the same transparent standards, the process becomes more consistent. While no system can remove bias entirely, structured assessments can reduce the variability that often comes with unstructured interviews.
At its core, the partnership addresses a gap many large organizations are facing. They need scale and speed, but they cannot afford to lose the human judgment that good hiring depends on. Manual processes are too slow. Fully automated systems can feel impersonal and risky. ManpowerGroup’s approach suggests a middle path, where technology handles repetition and structure and recruiters focus on potential and fit.
The move also reflects a broader shift in the workforce industry. AI is no longer being tested on the sidelines. It is being built into the foundation of hiring operations. For established players like ManpowerGroup, the challenge is not whether to adopt AI, but how to do so responsibly and at scale.
By working with Hubert, the company is signaling that the future of recruitment will likely blend structured digital tools with human expertise. In a market defined by talent shortages and rising expectations, that balance may prove critical.