OVI is the AI-native ATS where you chat to hire. Two AI agents — Sora for sourcing and Milo for screening — find candidates, score every CV, and run AI interviews, all controlled from a single chat.

What does "chat to hire" mean?

Chat to hire is OVI's AI-native hiring workflow: instead of clicking through a traditional ATS, you describe what you need in chat and OVI's AI agents source candidates, screen applicants, run AI interviews, and send outreach for you.

What is an AI-native ATS?

An AI-native ATS is an applicant tracking system built around AI agents rather than forms and pipelines. OVI's AI chat ATS lets recruiters source, screen, interview, and follow up through conversation — the agents do the work and surface only the candidates worth meeting.

Who are Sora and Milo?

Sora is OVI's AI sourcing agent — she scans LinkedIn, the open web, and your ATS history to find best-fit candidates and reach out in your name. Milo is OVI's AI screening agent — he scores every applicant against your rubric and surfaces a ranked shortlist.

How do OVI's AI interviews work?

OVI runs async AI interviews for every shortlisted candidate and returns scores, transcripts, and recordings — so your team only meets the people worth meeting.

How Johnson Controls Cut HR Call Volume by 40% Across a 100,000-Person Workforce

2026-06-19

When a company with more than 100,000 employees across 150 countries needs to rethink HR service delivery, the margin for experimentation is narrow. For Johnson Controls — the $25 billion smart building technology company — the answer was an AI HR assistant called Omni, built on the Moveworks platform and embedded directly into Microsoft Teams.

The result: HR call and ticket volume dropped 30 to 40 percent. Tens of thousands of HR interactions now happen every month through a single AI layer.

That outcome is drawing fresh scrutiny following ServiceNow's acquisition of Moveworks (completed late 2025), making Johnson Controls one of the most visible proof points for what enterprise-scale AI HR looks like in practice.

The Challenge: HR at Scale Does Not Scale Easily

Johnson Controls operates in 150 countries with a workforce of more than 100,000 people. Its HR function faced a structural problem: an enormous volume of repetitive, transactional requests absorbing the capacity HR teams need for higher-value work.

Time-off requests, benefits inquiries, pay plan lookups, performance review reminders, internal referral information — each interaction is simple individually. Multiplied across a six-figure global workforce, they create a support burden that cannot be resolved by hiring more HR coordinators indefinitely.

The Deployment: Omni in Microsoft Teams, Connected to Workday

Johnson Controls deployed Omni, an agentic AI HR assistant built on the Moveworks platform. The deployment centered on where employees already work: Microsoft Teams.

The Workday integration is what makes Omni genuinely useful rather than merely convenient. Omni does not just surface answers — it completes tasks. Supported workflows include:

Time-off requests and balance checks — processed through Workday without leaving Teams
Benefits inquiries and pay plan access — answered from policy-consistent sources
Performance review notifications and training deadline reminders — proactive and automated
Internal referral opportunities — surfaced based on context
Live agent handoffs — with automated context transfer when human escalation is needed

This agentic architecture — the ability to reason, plan, and take independent action rather than passively answer questions — is what distinguishes Omni from earlier HR chatbots.

The Results: Measurable Deflection at Scale

According to the Moveworks case study (August 2025), Omni now handles tens of thousands of HR interactions per month for Johnson Controls' global workforce. Call and ticket volume fell 30 to 40 percent.

CHRO Marlon Sullivan led the deployment. The outcome enabled the HR function to redirect capacity toward consultative, strategic work — the kind of HR contribution that large organizations consistently say they want but rarely have bandwidth to deliver while managing high transactional volume.

At scale, there is a compliance dimension as well. AI-handled self-service queries are designed to draw from consistent, centrally managed policy sources, reducing the risk of inconsistent guidance across a distributed HR team operating in 150 countries.

Why Now: The ServiceNow Moveworks Acquisition Signals a Platform Shift

Johnson Controls' deployment took on broader industry significance when ServiceNow announced its first Moveworks-powered products in February 2026, following the acquisition close in late 2025. ServiceNow framed the deal as a step toward what it calls an Autonomous Workforce — AI that thinks and acts rather than simply responding.

In its announcement, ServiceNow reported handling more than 90 percent of its own employee IT requests internally via AI, and that its Level 1 AI Specialist resolves assigned IT cases 99 percent faster than human agents.

For HR leaders evaluating the enterprise AI landscape, the acquisition signals a consolidation trend: large platform vendors are absorbing specialized AI point solutions, which has implications for vendor strategy, contract continuity, and future capability roadmaps.

What HR Leaders Should Take From This

1. Meet employees where they work. Omni succeeded because it lives inside Microsoft Teams. Adoption does not require new behavior — it requires the tool to fit existing patterns.

2. Workday integration unlocks action, not just information. HR AI that surfaces answers is incrementally useful. HR AI that completes tasks is the difference between a chatbot and a workflow tool.

3. Volume deflection is the first signal that matters. A 30-40 percent reduction in ticket volume is the clearest early indicator that AI-driven HR self-service is working. If your deployment is not measurably reducing transactional load, it is not yet performing.

4. Platform consolidation is underway. HR leaders selecting AI tools today should factor consolidation risk into vendor evaluation — including what happens to integration support and roadmaps when point solutions are absorbed by larger platforms.