Why the state chooses
PeopleForce

When the team behind a state education product looks for an HRM system, data security isn't just one of the requirements. It's the first filter. On the same level are a flexible API for in-house AI development, a Ukrainian product, and a partner that shares the values of digitalization, transparency and efficient processes. That's why Mriia, the single state education ecosystem for students, parents and teachers, chose PeopleForce.

Here's how PeopleForce, a Ukrainian HRM platform, cleared the highest bar for personal data protection and became part of the everyday experience of employees at a state product focused on people, AI and a modern work culture.

Why they chose PeopleForce

Before implementing PeopleForce, we had a sprawling set of tools: some information was stored in Confluence, some in Notion and other services. So one of the key decisions was to bring processes and the internal knowledge base together in a single system that covers most of the team's HR needs.

For state products, data security is critical. After researching the market, we settled on PeopleForce, a Ukrainian product that met our requirements for security, fast support and ease of use for the team.

Additional advantages were a flexible API, which let us integrate our own AI features and automations for recruiting and HR processes, including saving 1:1 results and setting follow-up tasks once meetings are done, as well as an intuitive interface and continuous product development.

As a Ministry of Digital Transformation project, it was also important for us to support Ukrainian tech products that develop the country's digital ecosystem.

When the Mriia team started looking for an HRM system, we researched the market and chose PeopleForce. It was important for us to find not just a convenient tool, but a partner that shares our values: digitalization, transparency and efficient processes.

Mriia builds digital tools that help remove unnecessary routine and improve the learning process for teachers, students and parents. That's why PeopleForce's approach resonated with us: helping organizations optimize processes, automate routine tasks and build a modern work culture. This shared set of values and vision is what made our partnership feel so natural.

What changed after implementation

In particular, the system helped automate:

• recruiting;
• onboarding;
• time-off management;
• internal HR communications;
• performance management.

It was important for us to build a modern approach to the candidate journey and the employee lifecycle that reflects our values of digitalization and a modern work culture.

PeopleForce became more than an HR system for us. It's part of the team's culture and the everyday employee experience. Because recruiting and HR processes run in one system, there's no need to duplicate data or move it between tools after hiring. This makes a candidate's transition to employee much simpler and reduces manual work for the team.

AI features for recruiting

We hire for IT roles as well as roles in education, communications, operations and user support, so we receive hundreds of CVs every month. AI helped cut the time spent on initial CV screening by about 40%, speed up closing vacancies and let recruiters focus on quality candidate assessment instead of routine CV analysis. At the same time, AI is an assistant for us, not a replacement for the recruiter: we don't use it to make decisions instead of people, but to reduce routine and help the team work with information faster. The final decision always stays with the recruiter, because we evaluate not only a candidate's experience but also their potential, motivation and cultural fit with the team.

Right now, the solution runs as a webhook MVP that is being tested and can:

• assess how well a candidate matches the job requirements;
• analyze which skills are present and which are missing;
• calculate total and relevant experience, including experience up to “present”;
• check the candidate's location;
• spot signs of frequent job changes;
• generate questions worth clarifying in interviews;
• re-evaluate the candidate between hiring stages based on team feedback.

Data security was critical for us, so the solution was built with a focus on protecting personal information, without external LLMs or third-party services.

A friendly onboarding that reflects our culture

The system has been especially valuable for new hires. PeopleForce has effectively become the single source of information for employees, with everything they need in one place: team structure, policies, documents, contacts and onboarding materials.

For us, onboarding isn't only about access and paperwork. It's about the first impression of the team's culture. That's why we wanted to make this process clear, modern and comfortable for every new employee.

Regular feedback and HR analytics

At Mriia, we work systematically on eNPS and the employee experience. Every quarter, the team takes surveys that help us understand sentiment and engagement and respond to the team's needs in time.

Calculating turnover, which used to require complex calculations, has also become a one-click process inside the system. This lets us get up-to-date analytics regularly and make HR decisions faster.

What we value most is that PeopleForce lets us:

We also introduced an onboarding satisfaction score, a metric that helps us assess the experience of new hires during onboarding.

This lets us:

That's why we actively use recurring surveys as a tool for continuously improving the employee experience.

The future of HR in the public sector is digital

Government teams have long stopped being a “classic public sector” and increasingly work on the principles of product IT companies, with a focus on people, growth, efficiency and culture.

Systems like PeopleForce help state projects move from bureaucratic, fragmented processes to a single digital HR ecosystem. It's not only about automating documents or time off. It's about a whole new approach to the candidate and employee journey, faster processes, transparent decisions and the ability to build strong teams even in large state institutions.

For us, PeopleForce has become a tool that helps a state product work in a modern way: onboard people faster, automate routine, use AI in recruiting and make data-driven HR decisions. Changes like these are gradually shaping a new work culture in the public sector.

About Mriia

Mriia is the single state education ecosystem for students, parents and teachers. It opens access to personalized learning, simplifies the administration of the education process and supports children on their path to self-realization.

The ecosystem is designed to inspire learning and help everyone find their place in the modern world. It's an initiative of the President of Ukraine Volodymyr Zelenskyy, implemented by the Ministry of Digital Transformation and the Ministry of Education and Science together with the EGAP Program, carried out by the East Europe Foundation with the support of Switzerland.

For students and parents, Mriia is a convenient mobile app that helps organize learning, track results over time and set educational goals. For teachers and school administrations, it's a web portal that reduces bureaucracy, automates daily routine and lets them focus on what matters most: teaching children. And in the Mriia app, educators always have their schedule at hand and can quickly give grades.

The Mriia team works to make sure digital tools truly improve the quality of learning. The ecosystem already offers AI-powered solutions that help educators quickly create tests for lessons and homework. Gamification mechanics that increase student engagement are launching soon. The next focus is personalization, where the learning path takes into account each child's needs, pace and strengths.