Give every new hire a Day 1 that works. We automate the multi-step orchestration behind onboarding, training and offboarding — executing the playbook your HR and legal advisers define.
Employee onboarding is one of the most operationally complex processes in any organisation — and one of the most neglected. A new hire typically needs provisioning across dozens of SaaS applications, enrolment in payroll and benefits systems, assignment to training programs, completion of compliance documentation, and introduction to team communication channels. When this process is managed manually, it takes days. Mistakes are inevitable. Accounts get missed. Passwords arrive late. The new employee's first impression of your company is one of chaos and disorganization. Automated onboarding replaces the manual checklist with orchestration that runs the same way every time and logs what it did.
Our automated employee provisioning system triggers the moment an offer letter is signed in your HRIS — BambooHR, Workday, Rippling, or Gusto. The AI reads the new hire's role, department, location, and start date, then executes a role-specific provisioning playbook. Google Workspace or Microsoft 365 accounts are created with the correct organizational unit and group memberships. Slack channels are joined automatically based on department and project assignments. Engineering hires receive GitHub repository access, Jira board memberships, and staging environment credentials. Sales hires get Salesforce profiles, Gong seats, and territory assignments. Every provisioning action is logged, timestamped and auditable — no spreadsheet tracking required.
Payroll enrolment and compliance documentation run in parallel. The system moves the new hire's compensation data, tax details and bank details into your payroll platform — sensitive personal data, so it is processed under a data processing agreement, inside your own tenancy, and never sent to a third-party model. Jurisdiction-specific right-to-work checks, tax registration forms, NDAs and policy acknowledgements are generated and sent as e-signature envelopes with completion tracking and reminder escalation built in. For international or remote hires the system applies the location-specific playbook your HR and legal advisers define. That distinction matters: the system executes your rules, it does not determine what the law requires. Beyond Day 1 it schedules 30-60-90 day check-ins and distributes onboarding surveys — scheduling and distribution, not evaluation of the employee.
The same architectural precision applies to offboarding. When a termination is recorded in your HRIS, the AI immediately revokes access across every provisioned platform — simultaneously, not sequentially. Mailbox handling — forwarding, delegation or retention — follows your data-protection policy rather than a default, because redirecting a departed employee's mail raises confidentiality questions in most European jurisdictions. Data backup procedures are initiated, exit interview scheduling is triggered and final payroll figures are queued for your payroll team to confirm. The whole sequence runs in minutes rather than the days a manual checklist takes.
A signed offer in your HRIS fires a role-specific playbook — email, Slack, licenses and repo access provisioned in minutes, all logged and auditable.
Payroll, tax and benefits enrolment run in parallel with right-to-work, NDA and policy signature workflows using each jurisdiction's own forms.
30-60-90 day check-ins and surveys are scheduled automatically — and on departure, access is revoked across every platform simultaneously.
We integrate with BambooHR, Workday, Rippling, Gusto, ADP, and Personio as HRIS triggers. For provisioning, we connect to Google Workspace, Microsoft 365, Slack, GitHub, Jira, Salesforce and 50+ other SaaS platforms. Payroll integrations include Gusto, ADP, Deel and Remote.com for international teams.
From signed offer to fully provisioned employee, our system completes all SaaS account creation, communication channel assignments, and compliance document delivery within minutes — not days. Most provisioning actions execute within 30 seconds of the HRIS trigger event, so everything is ready before the employee's start date.
It handles the mechanics: generating and sending the jurisdiction-specific right-to-work, tax registration, NDA, policy acknowledgement and benefits forms your advisers specify — in Spain that means alta en la Seguridad Social and Modelo 145; in the US, Form I-9 and W-4; elsewhere, the local equivalents. Completion is tracked with automated reminders and signed documents are archived with an audit trail. What the system does not do is decide which documents you need or whether a verification method is legally sufficient. Some checks, such as US I-9 identity verification, carry constraints on remote completion. Your HR and legal advisers define the playbook; the system executes it.
Yes, with one important qualifier. The system selects and runs the location-specific playbook your HR and legal advisers have defined — the tax jurisdiction, forms, time zone configuration and benefits package they specified for that country. It executes those rules; it does not determine employment or tax law, and no software should claim to. Remote-specific steps like equipment shipping and virtual orientation scheduling are built into the workflow.
When a termination is recorded in your HRIS, access is revoked across every provisioned platform simultaneously — email, Slack, code repositories, CRM, and 50+ SaaS applications. Email forwarding is configured, data backups are initiated, and every revocation is logged with a timestamp, closing the gaps manual offboarding checklists leave open. Mailbox forwarding and retention follow your own data-protection policy rather than a default.
The Slack-native AI tutor answers questions grounded in your own policy documents — travel policy, equipment requests, PTO rules, benefits details, expense procedures, and team-specific processes. It responds instantly in the new hire's language, escalates to HR when a question needs a human, and reduces the repetitive interruptions managers normally absorb during onboarding.
Give new hires a first day that works, and give your HR team back the checklist.
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