Process automation · HR
Automate the HR processes that eat your week.
Onboarding, admin and employee requests: mapped once, then run end-to-end.
How it works
Map, automate, improve.
From a documented process to one that runs and improves itself.
Map
Captures how a hire actually moves through your organisation: every account, approval and hand-off. It writes that down, versioned, before anything is automated.
Example
Automate
Agents take the repetitive steps on that map: provisioning accounts, routing requests, generating documents. The judgment calls stay with your team.
Example
Improve
Every run is measured: time to productive, where requests wait, which exceptions recur, so the process gets shorter each quarter instead of quietly growing.
Example
Interactive demo
Run an onboarding.
Watch the agent take a new hire from offer to day one.
- QueuedCreate accounts in 6 toolsSlack · Drive · CRM · GitHub · Notion · 1Password
- QueuedApprove equipment budget€1,850 laptop, above your €1,500 auto-limit
Problem → Solution
35 steps per hire, or 6 clean workflows.
Every hire retraces the same 35 steps by hand. It only takes 6 now.
35 steps for every hire
- Manual account creation across tools
- Requests lost in inboxes
- Each entity invents its own version
- Nobody knows how long a hire really takes
6 clean workflows
- Six systems provisioned from one signature
- Every request routed and tracked
- The same six workflows, per-entity rules
- Time-to-productive measured every week
Seen enough? Bring us one workflow.
FAQ
Common questions.
What HR teams ask before automating onboarding.
How secure is my data?
How long does setup take?
Which tools does it integrate with?
How does pricing work?
Questions answered? Put it on your own workflow.
Sector FAQ
For HR teams.
The questions HR teams ask most.
Does it connect to our HRIS?
How is employee data protected?
Can it handle multiple entities?
Sector proof
Proven at a 100+ store grocery retail franchise.
These are the figures measured at a 100+ store grocery retail franchise, for their processes and their volumes. Read them as evidence that the workflow runs, not as a number your deployment will reproduce.
“20,800 hours a year went into building rotas. A hundred store managers each spent four hours a week building rotas by hand. It was the largest hidden cost in the business and nothing in the accounts showed it.”
More about HR automation
What HR automation actually covers
Onboarding, end to end
From a signed offer to a productive first day: accounts provisioned across every tool, equipment requested, the onboarding SOP assigned, and a week-one plan scheduled. The agent handles the coordination between systems; the decisions that matter, such as offer terms and budget exceptions, still stop for a person.
Employee requests and admin
Leave requests, expense checks, document generation and the endless small updates that land in an HR inbox. Each one follows the policy already written down in your Company Brain, so the answer is consistent whether it's asked in January or July, by a manager or a new joiner.
Multi-entity and multi-language teams
Groups where every entity keeps its own systems and its own rules run the same workflows with per-entity limits and approvers. New entities start from the mapped process instead of re-inventing their own version, which is usually where the thirty-five steps came from in the first place.
GDPR and employee data
Employee records are the most sensitive data most companies hold. Access is role-scoped by default, data stays hosted in the EU, and every read and write is logged against the identity that made it, so an access review is a report, not an investigation.
HR automation as one process among several
Onboarding and leave are the visible half. Underneath they have the same shape as every other cross-system workflow a company runs, which is what business process automation describes: a mapped path, defined decision points, and an approver named before anything goes live.
Where recruitment ends and HR begins
A signed offer is the handover point. Everything before it, from vacancy intake to a shortlist somebody can audit, belongs to recruitment automation. Everything after it is the onboarding sequence described above. Keeping the two apart stops one workflow from owning decisions that need different approvers.
The agent's view of the same work
This page describes HR automation as a process. The other angle belongs to AI agents for HR: how much of a leave request or a rota change an agent should settle alone, and what a defensible approval boundary looks like when the data is this sensitive.
The same pattern outside HR
An HR inbox and a support inbox fail the same way, for the same reason: high volume, a written policy, and a small share of cases that genuinely need a person. The same split applied to customer-facing requests instead of internal ones is customer service automation.
Get started
Automate your next onboarding.
Pick one hire and we'll run the whole journey live, from signed offer to day one.
Two ways to start
Book a demo6 FIELDSYou already know what you want to see. Tell us the essentials and we come back with times.Open the form →Build your agent6 QUESTIONSYou want the demo built around your own bottleneck. Answer six questions, we prepare the agent for the call.Start the questionnaire →Prefer a live call?
Grab a slot that suits you.
Book a 30-minute call with our team.
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