HR and people automation.
Onboard faster, answer policy questions instantly and take the admin out of scheduling and hiring.
onboardingrecruitingschedulingpolicytimesheets
> 01 / where are you today?
The HR maturity ladder
Pick the level that sounds most like your team. You'll see the next step worth taking.
level 1Manual
what it looks like
Offers, forms and schedules handled by email and paper.
what it costs you
Slow onboarding, payroll errors and managers buried in admin.
→ next step
A standard onboarding checklist triggered on hire.
level 2Connected
what it looks like
An HR or payroll system, used mostly for pay.
what it costs you
Questions land on HR and scheduling lives in group chats.
→ next step
Automate onboarding steps and shift scheduling.
level 3Automated
what it looks like
Onboarding, scheduling and timesheets flow, and applicants are screened against your criteria.
what it costs you
Policy questions still interrupt HR.
→ next step
A policy assistant that answers from your handbook.
level 4AI-assisted
what it looks like
Staff get instant, sourced answers, hiring pipelines move on their own and HR focuses on people.
what it costs you
Fairness and privacy need oversight.
→ next step
Bias checks and a privacy review on hiring steps.
> 02 / before and after
Systems do the routine. People make the calls.
01 hire
before
Offer by email
Offer by email
after · automated
Signed digitally, onboarding triggered
Signed digitally, onboarding triggered
02 set-up
before
Forms chased for weeks
Forms chased for weeks
after · automated
Accounts and documents ready day one
Accounts and documents ready day one
03 schedule
before
Group chats
Group chats
after · automated
Shifts, swaps and approvals in one flow
Shifts, swaps and approvals in one flow
04 timesheets
before
Paper and spreadsheets
Paper and spreadsheets
after · your team
Approved in a click
Approved in a click
05 questions
before
Ask HR
Ask HR
after · automated
Answered from the handbook
Answered from the handbook
06 decisions
before
Made by people
Made by people
after · your team
Still made by people, with better data
Still made by people, with better data
> 03 / what to measure
Eight HR metrics that matter
Time to fill↓ time
Time to productivity↓ time
Onboarding completion↑ experience
HR questions per employee↓ time
Schedule changes handled↑ time
Timesheet errors↓ accuracy
Employee satisfaction↑ experience
Early turnover↓ money
> 04 / by size
What changes with scale
growing businesses
No HR department, just the owner. Make onboarding and scheduling run themselves so new people start strong.
established organizations
Hundreds of employees, unions or locations. Consistent onboarding, fast answers and clean data for every people decision.
> 05 / where to start
Build it in this order
1 · people/onboardingNew hire onboardingAccounts, documents and training from the day an offer is signed.
2 · people/shifts-timesheetsShifts and timesheetsSchedules, swaps and approvals in one flow.
3 · people/recruiting-screenRecruiting pipelineApplications screened against your criteria, interviews booked.
4 · people/policy-assistantPolicy assistantStaff questions answered from your handbook.
See how HR plays out in your sector on the industries matrix.
> 06 / questions
HR and people automation, answered
Is AI making hiring decisions?+
No. It organizes applications against criteria you set. People review and decide.
How is employee data protected?+
Access is limited by role, data stays in your systems and every step is logged.
What happens to the time we save?+
That's your call. Most teams put it into customers, growth and the projects they keep postponing.
> step 1 · 30 minutes · free
Give new hires a great first week, automatically.
You'll leave the call with three things worth fixing, whether or not we work together.