HR and onboardingEmployee onboarding and HR automation driven by a single identity.
Hiring someone touches payroll, benefits, devices, accounts and paperwork, often in as many separate systems. Identity-driven onboarding starts from a single employee record and sets up the rest from it. Offboarding runs the same path in reverse.
What we automate
Inside hr and onboarding.
Onboarding
- Offer letters and e-signature
- New-hire forms and document collection
- Account and equipment provisioning
- Orientation task lists
Employee records
- A shared employee record across HR and payroll
- Role changes that update access
- Credential and license expirations
- Policy acknowledgments
Time and pay
- Timesheet collection and approval
- Payroll system handoffs
- Time-off requests and balances
Offboarding
- Access removal across every system
- Equipment return tracking
- Final pay and exit paperwork
Where AI fits
AI can read uploaded documents and answer policy questions from your handbook. Hiring decisions, pay changes and access grants stay with people and rules.
Across every industry
Same function. Your vocabulary.
The shape of hr and onboarding work barely changes from one industry to the next. The tools and the words do. Here is how it looks in each.
Your industry
Construction and trades
- Field and office hires onboarded from a single identity
- Safety certifications and license expirations tracked per worker
- Crew timesheets routed to payroll
Where AI fits: AI reads uploaded certifications into the record; access and pay changes follow rules.
Running in production. New-hire onboarding went from about two days of admin to minutes, driven by one identity.
ConstructionProfessional services
- New staff provisioned with accounts and practice access
- Continuing education and license renewals tracked by person
- Conflict and confidentiality acknowledgments collected at hire
Where AI fits: AI answers handbook questions with sources; access and role changes follow your rules.
Professional servicesStaffing and recruiting
- Placed candidates onboarded with forms and e-signature
- Credentials and background check status tracked per worker
- Worker records synced between the ATS and payroll
Where AI fits: AI flags incomplete onboarding packets; a coordinator follows up with the worker.
StaffingHealthcare administration
- Staff licenses and credentials tracked to renewal
- New staff accounts provisioned by role and location
- Required training acknowledgments collected at hire
Where AI fits: AI stays out of hiring and access. Credential checks follow your written rules.
Healthcare adminFinancial services
- Producer and loan officer license tracking
- Staff access to client data set by role
- Seasonal staff onboarded and offboarded on schedule
Where AI fits: Access to client financial data is set by role rules, with no AI involved.
Financial servicesProperty management and associations
- Site staff and maintenance techs onboarded by property
- Property access updated when assignments change
- Onsite staff hours allocated to the right property
Where AI fits: Little AI here. Access follows property assignments, and hours follow approved timesheets.
Property managementField services
- Technician onboarding with licenses, vehicles and app access
- Ride-along and training sign-offs tracked per tech
- Fuel cards and tools returned at offboarding
Where AI fits: Rules drive technician setup; AI only reads license photos for a manager to verify.
Field servicesAlways-on agents
Hand the queue to something that keeps working after you log off.
An agent with its own login and a defined role works the hr and onboarding queue around the clock, writes down everything it does, and comes back to a person when something needs a decision.
Start with the queue that hurts most.
In 45 to 60 minutes we map how hr and onboarding runs today and point you at the smallest useful first build.