People & Support
HR Automation
Operate your people function like the rest of your business
HR teams in growth companies are perpetually behind. Recruiting takes too long. Onboarding is inconsistent. Employee questions go unanswered. HR Automation addresses the operational backlog so your HR team can focus on what matters.
The Problem
Why this matters
HR operations involve enormous amounts of process work — job postings, interview coordination, onboarding documentation, policy questions, compliance tracking, and reporting. In growth companies, this operational burden grows faster than HR headcount.
Capabilities
What HR Automation handles
Job requisition and posting automation
Interview scheduling and coordination
Offer letter generation
New hire onboarding workflow
Employee lifecycle management
Policy Q&A and knowledge base
Compliance documentation
HR reporting and analytics
In Depth
How it works in practice
Onboarding
Onboarding fails in the handoffs — IT provisioning, payroll setup, equipment, and compliance paperwork each sit with a different owner. Onboarding coordinates those tracks against the start date and chases whatever is behind.
- Task sequences generated per role, department, and location
- Provisioning, payroll, and equipment requests raised automatically
- Compliance documentation collected, verified, and chased to completion
- New hire guided through their own checklist with reminders
- Manager notified only when something is genuinely blocked
In Practice
How companies use it
01
Full-Cycle Recruiting Automation
From approved headcount to accepted offer — job posting, sourcing, screening, interview coordination, offer generation, and pre-boarding managed with appropriate human decision points.
02
New Hire Onboarding Journey
Day 1 through Day 90 — document collection, system provisioning, introductions, training assignments, and check-ins managed automatically with role-specific customization.
03
Employee Self-Service
Policy questions, PTO requests, benefits inquiries, and HR information requests answered automatically — freeing HR from routine inquiries.
04
People Analytics Reporting
Headcount, turnover, time-to-fill, compensation bands, diversity metrics, and engagement trends reported automatically from your HRIS.
Outcomes
HR Automation outcomes
Real results from Operating AI™ deployments across middle market companies.
Reduction in time-to-fill
Faster new hire productivity
Reduction in HR administrative time
Onboarding completion rate
Integrations
Integrates with your stack
Operating AI™ connects natively with the systems your business already uses.
Implementation
From conversation to deployed solution
Week 1–2
AI Readiness Assessment
Map your systems, data sources, and workflow requirements.
Week 3–4
Solution Architecture
Design the agent workflows, integrations, and governance framework.
Week 5–8
Build & Configure
Develop agents, connect integrations, and configure approval workflows.
Week 9–10
Test & Refine
Validate performance, tune responses, and train your team.
Week 11–12
Deploy & Adopt
Phased rollout with change management and user training.
Ongoing
Monitor & Optimize
Continuous performance monitoring, improvement, and expansion.
FAQ
Frequently asked questions
No. HR Automation works with your existing HRIS — Workday, BambooHR, Rippling, ADP — automating processes that happen around and between your core HR systems.
Get started
Ready to implement HR Automation?
Talk to an Operating AI™ specialist about your business requirements.