People and HR workflows,
powered by AI.

The starter arriving before the plan is ready. The handbook answer hiding in three documents. The expertise leaving with one employee. Prepare the records and handoffs that keep people work moving. These are illustrative workflows.

Browse every work area
New starter, unfinished checklist?First-week plans, orientation arrangements and missing handoffs prepared for HR.Which version of the policy answers this?Source-linked answers, policy changes and leave records needing clarification.Does the hiring plan fit the people budget?Roster changes, agreed pay bands and cost assumptions brought into one view.What leaves when this person does?Handover priorities, undocumented knowledge and departure tasks with owners.

Built for the AI you already use.

  • ChatGPT
  • Claude
  • Copilot
  • Gemini

Explore the work behind the next decision.

Start with a job you recognize. Open it to see what gets prepared, the questions that remain and where a person decides.

Illustrative workflows, adapted to your own procedures and standards. Each needs to be scoped to your operation. Scheduling and system connections are possible setups, scoped separately. People retain the decisions shown.

Pay and workforce planning

Make workforce plans understandable before headcount or pay decisions are taken.

The team is planning hires, departures or changes in working hours.A roster-based cost comparison with proposed start dates and unresolved assumptions.

Compare the people plan with the approved budget

Bring these each run
Authorized roster export, approved compensation, finance assumptions and proposed role changes.
The person decides
HR confirms the roles and finance approves the cost basis before leadership commits.
Keep the exceptions visible
Missing employer costs and uncertain start dates stay explicit.
Work it connects
HR, finance and department managers.

Possible setup. From an approved export. On request.

HR requests a review of employees against the approved bands.An exception worksheet showing comparable role, level and location groupings with source dates.

Find pay placements that need discussion

Bring these each run
Restricted pay export, approved bands, role levels and sourced benchmarks.
The person decides
The compensation owner investigates differences and recommends any changes.
Keep the exceptions visible
Different roles are not treated as equivalent; missing context does not establish unfair treatment.
Work it connects
HR, finance and department managers.

Possible setup. From an approved export. On request.

A separately scoped monthly run receives the agreed roster exports.A draft report reconciling starters, leavers, transfers and reporting-period differences.

Explain what changed in the workforce

Bring these each run
Dated roster exports, movement records and HR-approved definitions.
The person decides
The HR lead confirms the population and chooses what to investigate.
Keep the exceptions visible
Small groups and sensitive breakdowns follow HR's disclosure rules; no individual departure predictions.
Work it connects
HR, finance and department managers.

Possible setup. From an approved export. On a schedule, with review.

Onboarding

Coordinate the people handoffs around a confirmed start.

A signed offer is handed to HR for onboarding.A draft plan with pre-start tasks, introductions, learning goals and named owners.

Build the first-month plan around the role

Bring these each run
Confirmed role, start date, manager, team handbook and onboarding template.
The person decides
The manager approves goals and HR confirms the start arrangements.
Keep the exceptions visible
Account provisioning and equipment requests remain tasks for the responsible teams.
Work it connects
HR, the hiring manager, IT and onboarding hosts.

Possible setup. From approved files. When an agreed event happens.

HR requests orientation preparation through a separately scoped workspace connection.Proposed calendar entries, document links and a draft welcome announcement.

Prepare orientation sessions and materials

Bring these each run
Approved calendar access, orientation materials, confirmed starter details and sharing rules.
The person decides
The HR coordinator checks attendees and permissions before authorizing invitations or sharing.
Keep the exceptions visible
An available slot is not a booking; restricted documents need explicit access approval.
Work it connects
HR, the hiring manager, IT and onboarding hosts.

Possible setup. Through a scoped connection. On request.

The coordinator asks for a readiness check before a starter arrives.A checklist of unconfirmed equipment, access, introductions and required learning.

Find the gaps before the first day

Bring these each run
Starter plan, owner confirmations and agreed first-day requirements.
The person decides
HR follows up on missing confirmations and the manager decides any temporary arrangements.
Keep the exceptions visible
Silence is not completion and a requested account is not confirmed access.
Work it connects
HR, the hiring manager, IT and onboarding hosts.

Possible setup. From approved files. On request.

Policies and leave

Prepare clear answers from the current policy and expose records that need a person.

An employee asks about a company policy.A plain-language draft with the relevant section and questions requiring HR judgment.

Draft an answer with the policy passage attached

Bring these each run
Current approved handbook, question, policy effective dates and relevant supplements.
The person decides
HR confirms applicability and approves the answer; counsel resolves legal uncertainty.
Keep the exceptions visible
Conflicting versions, individual exceptions and unclear eligibility are escalated.
Work it connects
HR, policy owners and line managers.

Possible setup. From approved files. When an agreed event happens.

HR proposes changing one handbook section.A change summary listing related policies, forms and cross-references that need review.

Find what else a handbook change affects

Bring these each run
Current handbook, proposed wording, supplements and the reason for the change.
The person decides
HR approves operational changes after counsel reviews legal implications.
Keep the exceptions visible
A draft change does not replace the policy or establish employee entitlement.
Work it connects
HR, policy owners and line managers.

Possible setup. From approved files. On request.

HR requests a review of open leave entries.An exception list of missing dates, return confirmations and unresolved documentation status.

Find leave records waiting on confirmation

Bring these each run
Minimum necessary leave register, approved policy and employee-provided confirmations.
The person decides
HR confirms the record and handles eligibility or accommodation questions with qualified advisers.
Keep the exceptions visible
No diagnosis, entitlement or fitness-to-work conclusion is inferred.
Work it connects
HR, policy owners and line managers.

Possible setup. From approved files. On request.

Benefits communication

Make plan documents and enrollment instructions easier for employees to use.

HR receives plan documents for a benefits review.A comparison of stated premiums, contributions, coverage terms and unanswered questions.

Put the proposed benefit plans on the same basis

Bring these each run
Current plan documents, renewal proposals and approved employer contribution assumptions.
The person decides
The benefits owner and qualified adviser verify terms before choosing a plan.
Keep the exceptions visible
Unconfirmed networks, eligibility and tax treatment remain questions for the adviser.
Work it connects
HR, benefits advisers and employees.

Possible setup. From approved files. On request.

An approved benefits package needs a clear employee explanation.A draft guide with eligibility as supplied, enrollment steps, deadlines and contacts.

Turn approved plan terms into an employee guide

Bring these each run
Approved plan terms, enrollment instructions, audience and confirmed dates.
The person decides
HR and the plan administrator verify the guide before publication.
Keep the exceptions visible
Missing terms are not filled from generic benefit rules.
Work it connects
HR, benefits advisers and employees.

Possible setup. From approved files. On request.

The plan administrator confirms the next enrollment window.A draft announcement explaining choices, changed terms and where employees can get help.

Prepare the open-enrollment message

Bring these each run
Approved benefits guide, confirmed window, changed plan terms and contact details.
The person decides
HR approves the message and the administrator confirms enrollment instructions.
Keep the exceptions visible
The message does not select coverage or enroll anyone.
Work it connects
HR, benefits advisers and employees.

Possible setup. From approved files. When an agreed event happens.

Development and training

Connect learning plans to the work and the evidence of readiness.

Managers ask which capability gaps need training.A proposed learning plan tied to role requirements, evidence gaps and responsible managers.

Build a role-based learning plan

Bring these each run
Role requirements, approved competence records, learning options and available budget.
The person decides
Managers validate the gaps and HR approves the training priorities.
Keep the exceptions visible
Course attendance alone does not establish competence.
Work it connects
HR, managers and training owners.

Possible setup. From approved files. On request.

HR and managers are reviewing coverage for essential responsibilities.A coverage map showing single-person dependencies and proposed cross-training.

Find critical work only one person can cover

Bring these each run
Critical task list, documented competence and confirmed backup arrangements.
The person decides
The manager verifies readiness and assigns supervised practice or additional cover.
Keep the exceptions visible
Unverified self-reports remain unconfirmed; specialist work requires qualified supervision.
Work it connects
HR, managers and training owners.

Possible setup. From approved files. On request.

A separately scoped schedule reaches the agreed training review date.A list of recorded expiry dates, missing evidence and refresher arrangements to confirm.

Prepare the refresher training list

Bring these each run
Approved training register export, role requirements and issuer-provided dates.
The person decides
The training owner verifies dates and decides what refresher work is required.
Keep the exceptions visible
The workflow does not certify readiness or infer a qualification from an enrollment.
Work it connects
HR, managers and training owners.

Possible setup. From an approved export. On a schedule, with review.

Performance and progression

Give managers a clearer evidence base for reviews and development conversations.

A manager requests preparation for an employee review.A draft review organized by agreed goals, observed work and development questions.

Organize the evidence for a review conversation

Bring these each run
Agreed goals, employee self-assessment and manager-provided work evidence.
The person decides
The manager makes the assessment and HR checks the process.
Keep the exceptions visible
Unsupported character judgments and inferred personal traits are excluded.
Work it connects
HR, managers and employees participating in the review.

Possible setup. From approved files. On request.

HR is preparing the performance calibration meeting.A restricted comparison of submitted ratings, role expectations and evidence gaps.

Find ratings with missing supporting evidence

Bring these each run
Manager review drafts, shared rating definitions and documented examples.
The person decides
The calibration panel resolves differences and owns rating decisions.
Keep the exceptions visible
Missing evidence does not justify lowering a rating; employee data stays restricted.
Work it connects
HR, managers and employees participating in the review.

Possible setup. From approved files. On request.

An employee and manager want to explore a future role.A development brief comparing stated career interests, demonstrated skills and role requirements.

Prepare an internal progression conversation

Bring these each run
Employee-stated interests, role criteria, work examples and manager observations.
The person decides
HR and the manager agree development options with the employee; people decide promotions.
Keep the exceptions visible
Tenure, personality assumptions and unsupported readiness claims are excluded.
Work it connects
HR, managers and employees participating in the review.

Possible setup. From approved files. On request.

Departures and knowledge transfer

Prepare the handover while the people and records are still available.

HR receives a confirmed departure date.A draft handover checklist with owners for work transfer, property and access tasks.

Coordinate the departure checklist

Bring these each run
Confirmed departure details, assigned systems, open work and approved offboarding procedure.
The person decides
HR approves the plan; managers and IT confirm their own completed actions.
Keep the exceptions visible
No account is revoked or final pay determined by the preparation workflow.
Work it connects
HR, the departing employee, the manager and IT.

Possible setup. From approved files. When an agreed event happens.

A departure exposes tasks that depend on one employee.An interview guide and draft knowledge record of exceptions, contacts and past failed approaches.

Capture the knowledge that has no backup

Bring these each run
Employee-provided notes, existing procedures, open work and stakeholder questions.
The person decides
The receiving manager verifies the record and confirms who can perform the work.
Keep the exceptions visible
One person's account is checked against records; a written handover is not proof of readiness.
Work it connects
HR, the departing employee, the manager and IT.

Possible setup. From approved files. On request.

HR receives an authorized request to verify employment.A draft letter containing only the approved employment facts and stated purpose.

Draft a factual employment verification

Bring these each run
Verified employment dates, role history, reference policy and required consent.
The person decides
The authorized HR signatory verifies the facts and approves sending.
Keep the exceptions visible
Health, disciplinary and other unnecessary personal information are excluded.
Work it connects
HR, the departing employee, the manager and IT.

Possible setup. From approved files. When an agreed event happens.

From “I prompt it”
to “it is ready to review.”

Start with a simple version of one job. Make the preparation more automatic as the inputs, rules and review process become reliable.

On request

Bring the files or exports. Run the preparation when you need it, and review what comes back.

First, agree the useful output.

On a schedule

Prepare the review at an agreed interval, with a clear owner for exceptions and missing inputs.

Next, establish access and a review queue.

When something happens

An agreed event starts the preparation. Duplicate records, failures and retries have somewhere to go.

Then, test the trigger and recovery.

The person still approves the payment, releases the work or sends the message. Scheduling and integrations are scoped to the job.

Already have a prompt
that gets you most of the way?

That is a useful starting point. Bring the prompt, an example result and the part you still have to chase or fix.

We can start by examining what you have: its inputs, the exceptions it misses and what would make it reliable enough to hand off.

Describe what you have built
How we build and review the work

Build in the welcome your best manager gives.

Some of it is in your onboarding checklist. Some is knowing who a new starter should sit beside, what they need to try and what can wait. We capture both from your documents and your people’s experience.

Useful preparation, in your own workspace.

We build with invented examples, then observe your team testing real work in its own account without keeping those records. Your people lead agrees the standard and reviews the results before handover.

Connect the work across the people team.

The accepted offer, IT request, equipment list and manager’s plan belong to one first week. Start with the exports and documents you already use, with your role-specific know-how built into the workflow.

How we handle people information

Worked examples in detail

First-week preparation · Support engineer

Before Monday
IT: email, service desk and two role-specific tools. Facilities: laptop and headset. Payroll: setup draft from the accepted offer.
Day one
Read the ticket queue and meet the support team.
From day two
Shadow the senior engineer on live cases.
By Friday
Complete a first ticket under review and meet the manager for a check-in.
Still needed
Manager’s name and confirmation of remote or office setup.

What your team brings to each run

The accepted-offer export, with the role, start date and any manager or working-location details available.

The rules already built in

Use the role’s agreed access and equipment list. Give each request an owner and due date. Build the first week around what this person needs to read, practice and learn.

People teams and managers review the preparation, confirm requests and make decisions about employees. The workflow handles the administrative drafts and checks.

Leave requests against your calendar

Compare requests with your leave policy and the dates your business needs covered. Prepare the questions and due items for the manager and HR.

The person decides. People teams and managers review the preparation, confirm requests and make decisions about employees. Recruiters confirm availability and send invitations.

Interview slots ready to confirm

Combine candidate and interviewer availability into proposed slots, with draft invitations and tracking updates for the recruiter.

Staffing operations

The person decides. People teams and managers review the preparation, confirm requests and make decisions about employees. Recruiters confirm availability and send invitations.

A first week built for the role

Turn your procedures into the right reading, introductions, practice and milestones for a new seat, whether it’s an assistant, an adviser or an engineer.

Onboarding in a law firm

The person decides. People teams and managers review the preparation, confirm requests and make decisions about employees. Recruiters confirm availability and send invitations.

What is your
version of this?

One job is enough to start.

Describe what comes in, what you do now and what you wish would be ready without another prompt.

Prepare a discussion outline. Your answers stay in this browser tab. You can edit and copy the outline to bring to a conversation. Nothing is sent or saved.

Go straight to a fit call

One recurring job.
Or a connected department.

Start with one workflowFind a focused starting point in work you already do.Map your department against thisExplore connected workflows, ownership and implementation.

Existing sprints, scope and pricing are on Get started. Establishing a function? Explore building a new capability.

Who’s joining your team next?

Bring your onboarding checklist, or the manager who knows how a good first week works. We’ll turn that starting point into a workflow your team can use.

Book a 30-minute fit call.