Automation for people and HR

Automation for the team looking after people and their paperwork

More time with people, less with their forms

In a small company HR is one person doing recruitment, contracts and payroll at once — and losing half the day moving documents between them.

What matters here

Hiring stops having forgotten steps

From signed contract to day one, each task goes to whoever does it, with a deadline.

Paperwork collects with reminders

Documents required from employees are requested automatically until the set is complete.

Internal requests have a home

Leave, certificates, detail changes — sorted and routed, rather than piling into an inbox.

Departures close cleanly

Access is revoked and equipment recovered, with a record — a security matter, not a tidiness one.

Where we start

What that looks like

The first of the flows above, step by step. The rest follow the same pattern.

Employee onboarding

  1. 1. The trigger

    The signed contract starts the flow, with role and start date as its inputs.

    • n8n

  2. 2. The role's checklist

    The role decides what equipment, access and training are needed. The rules are data, not code.

    • PostgreSQL

  3. 3. Handing out the work

    Each task goes to whoever performs it, with a deadline tied to the start date.

    • Slack
    • n8n

  4. 4. Documents

    The documents required from the employee are requested, received and checked as a complete set.

    • OCR

  5. 5. Confirmation

    The day before, whatever is not ready surfaces to the manager. Not on the day the person is at the door.

    • Slack
See the full process

Results

A 70-employee catering group with two event venues

Task routing with tracked deadlines and document collection run in production.

Frequently asked questions

We have under fifty staff. Is it worth it?
It depends on how many joiners and leavers a year, not on headcount. Under five a year, probably not as a standalone project.
Does it replace our payroll software?
No, nor should it. Payroll has specific legal requirements; we cover the steps outside it, which live in emails.
Employee data is sensitive. How do you handle it?
It stays in your systems, with role-based access and a record. We hold no ISO 27001 or SOC 2 — if your policy requires them, tell us early.
Do you automate decisions about people?
No. We do not build automated candidate screening or evaluations. We move documents and track deadlines; decisions about people stay with people.
Where do we start?
With onboarding. It has clear steps, a real deadline, and you can see immediately whether it worked.

How much of your day goes on moving documents?

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