Employee onboarding, without losing the first day

Takes a new hire from signed contract to a productive first day

The new person has everything they need on the first morning

You persuaded somebody to join you. The first impression you make is a morning where nobody knows where their laptop is.

What you get

Nothing gets forgotten

Account, equipment, access and paperwork all start the moment the contract is signed, not on day one.

Everyone knows their part

Tasks reach IT, admin and the manager separately, each with a deadline, instead of one shared list nobody reads.

Paperwork collects itself

Required documents are requested from the employee with reminders, until the set is complete.

Departures close just as cleanly

The same flow in reverse: access is revoked and equipment recovered, with a record.

How it works

The flow, step by step

  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

Results

A 70-employee catering group with two event venues

Automatic task routing with tracked deadlines runs in production, in another sector.

Automation workflows
125 63
WhatsApp errors per hour
15–30 0
Security findings
584 383
Weeks to production
— 6

Works with what you already run

  • n8n
  • PostgreSQL

Related solutions

Frequently asked questions

We hire five people a year. Is it worth it?
Probably not as a standalone project. It makes sense built alongside something else, or if each hire currently costs a lost day and a poor first impression.
Does it replace our HR software?
No. It connects to it. The problem is usually not the software but the steps outside it, which live in emails.
Who actually creates the accounts?
Your IT, but they receive the task on time and complete. Where an API exists, we can automate it fully.
Can we use it for departures too?
Yes, and that is often where it pays for itself. Access left active after somebody leaves is a security problem, not a tidiness one.
How long does it take to set up?
Two to four weeks. Most of it goes on writing the per-role checklists, not on building.

How long before a new hire can actually work?

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