Onboarding that runs itself. A handbook that answers.
A people team should spend its time on people. We build the onboarding sequence that runs itself from one checklist, the handbook assistant that answers policy questions with the section cited, and the record synchronization that keeps payroll, directory and access in step, while anything personal, sensitive or contested is routed to a human being by design.
What people leaders ask first.
What does an HR assistant actually do?
It answers policy, leave and benefits questions from your handbook, cites the section, and routes anything personal or sensitive to a person. It never decides a case, never sees more than its role allows, and declines when the handbook is silent.
Can onboarding be automated?
The sequence can. Accounts requested, documents collected and verified for completeness, training assigned, equipment ordered and reminders sent, all from one checklist your team can see. The welcome, the mentoring and the first conversation still come from a person, as they should.
How is employee data protected?
Personal data stays in your systems. The scope lists exactly which fields the system reads and writes, access follows your roles, and anything regulated is in scope only when the legal obligations are named in writing and the controls are agreed.
Can it help with recruiting?
With the administration of it. Applications sorted against the criteria you publish, interviews scheduled, candidates kept informed and offer documents prepared from your templates. Screening decisions that affect a candidate are made by a person, and the system records only what you ask it to.
Do our managers need training?
A walkthrough on real cases at handoff, and documentation written for the person who will run the system. Changing a policy answer or a checklist step should not require a developer, and the build is accepted only when your team has done it without us.
What we build for people leaders.
The work people leaders bring to us most often, each piece built on your real files, tested against your acceptance criteria, and handed over documented and owned.
A handbook that answers
Policy, leave and benefits questions answered from your own documents with the section cited, and the sensitive ones routed to a person.
Onboarding that runs itself
Accounts, documents, training, equipment and reminders sequenced from one checklist with a visible status.
Systems kept in step
Payroll, directory and access records synchronized on schedule, with every difference flagged for review.
Recruiting administration
Applications sorted against your criteria, interviews scheduled, candidates kept informed, offer documents prepared from your templates.
One meeting. A clear next step.
A free 20-minute meeting to scope what you want to build, see what is possible and map where it could go. You receive one of three answers in writing the next business day. Worth building, worth a closer look first, or not yet. In a 2025 field experiment with 776 professionals at Procter and Gamble, published in Organization Science, one person working with AI matched the quality of a two-person team working without it. The meeting finds out where that applies to you.