HR operations

Hire to retire, without the queue.

Every stage of the employee lifecycle generates the same kind of work: a form to fill, a system to update, a checklist to chase. The agent does that part. Every decision about a person stays with a person.

All industries
One spine, five stages, four systems DECISIONS ABOUT A PERSON hiring · rating · comp · exit — never the agent HIRE ONBOARD CHANGE PAY EXIT THE UNWIRED AGENT checks policy · prepares the record · waits for approval HRIS PAYROLL ACCESS BENEFITS
01

Hire

Strong fit

Requisition to offer is mostly scheduling and paperwork wrapped around a small number of real decisions. The agent handles the wrapper. The interview panel makes the call.

  • Requisition approvals routed and status tracked without a follow-up email
  • Interview scheduling handled across calendars, panels rebooked on conflict
  • Offer letters generated from the approved terms and background checks tracked to close
02

Onboard

Highest volume

A new hire's first weeks touch a dozen systems that don't talk to each other. The agent gets every one of them updated on day one, not week three.

  • Identity, payroll and access accounts provisioned from one approved record
  • New-hire documents collected, checked, and chased when something is missing
  • Day-one checklist run against every team, not just HR's part of it
03

Core HR changes

Highest volume

Transfers, promotions, a changed bank detail, a new manager. Small events that fan out into every HR and payroll system separately. The agent keeps them in sync.

  • Approved changes propagated across HRIS, payroll and access systems together
  • Mismatched records between systems flagged before they cause a payroll error
04

Payroll & benefits

Evidence work only

Payroll runs on data assembled from timesheets, attendance and benefit elections. The agent checks it before the cutoff, so the exceptions are found with time to fix them.

  • Missing timesheets and mismatched bank details flagged before the payroll run
  • Benefits enrollment processed against the plan rules, exceptions routed to a person
05

Offboard & retire

Strong fit

An exit has a checklist as long as onboarding, and it usually gets rushed. The agent runs it the same way every time, whoever is leaving and whatever the reason.

  • Access revocation requested across every system on the last working day, not after
  • Final settlement data assembled from attendance, leave balance and dues
01 How the agent works

Same pattern at every stage. The agent prepares. A person decides on the person.

1 The event happens

A requisition is approved, a new hire signs, a transfer is confirmed. Something changed and it needs to land everywhere it matters.

2 The agent checks policy

Approval chains, eligibility rules, plan terms. The paperwork gets built against what your policy actually says.

3 It prepares the action

The letter, the system update, the checklist item, staged and ready with the reasoning attached.

4 A person approves

Every system updates together once approved. Nothing about a person's employment moves on its own.

02 What the research says

These are not our numbers. They are the published ones.

We have not published a client result yet. Until we do, here is what the surveys and audits say about the parts of HR we actually build on: the data prep behind payroll, and the access that lingers after someone leaves.

Employees hit by a payroll error in any given year, US
ALL EMPLOYEES
~20% · 1 IN 5
APA, Getting Paid
in America, 2023
Timesheet entry error rate the upstream cause
MANUAL ENTRY
1 – 8%
LARGE ENTERPRISE
1 – 3%
WorkEasy payroll
benchmarks, 2026
Cost to correct one payroll error loaded staff time and rework
SMB
~$180
AVERAGE
$291
ENTERPRISE
~$390
EY research,
2022
Breaches involving stolen credentials why exit-day revocation matters
OF ALL BREACHES
22%
Verizon DBIR,
2025

Check which statistic a source is quoting before you compare yourself to it. SHRM publishes an average cost per hire of $5,475 in one report and a median of $1,300 in another. Both are real SHRM figures measuring different things, and a handful of expensive senior hires moves an average far more than a median. The same trap sits under every HR benchmark. Your own baseline is worth more than any of these.

03 Process fit

Which stage is worth building first.

Our assessment, not a measurement. The last column is the one that decides it: if the work requires a judgement about a person, the agent does not do it.

VOLUME &
REPETITION
POLICY ALREADY
WRITTEN
SPREAD ACROSS
SYSTEMS
NO JUDGEMENT
ON A PERSON
OUR READ
Onboard
START HERE
Core HR changes
START HERE
Offboard & retire
STRONG
Payroll & benefits
PREP ONLY
Hire
PAPERWORK ONLY
STRONG CASE PARTIAL WEAK COUNTS AGAINST
Where we say no

We don't build anything that scores, ranks, or decides on a candidate or an employee. No hiring calls, no performance ratings, no compensation decisions, no disciplinary or termination judgement. The agent prepares the record and the paperwork. The decision about a person is never one of its outputs.

04 How we engage

Three steps. You can stop after the first one.

01 FREE
Discovery

We sit with whoever actually runs the stage and walk one real case end to end. You get a written assessment either way, including the case for not building anything. If a scheduled job fixes it cheaper, we tell you that and we are done.

02 FIXED SCOPE
Build

One process, scoped and priced before we start. Built against your systems and your rules, not a demo environment. You see it running on your own data, not on ours.

03 YOU OWN IT
Handover

Code, documentation and runbook handed to your team. No licence, no lock-in, no retainer you have to keep paying to keep it working. Keep us on if you want more built.

Build pricing is set per engagement and quoted in writing before any work starts.

Which stage is the bottleneck?

Tell us where the process stalls. We'll tell you honestly whether an agent is the right fix.