Revenue · 8 stages
GTM automation system
Target accounts to closed-won hand-off: research, outbound, routing, follow-up and CRM upkeep.
Employee onboarding and offboarding automation across the employee lifecycle
New hires have accounts and equipment on day one, employees get policy answers with the source linked, and leavers lose access on time. HR keeps every decision about people.
Replaces: Requisition approvals by email, offer letters edited by hand, onboarding tickets across HR and IT, repeat policy questions and offboarding checklists in spreadsheets
Employee lifecycle system
7 stages
What is employee lifecycle automation?
Employee lifecycle (hire-to-retire) automation runs the admin from an approved requisition to a leaver’s last day: screening support, offers, onboarding across HR and IT, policy questions, review cycle admin and offboarding with access removal. New hires have accounts on day one, and leavers lose access on time. HR keeps every decision about people.
The system, stage by stage
7 stages from requisition and approval to offboarding and access removal, each with what runs on its own and the decision that stays with your team.
- 1
Requisition and approval
Hiring requests are submitted with role, level, budget and justification, and checked against the headcount plan.
- Workday
- Greenhouse
- Lever
- Slack
Automated
- Requisition checked against the approved headcount plan and budget
- Job description drafted from the role template and the hiring manager’s notes
- Approval routing to finance and HR leadership by level and department
Built with HR operationsYour team decides
Finance and HR leadership approve each new position, and the hiring manager owns the job description.
- 2
Screening support
Applications are organized against the criteria the hiring manager set, and interviews are scheduled.
- Greenhouse
- Lever
- Ashby
- Google Calendar
Automated
- Applications summarized against the role’s stated criteria, with evidence quoted from the application
- Knockout questions and work-authorization answers checked
- Interview scheduling across interviewer calendars
Built with HR operationsYour team decides
Recruiters and hiring managers decide who advances; summaries show evidence for each criterion and do not rank candidates.
- 3
Offers
Offers are drafted from approved compensation bands and sent for signature.
- Greenhouse
- Lever
- DocuSign
- Workday
Automated
- Offer letter generated from the template with salary, start date and benefits from the approved band
- Approval routing for offers outside the band
- E-signature packet sent and the signed offer filed to the candidate record
Built with document intelligenceYour team decides
The hiring manager and HR approve each offer, and compensation or finance approves anything outside the band.
- 4
Onboarding across HR and IT
Once an offer is signed, the HR record, accounts, equipment and first-week plan are set up before day one.
- Workday
- BambooHR
- Okta
- Google Workspace
Automated
- HRIS record created from the signed offer
- Accounts in Google Workspace or Microsoft 365, Slack and role-based apps requested through your identity provider
- Laptop order, I-9 and tax forms, policy acknowledgments and a first-week calendar
Built with HR operationsYour team decides
IT approves access to sensitive systems, and HR verifies identity and employment eligibility documents.
- 5
Requests and policy questions
Employees ask questions and make requests in Slack, Teams or email, and get answers from your policies.
- Slack
- Microsoft Teams
- Workday
- Confluence
Automated
- Policy answers from your handbook and benefits documents, with the source linked
- Requests such as employment letters, address changes and leave handled through HRIS workflows
- Sensitive topics such as complaints, health and legal matters routed straight to HR without an automated answer
Built with knowledge assistantsYour team decides
HR handles sensitive cases, exceptions to policy and any request that changes pay.
- 6
Review cycle admin
Performance and compensation cycles run on schedule, with reminders sent and data prepared for managers.
- Lattice
- Culture Amp
- Workday
- Google Sheets
Automated
- Review cycle setup, reminders and completion tracking by team
- Manager prep packs with goals, prior reviews and collected peer feedback
- Compensation worksheets prepared from current pay, bands and budget
Built with HR operationsYour team decides
Managers write and own reviews and ratings, and HR and leadership decide pay changes and promotions.
- 7
Offboarding and access removal
When someone leaves, access is removed, equipment comes back and final pay is processed on time.
- Okta
- Workday
- BambooHR
- Rippling
Automated
- Offboarding checklist triggered from the termination record in the HRIS
- Accounts disabled through your identity provider and in apps outside SSO, with confirmation for each
- Equipment return, final pay inputs, benefits notices and knowledge hand-over tasks
Built with HR operationsYour team decides
HR confirms the termination date and details, and IT signs off that access removal is complete.
What we measure
Agreed before the build, measured against your baseline, reported every month.
- Hiring step times
- Time at each step from approved requisition to signed offer, to show where hiring stalls.
- Day-one readiness
- New hires with accounts, equipment and paperwork complete on their first day.
- Request resolution time
- Time from an employee request to completion, by request type.
- Policy answer quality
- Sampled assistant answers checked by HR for accuracy and a correct source link.
- Access removal time
- Time from the recorded termination to the last account disabled, checked system by system.
Safeguards built in
Controls specific to this function, on top of the audit trail and approval gates in every system.
- Hiring decisions stay with recruiters and hiring managers, and summaries do not rank candidates
- Employee data limited to the HR and IT staff who need it, with access logged
- Sensitive topics routed to HR without an automated answer
- Access removal confirmed system by system, with any gap escalated to IT
Who it fits
- HR teams of 1–15 supporting 100–2,000 employees
- Companies on Workday, BambooHR, HiBob, Rippling or Personio
- IT teams handling joiner, mover and leaver requests by ticket
- Fast-hiring companies running Greenhouse, Lever or Ashby
How it rolls out
One workflow first, live in six to ten weeks. Then the rest of the function, on the same foundation.
- 1Weeks 1–10
First workflow
Onboarding and offboarding across HR and IT, including access removal checks.
- 2Months 3–4
Extend
Employee requests and a policy assistant that cites your handbook, plus offer generation.
- 3Month 5 onward
Full function
Requisition approvals, screening support and review cycle admin.
Questions about the employee lifecycle system
What is the difference between onboarding automation and an HRIS?
Your HRIS, such as Workday or BambooHR, is the record of who works for you. Onboarding automation acts on that record: when a hire is approved it creates accounts in Google Workspace or Microsoft 365, assigns licenses, orders equipment and books first-week meetings, then reports what is done.
How do you automate employee onboarding?
An approved offer or a start date in the HRIS triggers the run: accounts and licenses are created, equipment is requested, first-week meetings are booked and a document checklist opens for the new hire. HR sees one checklist per person and signs off the contract and right-to-work checks. This is the first stage of employee lifecycle automation, and the offboarding stage mirrors it.
What is HR workflow automation?
HR workflow automation moves a people process through its steps without manual hand-offs: a request is logged, the right systems are updated, approvers are asked and the record closes. In this blueprint it covers requisitions, onboarding, changes during employment and exits. HR approves anything that changes a person’s record, pay or contract.
Does the system make hiring decisions?
No. It organizes applications against the criteria your hiring manager sets and shows the evidence for each. Recruiters and hiring managers decide who advances. We review screening workflows against the employment rules in your markets, such as New York City’s rules on automated employment decision tools.
Which HR systems do you work with?
Workday, BambooHR, HiBob, Personio, Rippling and others with an API, plus Google Workspace, Microsoft 365, Okta and Slack for accounts and messages.
How are sensitive employee questions handled?
Topics such as complaints, health, leave disputes and legal matters are detected and sent straight to HR. For everything else, the assistant answers only from approved policy documents and links the source.
Where do you start?
Usually onboarding and offboarding, because they repeat for every joiner and leaver and late access removal is a security risk. The workflow audit maps every system involved.
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Plan your employee lifecycle system with an engineer.
A 30-minute call with an engineer. You will leave knowing what a system could do for that workflow and what it would take to build.
What happens next
- 1
Strategy call
We learn how the workflow runs today and what a good outcome would be.
- 2
Workflow audit
We map the process and measure where a system would save the most time.
- 3
Proposal
A written scope, timeline and fixed price for your first system. No obligation to build.