Twenty to five hundred employees, and every hire, question and exit lands on your desk.
You send the offer, chase the paperwork and create the accounts yourself.
Hires every week and a process that lives in a spreadsheet and someone’s memory.
Retail, restaurants, logistics and clinics with shift staff and constant onboarding and offboarding.
Numbers from Gallup, SHRM, BambooHR and the Enboarder HR leader survey — most onboarding fails in the hand-offs and the first week.
of employees strongly agree that their organization does a great job of onboarding new hires.
Gallup ↗of new hires regret their decision within the first week.
BambooHR ↗of HR leaders say up to half of their new hires leave within 90 days; 60.8% saw early turnover rise over the past year.
Enboarder 2025 HR Leader Survey ↗of HR leaders call the hand-off between recruiting, HR and the hiring manager seamless.
Enboarder 2025 HR Leader Survey ↗is the average cost of one hire; the full cost can reach three to four times the salary of the role.
SHRM, 2022 ↗of organizations use AI technology in HR, and only 9% use HR applications with AI built in — most of the work is still manual.
Sapient Insights 2025–2026 HR Systems Survey ↗Put your monthly volume into the calculator and see hours and dollars.
HR process automation replaces the manual chain that follows every hire — fill the offer, chase the signature, collect the I-9 and W-4, enter the person into payroll, ask IT for accounts and a laptop, send the welcome email, remember the check-ins, and months later revoke everything again — with a workflow that runs the routine steps on its own. In a small company the time goes not into decisions about people but into retyping the same data into four systems and remembering who still owes a form. That is the part automating HR removes.
We build automation for HR around the tools you already use rather than a new platform. An approved offer in Greenhouse, Lever or Workable fills your own template and goes to DocuSign; the signed offer starts document collection with reminders until the set is complete. On the start date the employee is created in BambooHR, Gusto, Rippling or ADP, accounts appear in Google Workspace or Microsoft 365 and Slack, an IT ticket is opened and a 30-day onboarding plan runs with tasks for the manager and the buddy. Routine policy questions are answered by an assistant that cites your handbook and hands anything personal to a named HR person. On the last day an offboarding checklist disables every access and notifies payroll, with a log of each step.
Day one works every time, new hires are not left waiting for a login, nothing sensitive is handled by a bot and no former employee keeps an active account. Wireclad builds these workflows with n8n, APIs and language models on your own infrastructure, so employee data stays in your HRIS and under your control.
The run path of a typical HR workflow from the approved offer to the last day. Each new hire travels it on their own; anything sensitive goes to a person.
Moving a candidate to “Offer” in Greenhouse, Lever or Workable — or a form submitted by the hiring manager — starts the run.
Merges role, salary, start date and manager from the ATS into your offer template; nothing is retyped.
Creates the DocuSign envelope; the signed offer is filed in the employee folder and the ATS is updated.
Sends the I-9, W-4, direct-deposit and NDA links, checks daily what is missing and reminds the new hire until the set is complete.
Late paperwork, an unusual contract type or a visa question goes to HR; complete standard sets move on.
Writes the record into BambooHR, Gusto, Rippling or ADP with the data already collected.
Google Workspace or Microsoft 365 mailbox, Slack or Teams, the right groups and calendars — created from the role template.
Opens a Jira or Freshservice ticket for the laptop and access with the start date and shipping address.
Builds the 30-day plan: day-by-day messages, manager and buddy tasks, LMS courses and check-in reminders.
An assistant answers routine questions about leave, benefits and policies from your handbook, with the source linked.
Personal, legal or emotional topics — or low confidence — are handed to a named HR person immediately.
Form or bot request, one-click manager approval, balance updated in the HRIS and on the team calendar.
On the termination date: access revoked across Google, Microsoft, Slack and SaaS tools, equipment-return task, payroll notified, exit survey sent — every step logged.
Typical minutes per new hire for a one-person HR team, from offer to offboarding. Your own numbers go into the calculator below.
Based on 3 h 40 min by hand and 25 min with the flow per item, from the table above.
The flow prepares, creates, reminds and closes. People keep every decision about hiring, pay and anything personal.
Always made by people; the flow only moves the paperwork that follows.
AI sorts and summarises; a recruiter and the manager decide.
Set and approved by a person before the template is filled.
Never touched by automation — these go to HR directly.
I-9 verification and state rules are checked by a person; the flow prepares and reminds.
The assistant hands these to a named HR person at once.
Flip a switch to hand a step to the flow or take it back.
Benchmarks from Gallup, BambooHR and the Enboarder 2025 HR Leader Survey: most onboarding fails in the hand-offs and the first week — the part a workflow makes consistent.
We map the process as it runs today, count the minutes and agree what the flow must never do on its own.
A working flow on your real data, in a sandbox. You see every run and every exception.
Edge cases, approvals and alerts, then the switch-over — with the old way kept as a fallback.
Monitoring, fixes when a vendor changes a format, and a monthly report of hours saved.
Onboarding and offboarding — they have the most steps, the most systems and the clearest cost when something is missed. Offer generation, document collection and leave requests usually follow; the recruiting pipeline itself is a separate project.
Yes. The flow writes employee records through their APIs and reads from your ATS, so your HRIS remains the system of record. Paychex, Paylocity, Rippling and Workday are supported the same way.
We use it to summarise and sort against the criteria you define, never to reject on its own, and every score is explainable and logged. Where rules like NYC’s automated-employment-decision law apply, the flow is built so the audit is straightforward — and the decision stays with a person.
The workflow runs on your server or in your own cloud account and keeps only what a run needs. Salaries, SSNs and medical documents stay in the HRIS; the assistant answers from the policy handbook, not from personnel files, and every access is logged.
The checklist can: on the termination date, accounts in Google, Microsoft, Slack and your SaaS tools are disabled through their APIs, an equipment-return task is created and payroll is notified. The termination decision and the final conversation stay with you.
Put your own numbers into the calculator above. Teams usually find that the paperwork, account creation and reminders — a few hours per hire — drop to a short review, and nothing is forgotten on day one.
The assistant is clearly labelled, answers only routine policy questions and links the source. Anything personal goes to a named person at once. Most teams find that routine answers in seconds make HR more reachable, not less.
Describe it in two sentences — we reply within a day with a workflow sketch.
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