Our HRIS claims it does all of this. Should we just use that?

For onboarding checklists, PTO approvals, document signing, and celebration feeds, yes. Rippling and BambooHR are good at those and you're already paying for them. Ask their support whether the feature exists before you ask us to build it. What's worth a custom build is anything spanning your HRIS plus a system it knows nothing about: your PSA, your client-facing tools, your password manager, the SaaS someone bought on a company card.

How does pricing work, and what's a realistic timeline?

Published, per item, at $150 an hour. Starter is $900 to $1,800 and takes one to two weeks. Workflow is $2,400 to $6,000 over two to four. Orchestration is $6,000 to $13,500 over four to eight. Project minimum is $2,500. HR builds tend to run a longer calendar than their build hours suggest, because access to the HRIS and the identity provider needs an admin who usually isn't the person hiring us.

How fast can access revocation actually run on someone's last day?

As fast as the trigger fires. If the term date is entered in the HRIS the night before, the workflow can deprovision at a set time on the last day with nobody touching it. The real constraint is coverage: SSO-connected apps go quickly through Okta or the HRIS, while apps outside SSO need per-tool API access or a manual checklist step. We map which is which during scoping so nobody assumes coverage that doesn't exist.

Does automating this create a compliance problem?

It usually reduces one, provided you keep the log. Every build records what it did and when, which beats reconstructing a Slack thread during an audit or an unemployment claim. Two rules we hold to regardless of what a client asks for: no automation sends a termination notice, and no automation makes a final pay decision. Those get drafted and routed to a person. Automate the checklist, not the judgment.

What do you build on, and does it have to live inside our HRIS?

n8n by default, running outside your HRIS and talking to it over API. Make or Zapier are on the table if your team is already standardized there. We work with BambooHR, Rippling, Okta, Slack, and whatever ATS you're on. Keeping the logic outside the HRIS matters more than it sounds: you can change HRIS vendors in three years without rebuilding every workflow you paid for.

HR & People Ops

HR automation for the handoffs your HRIS keeps dropping

45 automations, $900 to $13,500 depending on scope. Every range is hours multiplied by our published $150/hour rate.

Request a call Browse all categories

Start with the part most automation shops won't tell you. If you pay for Rippling or BambooHR, a good chunk of this category is already in the box. Day-One Welcome Kit, PTO/OOO Request Router, Compliance Training Reminder, HRIS Celebrations Feed: those exist as native features or first-party Slack apps in a modern HRIS, and if yours has one, turn it on and keep your money. We say this on sales calls and it costs us work. It also means the builds we do take are the ones worth doing.

The gap is everything living between systems. Offboarding is the clearest case and the one that actually bites. HR knows the term date, IT knows the account list, finance owns the final check, and the manager owns the client relationships, and the handoff across those four is usually a Slack thread and good intentions. So the laptop never comes back, the shared design-tool login nobody documented stays live, and a client learns their contact left by getting an auto-reply. Offboarding Kickoff builds the checklist across all four functions off one trigger. Access Revocation Orchestrator kills SSO, email, Slack, and connected SaaS on the last day with an audit log behind it. Shared Credential Rotator covers the accounts that were never in SSO to begin with, which is where the real exposure sits.

Okta and your HRIS deprovision anything wired into SSO. Fine, that part is solved. The problem is the tools that never were: the design seat somebody expensed, the SEO tool with one shared login, the client Dropbox, the AWS root account created before you had a policy. None of those show up in a directory sync, and they're the ones still working long after the badge stops. Same structural gap on the way in. Equipment Ordering Workflow and Onboarding Calendar Builder cross HR, IT, and a manager's calendar, and no single system owns all three.

Recruiting has one item that reliably earns its build: Scorecard Collector. Interviews happen, written feedback doesn't, the candidate waits, and your first choice takes the other offer while three interviewers all mean to get to it this afternoon. Blocking the next stage until scorecards land fixes a people problem with a system, which is the only version of that fix that survives a busy quarter. Interview Scheduler is worth it once you're running panels with load balancing across interviewers, not before. On the L&D side, stay skeptical. Course Completion Tracker and Learning Path Assigner are mostly glue around features your LMS already ships, which is exactly why they sit at the Starter tier here instead of being dressed up as a platform build.

The rate is $150 an hour and it's published, so the price on each item is hours times that number. Starter is $900 to $1,800 over one to two weeks and covers most of the culture and L&D items on this page. Workflow is $2,400 to $6,000 over two to four weeks, where onboarding and offboarding orchestration usually land. A full Performance Review Orchestrator running self-reviews, peer feedback, calibration prep, and final delivery is Orchestration, $6,000 to $13,500 over four to eight weeks. Project minimum is $2,500. Our buyers are 20 to 100 person firms, and at that size we'd rather sell two workflows that stick than a platform nobody owns once the person who wanted it leaves.

The hr & people ops plays.

Onboarding (Employee)
30/60/90 Check-In Orchestrator
Schedules and auto-delivers feedback surveys to manager and new hire at 30, 60, and 90 days.
$900–$1,800
Starter · 1–2 weeks
Onboarding (Employee)
Buddy Assigner
Matches a new hire to a buddy based on team/tenure and schedules their first coffee.
$900–$1,800
Starter · 1–2 weeks
Onboarding (Employee)
Day-One Welcome Kit
Triggers on signed offer letter: provisions email, SSO, Slack, core SaaS tools, and sends a welcome email with first-day instructions.
$6,000–$13,500
Orchestration · 4–8 weeks
Onboarding (Employee)
Document Signing Orchestrator
Sends NDA, handbook, and policy acknowledgments via e-signature and tracks completion.
$900–$1,800
Starter · 1–2 weeks
Onboarding (Employee)
Equipment Ordering Workflow
Triggers a laptop/monitor/peripherals order based on role, with shipping status updates posted to the new hire.
$2,400–$6,000
Workflow · 2–4 weeks
Onboarding (Employee)
First-Paycheck Setup Validator
Confirms direct deposit, tax forms, and benefits elections are complete before first payroll run.
$2,400–$6,000
Workflow · 2–4 weeks
Onboarding (Employee)
Onboarding Calendar Builder
Auto-books 1:1s with manager, skip-level, peers, and key cross-functional stakeholders for week one.
$2,400–$6,000
Workflow · 2–4 weeks
Onboarding (Employee)
Onboarding Progress Dashboard
Live dashboard for People Ops showing where each new hire is in the onboarding flow.
$2,400–$6,000
Workflow · 2–4 weeks
Onboarding (Employee)
Swag Shipment Trigger
Fires a branded swag order to the new hire's home address on their start date.
$900–$1,800
Starter · 1–2 weeks
Onboarding (Employee)
Training Path Assignment
Enrolls the new hire in role-specific courses in your LMS and tracks completion.
$900–$1,800
Starter · 1–2 weeks
Offboarding (Employee)
Access Revocation Orchestrator
Deprovisions SSO, email, Slack, and all connected SaaS accounts on the last day with audit logging.
$6,000–$13,500
Orchestration · 4–8 weeks
Offboarding (Employee)
Client/Stakeholder Notifier
Sends pre-approved notifications to external stakeholders with new point-of-contact info.
$900–$1,800
Starter · 1–2 weeks
Offboarding (Employee)
Equipment Return Tracker
Generates a return shipping label, tracks receipt, and closes out the asset in inventory.
$900–$1,800
Starter · 1–2 weeks
Offboarding (Employee)
Exit Interview Scheduler
Books the exit interview and feeds responses into a trending report on departure reasons.
$900–$1,800
Starter · 1–2 weeks
Offboarding (Employee)
Final Pay & Benefits Coordinator
Coordinates final paycheck, PTO payout, COBRA notification, and benefits termination.
$2,400–$6,000
Workflow · 2–4 weeks
Offboarding (Employee)
Knowledge Transfer Collector
Prompts the departing employee to document key processes, hand off projects, and update owner fields in systems of record.
$900–$1,800
Starter · 1–2 weeks
Offboarding (Employee)
Offboarding Kickoff
Triggers on resignation or term date: generates a full offboarding checklist across IT, HR, Finance, and Manager.
$2,400–$6,000
Workflow · 2–4 weeks
Offboarding (Employee)
Shared Credential Rotator
Rotates any shared credentials the employee had access to and logs the change.
$2,400–$6,000
Workflow · 2–4 weeks
HR & People Operations
Benefits Open Enrollment Workflow
Walks employees through open enrollment with reminders, FAQs, and escalations.
$2,400–$6,000
Workflow · 2–4 weeks
HR & People Operations
Compliance Training Reminder
Tracks mandatory training (harassment, security, etc.) and nudges incomplete employees + managers.
$900–$1,800
Starter · 1–2 weeks
HR & People Operations
Headcount Dashboard
Live view of open reqs, starts, terms, and attrition by team.
$2,400–$6,000
Workflow · 2–4 weeks
HR & People Operations
Performance Review Orchestrator
Runs the full review cycle: self-reviews, peer feedback, manager reviews, calibration prep, and final delivery.
$2,400–$6,000
Workflow · 2–4 weeks
HR & People Operations
PTO/OOO Request Router
Captures time-off requests via Slack, routes for approval, and auto-posts to team calendar and Slack status.
$900–$1,800
Starter · 1–2 weeks
Recruiting & Talent Acquisition
Applicant Screener
AI-driven first-pass screen based on role criteria, with candidates routed to reviewers.
$2,400–$6,000
Workflow · 2–4 weeks
Recruiting & Talent Acquisition
Candidate Experience Survey
Auto-sends post-interview surveys and flags low scores for hiring-team review.
$900–$1,800
Starter · 1–2 weeks
Recruiting & Talent Acquisition
Diversity Sourcing Pipeline Dashboard
Live view of pipeline diversity at each stage with alerting.
$2,400–$6,000
Workflow · 2–4 weeks
Recruiting & Talent Acquisition
Interview Scheduler
Round-robin scheduling based on interviewer availability, load balancing, and interview panel composition.
$2,400–$6,000
Workflow · 2–4 weeks
Recruiting & Talent Acquisition
Job Posting Distributor
Pushes new reqs from your ATS to LinkedIn, Indeed, your careers page, and niche boards with UTMs.
$900–$1,800
Starter · 1–2 weeks
Recruiting & Talent Acquisition
Offer Letter Generator
Pulls compensation from the ATS, generates a custom offer letter, routes for approval, and sends via e-sign.
$2,400–$6,000
Workflow · 2–4 weeks
Recruiting & Talent Acquisition
Reference Check Coordinator
Sends reference check forms and aggregates responses.
$900–$1,800
Starter · 1–2 weeks
Recruiting & Talent Acquisition
Referral Bonus Tracker
Tracks employee referrals from submission to hire and triggers bonus payouts.
$2,400–$6,000
Workflow · 2–4 weeks
Recruiting & Talent Acquisition
Scorecard Collector
Nudges interviewers to submit scorecards within 24 hours and blocks next steps if missing.
$900–$1,800
Starter · 1–2 weeks
Recruiting & Talent Acquisition
Talent Pool Nurture
Keeps warm candidates engaged with periodic updates on the company and new roles.
$2,400–$6,000
Workflow · 2–4 weeks
Company Culture & Engagement
HRIS Celebrations Feed
Posts birthdays, work anniversaries, and service milestones to a team channel on the right day, pulled straight from your HRIS. For HRIS setups without a native Slack app, if yours has one, use it and keep the money.
Rippling/BambooHR → Slack
$900–$1,800
Starter · 1–2 weeks
Company Culture & Engagement
Kudos Board
Slash command (/kudos @person for X) that posts to a shared channel, logs the kudos to a spreadsheet, and tallies a monthly leaderboard.
$900–$1,800
Starter · 1–2 weeks
Company Culture & Engagement
Milestone Ticker
Broadcasts company-level milestones (ARR crossings, headcount, customer count) automatically when thresholds are hit.
$900–$1,800
Starter · 1–2 weeks
Company Culture & Engagement
New Hire Welcome Post
Posts a short bio, photo, and fun fact about each new hire on their first day across Slack and the intranet.
$900–$1,800
Starter · 1–2 weeks
Company Culture & Engagement
Pulse Survey Bot
Runs weekly or monthly one-question eNPS surveys, aggregates responses, and delivers a trend report to leadership.
$900–$1,800
Starter · 1–2 weeks
Company Culture & Engagement
Team Win Celebrator
Listens for closed-won deals, shipped projects, or completed milestones and posts a celebration with confetti in the team channel.
Salesforce/Jira → Slack
$900–$1,800
Starter · 1–2 weeks
Company Culture & Engagement
Volunteer Hours Tracker
Logs employee volunteer time, tallies it for DEI reporting, and auto-shares stories company-wide.
$900–$1,800
Starter · 1–2 weeks
Learning & Development
Course Completion Tracker
Tracks LMS progress and nudges employees and managers on overdue courses.
$900–$1,800
Starter · 1–2 weeks
Learning & Development
Learning Path Assigner
Assigns curricula based on role, tenure, and performance review outcomes.
$900–$1,800
Starter · 1–2 weeks
Learning & Development
Mentor Matching
Pairs mentors and mentees based on goals, skills, and availability.
$900–$1,800
Starter · 1–2 weeks
Learning & Development
Skills Matrix Updater
Keeps a live skills inventory based on self-reports, training completions, and project work.
$2,400–$6,000
Workflow · 2–4 weeks
Learning & Development
Training Needs Assessment
Collects training requests and surfaces trends for L&D planning.
$900–$1,800
Starter · 1–2 weeks

Starter items fall below our $2,500 project minimum, so they ship bundled with others. Orchestration and Platform builds are scoped on a call before any payment.

Questions

Before you book.

Our HRIS claims it does all of this. Should we just use that?: For onboarding checklists, PTO approvals, document signing, and celebration feeds, yes. Rippling and BambooHR are good at those and you're already paying for them. Ask their support whether the feature exists before you ask us to build it. What's worth a custom build is anything spanning your HRIS plus a system it knows nothing about: your PSA, your client-facing tools, your password manager, the SaaS someone bought on a company card.
How does pricing work, and what's a realistic timeline?: Published, per item, at $150 an hour. Starter is $900 to $1,800 and takes one to two weeks. Workflow is $2,400 to $6,000 over two to four. Orchestration is $6,000 to $13,500 over four to eight. Project minimum is $2,500. HR builds tend to run a longer calendar than their build hours suggest, because access to the HRIS and the identity provider needs an admin who usually isn't the person hiring us.
How fast can access revocation actually run on someone's last day?: As fast as the trigger fires. If the term date is entered in the HRIS the night before, the workflow can deprovision at a set time on the last day with nobody touching it. The real constraint is coverage: SSO-connected apps go quickly through Okta or the HRIS, while apps outside SSO need per-tool API access or a manual checklist step. We map which is which during scoping so nobody assumes coverage that doesn't exist.
Does automating this create a compliance problem?: It usually reduces one, provided you keep the log. Every build records what it did and when, which beats reconstructing a Slack thread during an audit or an unemployment claim. Two rules we hold to regardless of what a client asks for: no automation sends a termination notice, and no automation makes a final pay decision. Those get drafted and routed to a person. Automate the checklist, not the judgment.
What do you build on, and does it have to live inside our HRIS?: n8n by default, running outside your HRIS and talking to it over API. Make or Zapier are on the table if your team is already standardized there. We work with BambooHR, Rippling, Okta, Slack, and whatever ATS you're on. Keeping the logic outside the HRIS matters more than it sounds: you can change HRIS vendors in three years without rebuilding every workflow you paid for.

Go deeper

Other functions we automate.

Going deeper: Business process automation guide

Which of these is costing you most?

Tell us what your team is doing by hand and we'll tell you what it would take to stop, including the ones you'd be better off buying off the shelf.

Request a call

HR automation for the handoffs your HRIS keeps dropping

The hr & people ops plays.

30/60/90 Check-In Orchestrator

Buddy Assigner

Day-One Welcome Kit

Document Signing Orchestrator

Equipment Ordering Workflow

First-Paycheck Setup Validator

Onboarding Calendar Builder

Onboarding Progress Dashboard

Swag Shipment Trigger

Training Path Assignment

Access Revocation Orchestrator

Client/Stakeholder Notifier

Equipment Return Tracker

Exit Interview Scheduler

Final Pay & Benefits Coordinator

Knowledge Transfer Collector

Offboarding Kickoff

Shared Credential Rotator

Benefits Open Enrollment Workflow

Compliance Training Reminder

Headcount Dashboard

Performance Review Orchestrator

PTO/OOO Request Router

Applicant Screener

Candidate Experience Survey

Diversity Sourcing Pipeline Dashboard

Interview Scheduler

Job Posting Distributor

Offer Letter Generator

Reference Check Coordinator

Referral Bonus Tracker

Scorecard Collector

Talent Pool Nurture

HRIS Celebrations Feed

Kudos Board

Milestone Ticker

New Hire Welcome Post

Pulse Survey Bot

Team Win Celebrator

Volunteer Hours Tracker

Course Completion Tracker

Learning Path Assigner

Mentor Matching

Skills Matrix Updater

Training Needs Assessment

Before you book.

Related reading from the blog.

Other functions we automate.

Which of these is costing you most?