Automate new-hire onboarding from offer letter to Day 30.
A company onboarding 15-20 new hires monthly coordinates across HR, IT, facilities, and hiring managers using email chains and shared checklists. Each onboarding involves 25-40 discrete tasks: offer letter signing, background checks, I-9 verification, benefits enrollment, equipment provisioning, system access, training, and manager check-ins. Tasks are owned by different departments with no orchestration layer.
As of 2025, only 34% of businesses had AI-integrated onboarding. Most rely on HRIS workflows that handle paperwork but not cross-departmental orchestration. New hires show up Day 1 without laptop access, missing training, or incomplete compliance documentation. First-week experience directly correlates with retention.
The problem is not individual task completion — it is orchestration across systems and stakeholders with different timelines and priorities.
This agent orchestrates the complete onboarding workflow from offer acceptance through Day 30. It maintains a task dependency graph: background check must complete before start date confirmation, equipment ordered 5 days before start, system access provisioned 2 days before.
When a new hire enters the system, the agent triggers the sequence: document collection (offer letter, tax forms, I-9, benefits), IT tickets for equipment and access, role-specific training modules, and manager check-ins at Day 1, Day 7, and Day 30.
It monitors task completion across all stakeholders and escalates when deadlines approach. If IT has not provisioned access 3 days before start, the agent escalates. If benefits enrollment is not complete by deadline, the new hire gets a reminder with a direct link. HR sees a dashboard of all active onboardings with status across every task.
Built as a productized service on Temporal for durable workflow orchestration, with a Node.js/TypeScript backend and PostgreSQL for audit-grade task state. We configure native integrations with your HRIS (Workday, BambooHR, or Rippling), IT ticketing (Jira Service Management or ServiceNow), and LMS in the first week. Role-specific task templates handle conditional logic — a software engineer's onboarding triggers different IT provisioning than a sales rep's. Setup runs 2–3 weeks depending on the number of integrations and role types.
Manages task dependencies across HR, IT, facilities, and hiring managers using Temporal workflows — so IT provisioning doesn't start until I-9 verification clears, and managers get check-in prompts only after equipment is delivered. No manual handoffs between teams.
Sends digitally signed forms for offer acceptance, W-4/I-9, benefits enrollment, and policy acknowledgments through your existing DocuSign or PandaDoc setup. Tracks completion status per document and re-triggers reminders without HR intervention.
Every task has a configurable SLA. The agent sends reminders at defined intervals and escalates to the responsible manager when a deadline is at risk — before it becomes a compliance issue or a bad new-hire experience.
A real-time React dashboard shows all active onboardings, per-step completion rates, and where bottlenecks are forming — broken down by department, role, or hiring manager. Tracks time-to-productivity so HR can quantify the cost of delays.
Anonymized work with hard metrics — NDA-bound, no client names.
85%
Screening Time Reduction
4.2x
Recruiter Throughput
12s
Avg Processing Time
“The consistency improvement was the part I did not expect. We were applying different criteria across different reviewers without realising it. The AI screening at least applies the same criteria to every application.”
— Head of Talent Acquisition, Technology Company
We custom-build each agent to fit your data, your rules, and your existing systems.
Free 30-min scoping call
Fordel Studios