Automated employee onboarding saves HR teams 10+ hours per new hire. Contracts, access, checklists, and training plans at the push of a button.
Employee onboarding in most companies is a chaotic process that drags on for weeks. From the signed employment contract to the first productive workday, dozens of tasks need to be completed: setting up IT access, creating email accounts, assigning software licenses, ordering work equipment, issuing key cards, and coordinating training plans. In practice, responsibility is spread across HR, IT, facility management, and the hiring department — with no central coordination.
Without a structured system, the same mistakes happen repeatedly: on day one the laptop is missing, the email address hasn't been set up, the desk hasn't been assigned. Studies show that 22% of all new hires resign within the first 45 days — frequently due to a poor onboarding experience. Each failed hire costs the company an average of 1.5 to 2 times the annual salary.
Especially in growing companies with 5 to 15 new hires per month, onboarding becomes a bottleneck. HR staff spend the majority of their time on administrative coordination instead of strategic HR work. Checklists in Excel or on paper get forgotten, deadlines are missed, and onboarding quality varies significantly depending on the workload of the departments involved.
The economic impact of poor onboarding is frequently underestimated: according to the Brandon Hall Group, structured onboarding improves employee retention by 82% and productivity by 70%. Conversely, 20% of new hires quit within the first 45 days when onboarding is inadequate. With average recruiting costs of $4,700 per new hire, every preventable early departure represents a direct financial loss — not counting the indirect costs of lost productivity and team disruption.
Our onboarding workflow starts automatically as soon as a new employee is created in the HR system. All necessary tasks are distributed in parallel to the responsible departments: IT receives the order for access and equipment, facility management is informed about the workspace, and the hiring department gets the training plan for coordination. Every task has a clear deadline with automatic reminders on delay.
Employment contracts, privacy agreements, and company policies are automatically generated from templates and sent to the new hire for digital signature. After contract return, email accounts, Slack channels, and tool access are automatically provisioned — without manual IT tickets.
The new employee receives a personalized welcome email with their training plan, key contacts, and a checklist for the first week. HR has a real-time dashboard showing the onboarding status of all new hires and is immediately notified of any issues. The result: every new colleague has everything they need on day one — and HR reclaims over 10 hours per hire.
Automated task distribution ensures IT access is provisioned on day one, equipment is ordered on time, and onboarding plans with concrete milestones are generated automatically. Automatic reminders to all involved departments ensure nothing is forgotten — from building access cards to welcome packages. Pulse surveys at 7, 30, and 90 days automatically capture new employee satisfaction and escalate potential issues to HR early, enabling intervention before disengagement becomes turnover.
The workflow integrates with Personio, HRworks, BambooHR, SAP SuccessFactors, and other systems via their APIs. Connection via webhook or CSV import is also possible.
Yes, each department can define its own checklists, training plans, and tool access. The workflow automatically selects the correct template based on position and department.
Yes, a separate offboarding workflow automatically deactivates all access, schedules equipment returns, and creates the employment reference. No access remains accidentally active.
We analyze your process and show you the concrete savings potential — no strings attached.
Loading calendar…
Or reach out directly: [email protected]