Use case · People & IT
Employee onboarding
From signed offer to productive first week: agents coordinate accounts, equipment, paperwork, and check-ins across HR and IT. Managers and admins approve access.
The workflow today
An offer is signed. HR emails IT. IT creates accounts, maybe. Someone orders a laptop. The manager forgets to schedule a buddy. On day one the new hire has an email address but no access to the tools they need, and spends the week asking where things are.
In a small business, the owner and an office manager juggle it with a checklist. In an enterprise, it spans HR, IT, security, facilities, and the hiring team, with tickets bouncing between queues.
The agentified workflow
- Coordinator agent. Starts a durable workflow when the HR system marks an offer as signed. It knows the role, team, location, and start date, and keeps the whole process on track for weeks if needed.
- Provisioning agent. Prepares accounts and group memberships from the role’s default access set and opens the IT tickets for anything that needs hands-on work. Requests outside the default set wait for approval.
- Logistics agent. Orders the standard equipment kit, confirms shipping, and books first-week meetings with the manager and buddy.
- Guide agent. Greets the new hire in Slack under the name your team chooses, answers questions from your handbook, and checks in on day one, day five, and day thirty. Anything it cannot answer goes to a person.
Guardrails
- Access beyond the role’s defaults is approval-gated and logged.
- The guide agent answers only from approved internal content and says when it does not know.
- Personal data is subject to the retention policies you set, with export and erasure on request.
- Everything runs in your AWS account, with signed audit-log exports for reviews.
- Changes to role checklists ship as new versions, so HR and IT always know which process a given hire went through.
Where it goes next
Offboarding is the natural next step, because it uses the same systems in reverse and the stakes for missed access removal are high. The coordinator agent can start from the HR termination record, revoke access on the right date after approval, and confirm equipment returns. Role changes, contractor onboarding, and periodic access reviews follow the same pattern.
