New hires onboarded by day one. Not week three.
Offer letters, onboarding checklists, time-off tracking, and policy questions, handled automatically, so growing your team stops meaning drowning in admin.
The hire this replaces: an hr coordinator or office manager — automated for a fraction of a salary.
The hours you're losing every week
Onboarding is a scramble every time
Each new hire means remembering the same fifteen steps from scratch: contract, payroll setup, accounts, equipment, introductions. Something always gets missed, and the new person notices on day one.
You are the HR department
Every time-off request, policy question, and payroll hiccup lands on the owner or one overloaded office manager. It is invisible work that eats the hours meant for running the business.
Records live in email and memory
Vacation balances in a spreadsheet, signed contracts somewhere in an inbox, certifications expiring unnoticed. When a dispute or an audit arrives, reconstructing the paper trail takes days.
What we build
Onboarding on rails
One trigger kicks off the whole sequence: offer letter out for e-signature, payroll and accounts provisioned, equipment ordered, first-week schedule shared. Every hire gets the same smooth start, automatically.
Self-serve time-off tracking
Staff request leave from their phone, approvals route to the right person, balances update themselves, and the team calendar shows who is off. No more spreadsheet, no more guessing.
An AI policy assistant
A private assistant trained on your own handbook answers the everyday questions, parental leave, expenses, stat holidays, instantly and consistently, and flags anything sensitive to a human.
Compliance and document tracking
Contracts, certifications, and reviews stored in one organized system with automatic reminders before anything expires. When you need the paper trail, it takes minutes instead of days.
From audit to automation in weeks, not quarters
Free workflow audit
A 30-minute conversation plus a walkthrough of one core process. You get a written map of where time and money leak — yours to keep either way.
Pilot one workflow
We build and ship one automation end-to-end, working inside the tools you already use. You see measurable results before committing to anything bigger.
Scale what works
Once the pilot pays for itself, we extend the same approach across your operations — with your team trained to run it without us.
Oliver spent years of his enterprise career with global HR and employment platforms, working on the systems large companies use to hire, onboard, and manage people across borders. He has seen what good people operations look like when they are done properly, and now rebuilds the useful parts, minus the bloat, for Vancouver businesses with five to fifty staff.
Frequently asked
What does HR automation cost for a small team?
Less than you might fear. The audit is free; we map your hiring, onboarding, and leave processes and show you what is actually worth automating. Then we quote a fixed-scope pilot at a set price, usually starting with onboarding or time-off tracking. No per-employee licensing from us and no retainer.
Do you work with BambooHR, Gusto, or Humi?
Yes. We set up and connect BambooHR, Humi, Gusto, Wagepoint, and Payworks, alongside e-signature tools like DocuSign, usually through Zapier or Make. For Canadian payroll we lean toward Canadian platforms. And if your current setup is a spreadsheet and goodwill, that is a completely normal starting point.
How is employee data protected?
Employee records are among the most sensitive data a business holds, and we treat them that way. We build to PIPEDA and BC PIPA, prefer platforms with Canadian data residency, and keep access role-based so people see only what they should. Every account stays in your name, and the policy assistant never exposes one employee's information to another.
How fast can onboarding be up and running?
If you have an offer letter template and a rough checklist, an automated onboarding flow typically goes live in two to three weeks, in time for your next hire. Time-off tracking is similar. The policy assistant takes a little longer, because we test it carefully against your actual handbook before staff rely on it.
Is this overkill for a team of eight?
Eight is actually the sweet spot. Big companies have HR departments; at your size the admin lands on you, which is exactly why automating it pays off fastest. The goal is not corporate process for its own sake. It is making sure a great new hire's first week, and yours, go smoothly.