HR & operations

AI for HR & operations

HR and operations run on checklists, handoffs, and systems that don’t talk — onboarding a hire touches five tools, and a weekly status report is an afternoon of copy-paste. We give your people-and-process teams governed agents that do the assembling, so they spend their time on judgment, not logistics.

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The challenge

The work that keeps the company running, done by hand.

HR and ops are the connective tissue of an organization — and most of it is manual, repetitive, and spread across tools no single system owns.

Manual, repetitive work

Onboarding, reporting, and process docs assembled by hand, the same way, every time.

Systems that don’t talk

HRIS, ATS, ticketing, docs, and chat each hold a piece; no one has the whole.

Compliance & consistency

People and process work is accountable — and quality varies with whoever picked it up.

What we build

Run the people-and-process back office — governed.

Onboarding & offboarding

Generate the checklist and provision or revoke accounts, equipment, and access — tied to your HR system.

Recruiting pipeline

Track candidates through stages, draft next-step comms, and keep the pipeline current.

Performance & reviews

Structure self-assessments, manager templates, and calibration prep — consistent and on time.

People & status reports

Headcount, attrition, and project health, assembled from your systems for leadership.

Process docs & runbooks

SOPs, RACI, and step-by-step runbooks captured from how the work actually happens.

Change & capacity

Change requests with impact and rollback, and capacity plans built from real workload.

WorkdayGustoADPServiceNowCloudGateMicrosoft 365

A typical workflow

Example: onboarding a new hire, end to end

One trigger from HR, every downstream task handled — with a human approving the sensitive steps.

STEP 01

Trigger

A new hire is marked started in your HR system; the agent picks it up.

STEP 02

Provision

It generates the onboarding checklist and requests accounts, equipment, and access across the tools.

STEP 03

Schedule

It books Day-1 and Week-1, assigns a buddy, and drafts the 30/60/90 plan.

STEP 04

Approve

The manager reviews and approves; every action is logged — and offboarding runs the same flow in reverse.

Solution playbook · combined systems

Combine HR and ops systems into one flow.

The onboarding example: one HR trigger, every downstream system handled — provisioning, scheduling, and access, governed.

Onboarding & offboarding flow

Plug in

WorkdayGustoCloudGate

We add

an agent wired to your HR system and the downstream tools

You get

accounts, equipment, and access provisioned on hire and revoked on exit — automatically, with a full trail

Leadership status desk

Plug in

ServiceNowSlackWorkday

We add

a reporting agent that assembles across systems

You get

weekly people-and-project status, drafted from real data and ready for the leadership read

Each recipe is built from skills in the skill library →

Outcomes

What changes for your team

—

Logistics handled

Onboarding, reporting, and docs assemble themselves — your team does the judgment.

—

One source of truth

People and process data pulled together across every system.

—

Consistent & accountable

The same quality every time, with a full audit trail.

Every workflow here runs governed — connected over MCP, REST, A2A, or a custom worker, with PII stripped, external actions parked for your approval, and a full audit trail. Why that matters →

Get started

Let’s run your back office.

We’ll start with one workflow — onboarding or status reporting — prove it on your systems, and expand across HR and ops.

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