New hires signed, equipped and logged in before their first morning
A done-for-you employee onboarding automation is an AI agent that starts the moment an offer is signed in your HRIS. It opens the right tasks for HR, IT, payroll, facilities and the hiring manager, collects forms and documents from the new hire, orders the laptop, requests accounts, and chases anything that stalls. People approve access and sign off key steps. BufferSol designs, builds and runs it inside your systems, with every step logged.
- Live in 3 to 6 weeks
- Works inside your current tools
- Your people approve what matters
Built for
Home health & senior careThe outcome
What changes for your business
Ready on day one
Hardware, accounts and building access are requested as soon as the offer is signed and tracked against the start date, so gaps surface days before the hire arrives, not on the morning.
Paperwork done before arrival
Tax, benefits, policy acknowledgements and identity documents are collected through one guided flow, checked for completeness, and filed to the employee record, with HR verifying what the law requires a person to verify.
Managers know their part
Each manager gets a short week-one plan, a reminder to book a welcome meeting and check-ins at the points you choose, with progress visible to HR.
Is this you?
Growing companies and multi-site employers hiring every week, where HR, IT and managers each own a piece of onboarding and nobody owns the whole thing.
- New starters regularly spend their first morning without a laptop, email or system access.
- HR finds out about a start date from a Slack message, or after the person shows up.
- I-9s, tax forms or right-to-work checks get chased in the hire's first week.
- Managers ask HR what the new person should be doing in week one.
- Each location runs onboarding from its own spreadsheet.
Today vs done for you
The current way, and the new way
What your team does by hand today, and what the automation does instead, step by step.
How it works today
- A recruiter marks the offer accepted in the ATS and emails HR the start date.
- HR copies the details into the HRIS and payroll, then emails IT, facilities and the manager separately.
- IT opens a ticket, asks which apps and groups the person needs, and waits for the manager to reply.
- The new hire gets a pile of PDFs and links, and HR chases missing forms by email.
- Day one arrives; someone discovers the laptop is still in a box or the account has no licences.
- Nobody can see in one place what is done and what is still open.
What it quietly costs you
- · Paid first days spent waiting for logins instead of learning the job.
- · A poor first impression that shapes how long new people stay.
- · Compliance risk when identity and tax documents are late or incomplete.
How it works done for you
- When an offer is signed in Greenhouse, Workday or BambooHR, the agent reads the role, location, manager, start date and employment type and picks the matching onboarding plan.
- It creates the employee record in the HRIS and payroll for HR to approve, then opens linked tasks for IT, facilities and the manager with due dates worked back from the start date.
- The new hire receives one welcome flow for personal details, tax and benefits forms, policy sign-offs and document uploads. The agent checks each item for missing fields and nudges the hire by email or text.
- For IT, it files a ticket in Jira Service Management, Freshservice or ServiceNow with the role's standard hardware and app bundle. Any access beyond the standard bundle waits for the manager to approve.
- Each morning it checks every open task against the start date and messages the owner in Slack or Teams when something is at risk. HR sees escalations, not every reminder.
- After day one it sends the manager the week-one plan and schedules check-ins, then logs completion and new-hire feedback to the employee record.
Your people
What changes for your team
HR generalist
Today
Re-keys new-hire data into several systems and chases forms, laptops and managers by email.
Done for you
Approves records, verifies documents that need a person, and spends time on the welcome itself.
IT technician
Today
Learns about new starters late and guesses which apps and groups they need.
Done for you
Receives complete, approved requests days ahead and prepares devices on a predictable schedule.
Hiring manager
Today
Forgets to send equipment requests and has no plan for the first week.
Done for you
Approves access in one click and follows a ready week-one plan with reminders.
The numbers
What it's worth to you
Estimate the time and cost you get back with your own numbers. We baseline the real figures in week 1 and track these KPIs from day one.
Example inputs · change them to yours
The automated share covers data entry, task routing, form chasing and reminders across HR, IT and the manager; document verification and welcome time stay with people.
Staff time back
60 hours a month
About 0.4 full-time people freed for higher-value work
Capacity reclaimed a month
$2,400
A year
$28,800
An estimate from your inputs only. In week 1 we measure your real baseline, so results are tracked against your own numbers.
Day-one readiness
Share of new hires with device, accounts and building access working at start time, checked by a first-morning prompt to the hire.
Paperwork complete before start
Hires with all required forms and documents filed before day one, tracked in the HRIS.
HR hours per hire
Time HR spends on each onboarding, baselined from a two-week time sample before launch.
New-hire experience score
Short pulse survey at the end of week one and day thirty, compared with the pre-launch cohort.
Early attrition
Leavers within the first ninety days, reported by team and location against the prior year.
Works with the tools you already use
- Workday
- BambooHR
- Rippling
- ADP Workforce Now
- Greenhouse
- DocuSign
- Jira Service Management
- ServiceNow
- Slack
- Microsoft Teams
Guardrails built in
- HR approves every new employee record and payroll setup before it is created.
- Access beyond the role's standard bundle needs the manager's approval, and admin rights need IT's.
- Form I-9 and right-to-work checks are completed and signed by an authorized person; the agent only collects and organizes documents.
- Personal data such as bank details and ID images is stored in the HRIS, never in chat or email, with access limited to HR.
- Every task, reminder and approval is logged with a timestamp so any onboarding can be reviewed later.
Why it hurts today
What teams say about this work
Common complaints from operators, reviewers and industry research.
Only a small share of U.S. employees say their company does a good job of onboarding, and roughly one in five say their last onboarding was poor or did not happen at all.
One new hire can spawn separate email threads for the laptop, software, chat account, app access and approvals, so nobody can see what is done and what is pending.
HR, IT, finance, facilities and app owners each hold a piece of onboarding, approvals sit unnoticed in someone's inbox, and a configured laptop is useless when the new hire still can't sign in.
How it works
From kickoff to live in 3 to 6 weeks
We do the build, the integrations and the rollout. Your team gives us access, reviews the pilot and approves go-live.
- 1
Week 1
Discovery and access
We map the workflow with your team, agree the outcomes and KPIs, measure today's baseline and get secure access to your tools.
- 2
Weeks 2–3
Build and connect
We build the agents and connect your systems, with your rules, approval steps, permissions and logging.
- 3
Weeks 3–5
Test and pilot
We test on your real history, then run a pilot on live work while your team reviews what the agent does.
- 4
Weeks 4–6
Go live and hand over
We roll out in stages, train your team, hand over dashboards and runbooks, and keep improving it with you.
Included with every automation
Executive Ask: ask your business anything
One plain-English assistant connected to the systems you run: CRM, helpdesk, ERP and accounting, HR, inbox and documents. Leaders get sourced answers in seconds and can trigger actions with approval. It respects everyone's existing permissions and logs every answer.
See Executive AskAsk it, for example
- Which people starting next Monday are not fully set up yet, and what is missing?
- How many new hires this quarter started without working access on day one, by department?
- Which managers have not completed their part of onboarding for their latest hire?
Does this replace our HRIS onboarding module?
No. It works on top of what you have, whether that is Workday, BambooHR, Rippling or ADP. Most HRIS onboarding modules cover HR forms well but stop at the edge of IT, facilities and the manager. The agent connects those pieces, keeps one timeline per hire, and writes everything back to the employee record so your HRIS stays the source of truth.
Can it handle different plans for different roles and locations?
Yes. We build plans by role family, location, country and employment type, so a warehouse associate in Ohio, a remote engineer and a UK contractor each get the right forms, equipment and accounts. When HR changes a template, new hires pick up the change from that point, and the agent flags any hire already in progress that is affected.
How long does it take to go live?
Plan on 3 to 6 weeks. We start by mapping your current onboarding with HR and IT, then connect the ATS, HRIS, e-signature and ticketing tools. A pilot runs with one team or site for a few hires while we tune timing and messages. After that we roll out the remaining plans and hand over an admin guide for future changes.
What does it cost?
Cost is quoted after a short scoping call. It depends on your hiring volume, how many systems we connect, how many distinct onboarding plans you need across roles and countries, and whether IT provisioning is part of the scope. You receive a written quote with a fixed scope before any build starts, so the budget is clear up front.
Who verifies identity and right-to-work documents?
A person on your team. The agent sends the hire the right forms, collects uploads and checks that fields are complete and dates are valid, but it does not sign Form I-9 Section 2 or approve right-to-work checks. It reminds the responsible HR person of the deadline and records when the check was done and by whom.
Pairs well with
Employee Onboarding & Offboarding Access
Right access on day one, every account closed on the last day
See the outcomeCandidate Screening & Interview Scheduling
Every applicant read against your criteria, every interview booked without email ping-pong
See the outcomeHR & Policy Helpdesk
Employees get policy, PTO and benefits answers in minutes, HR keeps the hard cases
See the outcomeSources
Get Employee Onboarding done for you
Tell us about your volumes and tools. A senior engineer replies within one business day with scope, timeline and cost.
Live in 3 to 6 weeks · Priced after a short call · Company emails only