People operations
Contracts, documents, equipment, system access, timesheets, leave, payroll, reviews and offboarding — on the same record you hired them on, with nothing retyped between.
A hired candidate becomes an employee record with their history carried across. This is the seam every other stack makes you retype.
Upload your existing contract as a document with the fields marked. It merges, converts to PDF, and goes out for signature — individually or in bulk. Your legal wording, unchanged.
Define what each group of people must provide. Submissions come in through their own portal, you review and approve, and you always know who's outstanding.
Assign an asset from your inventory and the person signs an acceptance form on a link. Returns are tracked the same way.
Register every third-party tool and record who has access to what — the register you'll need on the day someone leaves.
Welcome emails and probation review reminders schedule themselves from the start date. Confirm or end probation against the contract.
Everyone you employ gets their own access on every plan. You're already paying for the person; their login isn't extra.
Daily or bulk entry, submitted as a timesheet against a weekly hours target. You approve or reject — by exception, not by transcription.
Holiday and sick leave requested from the portal, approved by the right role, and shown on a calendar the whole company can see.
Payment details, personal information, tax dependants and required documents — entered by the person who actually has the information.
Freelancers submit invoices through the portal and watch them move to approved and paid, instead of emailing PDFs and chasing.
What they're holding, and every payslip you've issued them.
Timesheets and leave route to the right approver by role, with a record of who approved what and when.
Who's off and when, respecting company non-working days, team-level closures and your holiday calendars.
Statutory leave accumulates automatically under the rules that apply to each person, rather than being counted by hand each year.
Set required documents, closure days and entitlements per group of people, then message a whole group at once.
Generate a monthly run from the employee record — contract terms, attendance, bonuses, allowances and extras. Approve, mark paid, print the payslip, email it.
Mandated and seasonal bonus calculations generated as their own runs rather than bolted onto a normal month.
Statutory payroll reporting generated rather than assembled by hand.
The last step isn't a manual transfer.
Tracked with dates and status, so a lapse is visible months out rather than on the day.
Registered with supporting documents attached, and deregistered when they no longer apply.
Calculated, funded, tracked against the fund and exportable.
Entitlements, balances and protected absence periods handled as configuration rather than exceptions.
With completion quality rated, so a finished goal and a well-finished goal aren't the same record.
Feedback meetings recorded against the person, so career conversations exist as history rather than as two different memories.
Who reports to whom, who's on what, and who's available.
Every system they had is sent an offboarding request, and completion is confirmed on a link and written to the access log. This is the answer to the question every serious client eventually asks.
They accept. One click and the candidate is an employee, history intact.
Their contract merges from your template, converts to PDF and goes out for signature. It comes back signed and stored.
The documents their group requires are requested automatically. They upload; you approve.
A laptop is assigned and signed for. Their logins are granted and recorded.
Welcome email sent, probation reminders scheduled, portal access on. Nobody typed their name twice.
From then on they file their own time and leave, entitlement accrues, and payroll runs from that data rather than from a spreadsheet.
Years later they resign. Termination recorded, severance settled, laptop back, and every login confirmed closed — on the same record you first opened when they were a CV.
Almost nothing. This is the part of the product that works immediately — no integrations required for onboarding, documents, time, leave, equipment, access records or performance.
Payouts need a payment account connected before you can pay anyone from here. Payroll calculation and payslips work without it.
Contract templates need your documents uploaded once, with the merge fields marked. We'll do the first one with you.
Onboarding, documents, equipment, access, time, leave, performance and offboarding are on every plan including the cheapest. Payroll, payouts, contractor invoicing and statutory obligation tracking start at Agency. Computed performance measures start at Operator.