HR automation handles the administrative burden that consumes HR managers' time: screening CVs, sending onboarding materials, collecting documents, tracking time off, generating payroll reports. We automate it all.
Book a free consultationMost HR teams we meet aren't short on process documentation — they're short on hours. Someone still has to open every incoming CV, compare it against a job spec, copy the shortlist into a spreadsheet, email the contract, wait for it to come back signed, forward it to payroll, and only then request a laptop and system access for day one. HR automation means those handoffs happen through a connected pipeline instead of a person's inbox: your ATS, HRIS and payroll tools stay in sync, documents move and get signed without a chase email, and a monthly headcount or absence report is a live query rather than a Friday-afternoon export. Recruitment is explicitly named as a high-risk use case in Annex III of the EU AI Act, so wherever a workflow influences a hiring or promotion outcome — CV screening, candidate ranking — we design it as a human-in-the-loop system: the automation prepares the shortlist and the evidence behind it, a recruiter signs off on every decision, and the reasoning stays logged and auditable.
We've built this stack for more than 50 B2B companies across Poland, DACH and the UK — recruitment-heavy scale-ups that need to triage a few hundred applications in a single hiring push without missing a strong candidate, employers running shift-based time tracking across several warehouse or retail sites where a missed clock-in has real payroll consequences, and multi-entity organizations in Germany, Austria or Switzerland where any system touching employee monitoring or working-time data has to clear co-determination with the Betriebsrat under §87 BetrVG before it goes live. The document set differs by market too — Polish onboarding still runs on PESEL, NIP and a ZUS ZUA registration; UK onboarding needs a right-to-work check and share code before day one; German and Austrian payroll integrations have to reconcile with the entity's own works agreement. We map that reality first, then build the automation to fit it — not a generic template stretched across every country you operate in.
The most common HR scenarios we automate for clients:
Measurable outcomes our clients see after implementation:
Every engagement follows the same four-phase structure that ensures results, not just deliverables:
We interview your HR team, map the recruitment-to-payroll process end to end, and pin down the highest-ROI opportunity — often the step where a signed contract needs to reach five different systems, or where candidate data sits in an inbox instead of your ATS, or where a works council sign-off is the actual bottleneck rather than the technology. Output: a concrete implementation plan with defined KPIs.
We build the highest-priority automation using real candidate or employee data on a controlled group. You validate that it works — and that it stays compliant with GDPR data-minimization and retention rules, and with any local co-determination requirement — before any further investment.
Full deployment, HR team training and monitoring setup. Your team starts capturing the benefit immediately, from the next candidate through the pipeline or the next new hire's first day.
Expand to additional processes — payroll reporting, performance review cycles, exit and offboarding workflows — and additional data sources or entities. Each phase builds on the last, without re-architecting what already works.
We are a specialized B2B automation agency — not a generalist IT shop or a payroll vendor. Everything we do is focused on one outcome: measurable business results from automation and AI applied to HR operations. Our team has delivered automations across recruitment, onboarding, time tracking, performance cycles and payroll reporting for companies from 10 to 500 employees, across single-site teams and multi-country groups spanning Poland, DACH and the UK.
Most implementations follow our 4-week JUSTPROCES methodology: 1 week discovery, 2 weeks pilot, 1 week production deployment. A recruitment screening automation or an onboarding checklist can usually go live within that window; multi-system payroll integrations, or rollouts spanning several countries with their own works councils or statutory holiday calendars, typically take 6-8 weeks because the council sign-off and local document set need to be built in from the start, not added afterward. We always start with a pilot on real candidate or employee data so you see results — and confirm compliance — before full rollout.
Before starting, we define 2-3 KPIs with baseline measurements specific to HR — for example, hours spent per hire on manual screening, time from a countersigned contract to provisioned system access, or the error rate in monthly payroll reporting. After 30 and 90 days, we deliver a formal ROI report with actual vs. baseline numbers, so the case for the next phase is made with your own data rather than a generic industry benchmark.
No. We handle all technical implementation, including the integrations between your ATS, HRIS and payroll systems, and any custom connector a legacy or country-specific system needs. Your HR team needs to explain the current process and validate the automated version against real cases. We document everything so your team can maintain it independently afterward — or we provide ongoing support if you'd rather we keep monitoring it.
All our production automations include monitoring and alerting — important for HR workflows, where a missed step can mean a new hire without system access on their first day, or a payroll export that goes out with stale time-off or overtime data. If something breaks, we receive a notification before you do. Our support plans include SLA-backed response times for critical workflows like onboarding and payroll reporting, where a delay has an immediate, visible cost.
Yes. We integrate with HR and recruitment platforms such as Personio, BambooHR, Workday and SAP SuccessFactors, ATS tools like Greenhouse, Lever and SmartRecruiters, Google Workspace and Microsoft 365, and most payroll and ERP systems used across Poland, DACH and the UK. We also build custom connectors for proprietary or legacy HR systems, and design every candidate-screening workflow so a person always signs off on the final decision — the AI ranks and surfaces evidence, it never rejects a candidate on its own.
We'll show you how BOND or the Personal Agent works on sample data. No generalities — a concrete case from your industry.
No reception, no helpdesk, no tickets. I'll answer directly: whether this makes sense for your company and what the first step would be.