Automate Your HR Busywork with AI Agents

Onboarding checklists, compliance tracking, performance reviews, and HR reporting. Describe the task in one sentence, the agent does it across your apps.

Get Started Free

HR AGENT

Pull the onboarding checklist status for every new hire this week

Build an offboarding checklist and track every step for a departing employee

Find every employee missing a signed policy acknowledgment

Find every manager who hasn't submitted their direct reports' reviews

Compare an employee's compensation against the market benchmark

Spot flight risks by cross-referencing engagement scores with tenure and review data

A Product by

Trusted by

42,000+ businesses worldwide

Certified

Official PARTNER

Any HR Task. One Message. Done.

Onboarding gaps, compliance flags, overdue reviews. Tell the agent what you need and it works across BambooHR, Google Sheets, Gmail, Slack, and 1,500+ apps.

Get Work Done With Simple Chat Messages

Check BambooHR for all employees with a start date this week. For each new hire, cross-reference the onboarding checklist in Google Sheets to see which tasks are done and which are still open. Flag any new hire where the manager hasn't confirmed equipment, system access, or buddy assignment. Post a summary to the HR channel in Slack with each new hire's name, start date, and outstanding items. Send a reminder email via Gmail to each manager with incomplete tasks.||

Onboarding status pulled for 4 new hires. 2 have incomplete items.

Onboarding Readiness — Week of Jun 8

Status	New Hire	Start Date	Department	Open Items
🟢 Ready	Priya Sharma	Jun 9	Engineering	0 of 8
🟢 Ready	Marcus Chen	Jun 9	Marketing	0 of 8
🔴 Incomplete	Aisha Patel	Jun 10	Sales	3 of 8
🟡 At Risk	David Kim	Jun 11	Product	1 of 8

Outstanding items:

Aisha Patel (Sales):

❌ Laptop not ordered — assigned to IT
❌ CRM access not provisioned — assigned to Sales Ops
❌ Buddy not assigned — assigned to James Rivera (manager)

David Kim (Product):

❌ Building access badge not requested — assigned to Facilities

Actions taken: Reminder emails sent to James Rivera and IT. Slack summary posted to #hr-onboarding.

👇 Here's what your team could do with a single message.

1.Pull the onboarding checklist status for every new hire this week

2.Build an offboarding checklist and track every step for a departing employee

Look up [Employee Name] in BambooHR and pull their department, manager, and last day. Create a personalized offboarding checklist in Google Sheets with tasks for IT (revoke system access, recover equipment), their manager (knowledge transfer, reassign projects), and HR (final paycheck, benefits continuation letter, exit interview scheduling). Assign each task a due date relative to the last day. Send the checklist to the manager and IT lead via Gmail. Post a reminder to the HR channel in Slack.

3.Send the welcome packet and first-week schedule to a new hire

Pull the new hire details for [Employee Name] from BambooHR, including their start date, department, manager, and office location. Grab the welcome packet template and first-week schedule template from Google Drive. Customize both with the new hire's info, their manager's name, and the team's Slack channel. Email the packet to the new hire via Gmail. Post a heads-up in the team's Slack channel that a new person is joining, with their name, role, and start date.

1.Find every employee missing a signed policy acknowledgment

Pull the list of active employees from BambooHR. Cross-reference against the policy acknowledgment tracker in Google Sheets to find anyone who hasn't signed the latest versions of the employee handbook, code of conduct, or data privacy policy. Group the results by department and manager. Post the missing acknowledgments to the HR channel in Slack and send individual reminder emails to each employee via Gmail with a link to sign.

2.Pull headcount and turnover numbers for the quarterly business review

Pull the current headcount from BambooHR broken down by department, location, and employment type (full-time, part-time, contractor). Compare against last quarter's numbers in Google Sheets. Calculate voluntary and involuntary turnover rates for the quarter. Update the HR metrics tab in Google Sheets with the new numbers and create a one-page summary in Google Docs for the leadership team. Email the summary to the HR director via Gmail.

3.Check which employees have expired certifications or overdue training

Pull the certification and training tracker from Google Sheets. Cross-reference expiration dates against today's date. Flag any certifications that expired in the last 30 days or will expire in the next 30 days. Check BambooHR for the affected employees' departments and managers. Post a list to the HR channel in Slack grouped by urgency (expired vs. expiring soon) and send individual emails to each affected employee via Gmail with renewal instructions.

1.Find every manager who hasn't submitted their direct reports' reviews

Pull the current review cycle deadline and submission status from Google Sheets. Cross-reference against the org chart in BambooHR to get every manager and their direct reports. Flag any manager whose reviews are incomplete. Post a leaderboard to the HR channel in Slack showing completion rates by department. Send a personal reminder email to each late manager via Gmail with their outstanding reviews listed and the deadline.

2.Draft a performance improvement plan from the manager's notes

Take the manager's notes from [Google Doc URL or text]. Pull the employee's current role, tenure, and recent review scores from BambooHR. Draft a structured PIP in Google Docs that includes the performance concerns, specific measurable goals with deadlines, support resources available, check-in schedule, and expected outcomes. Send the draft to the manager for review via Gmail. Log the PIP start date in the HR tracker in Google Sheets.

3.Pull goal completion rates across all departments before the review cycle

Pull the current goals and completion status from Google Sheets for every department. Calculate completion rates by department and by individual. Flag anyone with less than 50% goal completion who has a review coming up in the next 2 weeks. Post a summary to the HR channel in Slack with department rankings. Send a heads-up to each department head via Gmail with their team's completion rate and any individuals who need attention.

1.Compare an employee's compensation against the market benchmark

Pull [Employee Name]'s current salary, role, level, and location from BambooHR. Search the web for current market compensation data for that role, level, and location using salary benchmarking sites. Compare their current pay against the 25th, 50th, and 75th percentile. Log the comparison in the compensation review tab in Google Sheets. If they're below the 25th percentile, flag it and send a summary to the HR director via Gmail.

2.Find every employee approaching a benefits eligibility milestone

Pull all employees from BambooHR with their hire dates, employment type, and current benefits enrollment status. Calculate which employees will hit a benefits eligibility milestone (90 days, 1 year, open enrollment deadline) in the next 30 days. Log them in the benefits tracker in Google Sheets. Send each employee a personalized email via Gmail explaining what they're now eligible for and how to enroll. Post a count to the HR channel in Slack.

3.Build a total compensation summary for a candidate offer

Take the role title, level, location, and proposed base salary. Search the web for market data to validate the offer is competitive. Pull the benefits package details from Google Drive (health insurance, 401k match, PTO policy, equity if applicable). Build a total compensation summary in Google Docs showing base salary, estimated bonus, benefits value, and total package. Send the summary to the hiring manager for approval via Gmail.

1.Spot flight risks by cross-referencing engagement scores with tenure and review data

Pull the latest engagement survey scores from Google Sheets and cross-reference with employee tenure and last review ratings from BambooHR. Flag anyone with below-average engagement, more than 2 years of tenure, and a review score above 3.5 (high performers who are disengaged). Add them to a 'Flight Risk' tab in Google Sheets with their manager, department, and a risk score. Send the list to the HR director via Gmail. Post a count to the HR channel in Slack without naming individuals.

2.Summarize the latest engagement survey results by department

Pull the raw engagement survey responses from Google Sheets. Calculate average scores by department for each survey category (management, growth, culture, compensation, work-life balance). Compare against the previous survey's scores to find trends. Create a summary in Google Docs with the top 3 improving areas and top 3 declining areas per department. Post highlights to the leadership channel in Slack and email the full summary to department heads via Gmail.

3.Pull turnover trends for the last 12 months and flag problem areas

Pull all terminations from BambooHR for the last 12 months with their department, tenure, reason for leaving, and manager. Calculate monthly and quarterly turnover rates overall and by department. Flag any department with turnover more than double the company average. Update the turnover dashboard in Google Sheets. Create a trend summary in Google Docs and send it to the HR director via Gmail. Post the headline numbers to the HR channel in Slack.

Get Started Free

Set It Once. HR Runs Itself.

Onboarding reminders, compliance flags, review nudges. Running on schedule or firing the moment something changes in your HR system.

Automate recurring processes in 30 seconds.

Send onboarding tasks the moment a new hire is added to your HR system

When this happens...

App

BambooHR

When

When a new employee is created

Then do this...

👇 No workflow builder. Set it up in plain English.

Send onboarding tasks the moment a new hire is added to your HR system

When a new employee is created in BambooHR

When a new employee record is created in BambooHR, pull their name, start date, department, manager, and role. Create a personalized onboarding checklist in Google Sheets with tasks assigned to IT, the manager, and HR, each with due dates relative to the start date. Send the manager a welcome prep email via Gmail with their tasks and the new hire's details. Post an announcement to the HR channel in Slack with the new hire's name, role, start date, and department.

Remind managers every Friday about new hires starting next week

Every Friday at 09:00 AM

Check BambooHR for any employees with a start date in the next 7 days. For each, verify the onboarding checklist in Google Sheets to see if the manager has completed their prep tasks (equipment ordered, buddy assigned, first-week meetings scheduled). Send a reminder email via Gmail to any manager with outstanding items. Post a summary to the HR channel in Slack with the count of new hires starting and any blockers.

Kick off offboarding the moment a termination date is set

When an employee's status changes to 'terminated' in BambooHR

When an employee's status changes to terminated in BambooHR, pull their name, department, manager, last day, and system access list. Create an offboarding checklist in Google Sheets with tasks for IT (access revocation, equipment return), the manager (knowledge transfer, project reassignment), and HR (final pay, benefits info, exit interview). Send task assignments to each owner via Gmail. Post a heads-up in the HR channel in Slack with the timeline.

Flag expiring certifications and overdue training every Monday

Every Monday at 08:00 AM

Pull the certification and training tracker from Google Sheets. Flag any certifications that expired in the last 7 days or will expire in the next 14 days. Check BambooHR for the affected employees' departments. Send reminder emails to each employee via Gmail with renewal instructions and deadlines. Post a summary to the HR channel in Slack with the count by department.

Get Started Free

HR Playbooks Anyone on Your Team Can Run

Onboarding flows, compliance audits, review cycles. Same process, same rigor, whether it's you running it or the newest person on the HR team.

Complete repetitive processes in clicks

Run a full onboarding process for a new hire from offer to day one

1. New Hire Details

New Hire Details

Fill fields below 👇

New Hire Name *

Email Address *

Role Title *

Department *

Manager Name *

Start Date *

2. Build the Onboarding Plan

Agent

Pull the onboarding template for Department from Google Drive. Customize it for New Hire Name in the Role Title role reporting to Manager Name, starting Start Date. Build a first-week schedule with the standard training sessions, team introductions, and key meetings. Identify all setup tasks needed: system access, equipment, buddy assignment, paperwork, and benefits enrollment. Assign each task an owner (IT, manager, or HR) and a due date relative to the start date.

3. Create the First-Week Schedule in Google Docs

Create DocumentinGoogle Docs

4. Log Onboarding Tasks in Google Sheets

Add Rows to SheetinGoogle Sheets

5. Send Welcome Email to the New Hire

Send EmailinGmail

6. Notify the Team in Slack

Send MessageinSlack

👇 See use cases.

1.Run a full onboarding process for a new hire from offer to day one

How this Playbook works?

Enter the new hire's name, email, role, department, manager, and start date. The AI agent pulls the department-specific onboarding template from Google Drive and customizes it with the new hire's details. It builds a first-week schedule in Google Docs with meetings, training sessions, and key contacts. Individual setup tasks get created in Google Sheets with due dates and owners for IT (system access, equipment), the manager (buddy assignment, welcome meeting), and HR (paperwork, benefits enrollment packet). A welcome email goes out to the new hire via Gmail with their first-day instructions and the schedule. The team gets a heads-up in Slack with the new hire's name, role, and start date.

2.Execute a complete offboarding process for a departing employee

How this Playbook works?

Enter the employee's name, last day, and reason for departure. The AI agent pulls their details from BambooHR including department, manager, system access list, and equipment assigned. It creates an offboarding checklist in Google Sheets with tasks for IT (revoke access to every system, recover laptop and badge), the manager (document knowledge transfer, reassign active projects), and HR (schedule exit interview, prepare final pay details, send benefits continuation info). Each task gets a due date working backward from the last day. The manager and IT lead get their task lists via Gmail. A confirmation goes to the HR channel in Slack. On the last day, the agent checks the checklist and posts the completion status.

3.Run the quarterly compliance and documentation audit

How this Playbook works?

Enter the quarter to audit. The AI agent pulls all active employees from BambooHR and cross-references against the compliance tracker in Google Sheets. It checks for unsigned policy acknowledgments, expired certifications, overdue mandatory training, missing emergency contacts, and incomplete I-9 or tax forms. For each issue found, it logs the employee, the gap, and the responsible party in an audit findings tab in Google Sheets. It groups findings by severity (critical, needs attention, minor) and by department. A summary report goes into Google Docs with the total compliance rate and top issues. Department heads get their team's findings via Gmail. The HR channel in Slack gets the headline numbers.

4.Launch the performance review cycle for a department

How this Playbook works?

Enter the department, review period, and deadline. The AI agent pulls the list of employees and their managers from BambooHR. It creates a review tracker in Google Sheets with one row per employee showing their manager, review status, and due date. It generates a review template in Google Docs for each manager with their direct reports' names, current goals from Google Sheets, and the evaluation criteria. Each manager gets an email via Gmail with their personalized review packet, instructions, and the deadline. A kickoff message goes to the department's Slack channel. After the deadline, the agent checks completion status and sends reminders to any manager who hasn't submitted.

Get Started Free

Your Job Is People, Not Paperwork.

Describe your HR task in one sentence. The agent does it across your apps.

Get Started Free