Question 1

What does HR and onboarding automation cost?

Accepted Answer

From $800 to $4,000 USD per workflow, or A$1,200 to A$6,000. Per workflow means the price covers one defined process end to end, such as onboarding, offboarding or leave approval. Most clients start with onboarding, run it for a month, then add the second workflow once they trust it. Three workflows at once is cheaper than three separate projects but still not a small invoice.

Question 2

We have 15 employees. Is automation overkill?

Accepted Answer

At 15 people, probably yes, and we will say so. A shared checklist document and a calendar reminder do the same job for free. Automation starts paying for itself around 30 to 40 hires a year, or when you have multiple offices and access permissions to revoke every time somebody leaves. The real cost of manual onboarding is not the admin time. It is the laptop and email account that stays active three months after a resignation.

Question 3

Which tools do you connect?

Accepted Answer

Google Workspace and Microsoft 365 for accounts, Slack and Teams for notifications, and whatever HR, payroll or ATS system you already run, provided it has an API or webhooks. Where a system has no API, we fall back to scheduled CSV import and export. That works, but it introduces a delay of however often the job runs, and we will tell you the delay up front rather than after go-live.

Question 4

Will this touch employee personal data, and is that handled legally?

Accepted Answer

It will, since onboarding collects identity documents and tax details. We build on the principle of least access: the automation reads only the fields the workflow needs, documents go to storage you control, and every read and write is logged against a named account. Your own privacy policy and retention rules still govern how long you keep that data. We can draft the technical controls but we are not your legal adviser.

Question 5

How long does it take to build one workflow?

Accepted Answer

Three to six weeks for a single workflow, including two rounds of testing with dummy hires. The build itself is quick. The delay is almost always internal: agreeing who signs off on an offer, which system holds the source of truth for start dates, and who owns a task when the manager is on leave. Those decisions have to be made by your team, and we cannot make them for you.

Question 6

Who owns the workflows, and what happens when an employee leaves us?

Accepted Answer

You own them. They run inside your own accounts, and any code sits in your repository. For departing employees, the offboarding workflow we build handles access revocation across connected systems and produces a dated record of what was disabled and when, which is useful if you are ever asked to prove it in an audit.

Question 7

What support comes after launch?

Accepted Answer

Thirty days of included support covering defects and broken integrations, which is when most issues surface because that is when the system meets real hires. After that, changes like adding a new document type or a new approval step are quoted per change. Ongoing support is available monthly if you would rather have a fixed number than ad-hoc invoices.

HR & onboarding automation