Workflow 01
Onboarding Orchestration Agent
New-hire signal → 30/60/90 plan → access provisioning (IT cross-function) → equipment → buddy assignment → progress + survey administration.
By function · Human Resources
People work to humans. Policy + process to agents.
Onboarding that scales from 5 hires / year to 50 without breaking. Help desk that gives accurate policy answers instantly. Talent screening that's faster and less biased because the rubric is explicit, not implicit. Performance review prep that doesn't consume 40 hours of manager time per cycle. That's what the HR function looks like when agents run the operational tonnage.
Agent workflows we deploy
Five concrete workflows, not abstract claims.
Each workflow is a multi-step orchestration with a visible task log and an outcome metric. Productized inside AaaS.
Workflow 02
Employee Help Desk Agent
Incoming question (Slack / email / portal) → policy lookup → benefits / PTO / expense answer drafting → escalation to HR for nuanced cases.
Workflow 03
Talent Screening Agent
Resume ingestion → fit-scoring against role rubric → automated outreach for top tier → interview scheduling → reference-check orchestration.
Workflow 04
Performance Review Prep Agent
Employee data → review template population → manager prep document → calibration suggestions → final review draft → employee + manager workflow.
Workflow 05
Compliance Training Tracker Agent
Training requirement detection → gap analysis → assignment + reminder cadence → completion certification → audit-ready reporting.
Show, don't tell
One worked example, end-to-end.
Workflow steps + a sample of the visible task log + the outcome metric.
HR · AaaS, Workflows
Onboarding + Knowledge Agent Workflow
Hire detection → personalized onboarding plan → access provisioning → progress tracking → check-ins → 30/60/90 surveys.
01Hire detection
Listening on HRIS for new-hire events.
02Onboarding plan
Tailoring 30/60/90 plan by role + manager preferences.
03Access provisioning
Requesting accounts and tooling with audit trail.
04Progress tracking
Logging milestones + flagging blocked owners.
05Check-ins
Scheduling manager + HR touch-points + capturing notes.
06Surveys
Running 30/60/90 surveys + summarizing themes to HR.
Visible task log · Foundational AI Layer
step 1/6 · Listening on HRIS for new-hire events ...done in 1.6s
step 2/6 · Tailoring 30/60/90 plan by role + manager preferences ...done in 2.3s
step 3/6 · Requesting accounts and tooling with audit trail ...done in 3.0s
step 4/6 · Logging milestones + flagging blocked owners ...done in 3.7s
Outcome metric
+18 NPS
New-hire onboarding NPS over 3-month engagement (anonymized)
BI signals
What this function generates, and what it consumes from the rest of the business.
The cross-functional integration is what makes agents compound. A signal generated here often triggers action somewhere else.
Generated
- Time-to-productivity for new hires
- Employee NPS
- Training completion rate
- Internal mobility rate
- Retention signals
- Talent funnel conversion
Consumed
- Payroll
- Performance data
- Peer feedback
- Project completion records
- Learning system usage
Software + integrations
The stack we integrate.
HRIS, payroll, learning management, ATS, employee survey platform, internal communications, knowledge base, plus the identity provider that handles the IT cross-function provisioning signal. Capability language only.
Operations changes
What the team experiences in the first 90 days.
- 01Onboarding moves from manual checklist to orchestrated workflow, same outcome quality, 80% less HR time.
- 02Employee help desk goes from 'ask HR' to 'ask the agent, escalate the 20% that need judgment.'
- 03Performance review prep shrinks from 40 hours to 5 hours per manager per cycle.
- 04Compliance training auto-tracks, no quarterly fire drill.
Measured business outcomes
Typical 90-day movement.
Ranges, not promises. Actual outcomes depend on the starting state surfaced by PI Implementation.
| Outcome | Typical 90-day movement |
|---|---|
| Time-to-productivity (new hires) | −25–40% |
| HR tickets handled at Tier-1 | 60–80% (vs 0% baseline) |
| Time-to-hire | −20–35% |
| Manager hours on review prep | −75% |
| Compliance training completion | 95%+ vs typical 70–85% |
Customer Success cadence
How the results stay proven, quarter over quarter.
QBR slide tracks time-to-productivity, retention signals, talent funnel conversion, training completion, employee NPS. OKRs typically tie to retention + time-to-productivity + cost-per-hire.
Ready when you are
Start with a measurement.
The Opportunity Engine intake routes by function. Pick this one in the bottleneck question and the diagnostic will identify the two or three workflows worth deploying first. Want it run for you as a managed service? Agent as a Service is productized on zyos.io.