Runwork for HR Teams

Every onboarding gets rebuilt by whoever happens to be doing it.

The last person to onboard a hire worked out a good sequence with their AI. The next person starts over. On Runwork the sequence lives in the team cloud, runs on its own, and gets better every time someone improves it.

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The Challenge

Every onboarding gets rebuilt by whoever happens to be doing it
The good sequence someone worked out never reaches the next person
Reminders only go out if a human remembers to send them
Employee data sits in three systems and one spreadsheet
Managers ask their AI about your policies and get made-up answers
You cannot tell which parts of HR are actually getting faster

The Runwork Solution

The onboarding sequence lives in the team cloud and gets better each time someone improves it
Whoever runs the next hire starts from your best version, not from scratch
Reminders and check-ins keep going after the laptop closes
Your AI reads the HRIS directly, so nobody rekeys anything
Managers get your actual policy, because their AI has it too
A dashboard that shows where AI is really changing the work

What your team gets

An onboarding sequence that improves instead of resetting

Day-one setup, first-week meetings, the check-in nobody used to remember. Kept in one place and sharpened by whoever runs it next.

Day-one setup that runs without you

Access requests, benefits reminders and the manager checklist go out on their own when a hire lands in the HRIS.

Your policies, in every manager's AI

Leave rules, review expectations, what a manager can approve alone. Managers ask their own AI and get your answer instead of a guess.

Time-off handled while you are in a meeting

Requests route on your rules, calendars update, balances adjust. You look at the two that need a judgment call.

Review cycles that remind themselves

The cycle runs on a schedule, managers get nudged, and you watch completion instead of chasing it.

A number that shows the team getting better

Adoption across HR and across managers, so you can see who is using this and who needs a hand.

A Day in the Life

8:00 AM: New hire setup, and you did not start over. Sarah starts Monday. Her task list is already there in the onboarding tracker: IT access, benefits reminders, first-week meetings. It is the sequence your colleague worked out with her AI in March, plus the two fixes you added in May. Her manager already has his checklist. The workflow did the coordinating.

9:30 AM: PTO approvals. Five requests came in overnight, each showing the team calendar next to it so you can see coverage without opening anything else. Three approved, two flagged for a manager conversation. The time-off app notifies people and updates balances.

11:00 AM: Headcount question. Leadership wants hiring numbers for the quarterly. You ask your own AI, which reads the headcount data straight from the HRIS: current by department, open roles, attrition trend. No spreadsheet assembly, no export dance.

2:00 PM: Performance cycle prep. Q4 reviews start next month. You set the cycle up once in the review app and the reminders take it from there, on a schedule, whether or not you are at your desk that week. You watch completion instead of chasing it.

4:00 PM: A manager asks his AI a policy question. Someone gave notice and his manager wants to know what happens to the unused leave. He asks Copilot, the tool he already lives in, and gets your actual policy, because it is a team skill now rather than a PDF nobody opened. Meanwhile the offboarding already sent IT the access tasks and finance the final payroll items. On the team dashboard you can see managers asking their AI these questions instead of asking you. That is what it looks like when HR knowledge stops living in your inbox.

Frequently Asked Questions

How do we stop rebuilding onboarding every time?

Whoever runs the next hire works with their own AI the way they already do. The difference is that the sequence they land on is kept in your team cloud instead of in their chat history, so the person after them starts from it. Small improvements stack up instead of getting lost, and after a few hires it is genuinely good.

Does HR need IT to set this up?

No. You describe what you want to your own AI, in ChatGPT or Claude or whatever your team already uses, and it makes the thing. Runwork is where it lives and runs, with permissions and a schedule around it. Your agent does the making, Runwork keeps it working for everyone.

Can managers use this, or is it only for the HR team?

Managers are usually the bigger win. Your leave rules, review expectations and approval limits become something their own AI knows, so they get your answer in the tool they already use instead of guessing or emailing you. Nobody has to log into an HR system to ask a question.

Does it connect to our HRIS?

Yes. Workday, BambooHR, Rippling and the rest connect once, for the team. Employee data syncs both ways and events from the HRIS can start work on their own. And since HR usually owns the AI adoption question anyway, the team dashboard gives you the number: who is using AI, on what, and which teams have not started.

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