Workforce & HR · Employee onboarding automation
Your new hire's first week is a backlog of tickets, forms, and waiting
Banao builds onboarding automation that provisions system access, routes compliance paperwork, and structures the first 90 days before a hire's start date — so their first day is spent doing the job, not chasing IT.
The automation runs every new Banao engineer through the same pipeline. We onboard onto our own 300-person operation first, which means every edge case in provisioning, policy intake, and day-one structure has already hit us before it hits you.
Banao— new engineering hires onboarded through the same automated pipeline before their first commit.
The first call is free · 45 minutes · no obligation
What we build
What an onboarding automation build includes
Onboarding sprawls across IT, HR, legal, and the hiring manager. Automation only works when it coordinates all four — we wire the handoffs, not just the forms.
Pre-start provisioning orchestration
System access, hardware, and software licences provisioned before day one, triggered from your HRMS or ATS. The hire arrives with everything live instead of filing five tickets their first morning.
Digital compliance intake
Tax forms, employment agreements, and policy attestations routed and collected digitally, with completion tracked against each hire's obligations — no chasing paper or hunting for a scan.
Structured 30-60-90 day plans
Role-specific onboarding tracks with milestone check-ins and automated nudges to the hire and their manager. The first 90 days are structured, not improvised.
Policy and training completion tracking
Mandatory policy reads and compliance training tracked automatically, with escalation to HR when a deadline is missed — no manual follow-up, and an audit trail for regulators.
Buddy and team introduction matching
Pairing logic that matches new hires with a buddy or mentor based on role, team, and skill — then schedules the first meeting automatically rather than leaving it to chance.
New-hire HR document assistant
Policies, benefits, and procedures turned into a chat-queryable assistant, so new hires get answers in their first week without raising an HR ticket.
Receipts
Where this runs today
Metrics shown dotted (··) are being finalised in our case-study metrics pack — we publish numbers only once they are verified.
Engineering hires provisioned before day one
Banao onboards continuously for a ~300-person engineering bench. The same automation pipeline handles provisioning, compliance intake, and 30-60-90 day tracking for every new hire — producing the edge cases and fixes that make the system production-hardened before any client runs it.
Compliance onboarding cut from three weeks to four days
A firm with strict regulatory onboarding requirements — dual sign-offs, mandatory training completions, and policy attestations — was losing three weeks per hire to coordination overhead. Banao automated the intake, routing, and tracking layer while keeping every required human approval in place.
Dogfooding
We onboard our own engineers on the system we sell
Banao runs a ~300-person engineering company on its own AI products before any client touches them. InterviewGod screens our hires; Vikaas runs our own demand generation. The onboarding automation on this page runs every new Banao engineer through the same pipeline.
Onboarding systems reveal their failure modes in production — provisioning gaps, edge cases in compliance routing, 30-60-90 milestone logic that breaks when a hire takes leave in week two. We find those on our own headcount, not yours.
Screens every Banao engineering applicant before a person spends an hour on them.
Runs provisioning, compliance intake, and 90-day tracking for Banao's own hires.
The honest version
When onboarding automation is the wrong investment
Most HR platforms will sell you an onboarding module regardless of whether it fits your volume or compliance shape. We will tell you when not to build:
- Low hiring volume: fewer than twenty hires a quarter, and a good coordinator with a checklist costs less than an automated pipeline. We'll say so.
- Executive and bespoke onboarding: senior hires need judgment and relationship-building that automation cannot substitute. We automate the logistics around them, not the substance.
- Compliance that requires human sign-off at every step: some regulated industries have attestation requirements that cannot be automated by law — we build around them, not over them.
How we start
How we start — map the cost before building the system
Onboarding waste is usually buried in coordination time, not visible in any one system. We find it before we quote.
- 01
AI Discovery Sprint
2 weeks · fixed price
We audit your current onboarding flow — IT tickets, HR coordination, compliance routing — and hand back a map of where time and errors accumulate, with automation options and ROI maths. Yours to keep. If you proceed, the Sprint cost is credited against the build.
- 02
Build
HRMS and ATS integration first, then provisioning orchestration, compliance intake, and 90-day tracking. Audit trail and HR approvals are deliverables, not afterthoughts.
- 03
Production & iteration
Rollout with HR and IT team training, a coordinator dashboard, and the onboarding assistant live for new hires. Edge cases and policy changes feed continuous refinement.
FAQ
Frequently asked questions
How long does it take to go live?
A typical path is a 2-week Sprint, a 6–8 week build, and a 2–4 week rollout. The provisioning integration and compliance routing are usually the long-pole items — their complexity depends on how many systems your IT and HR stack uses.
Does it integrate with our HRMS, ATS, and IT ticketing tools?
Yes. Banao integrates with the HR, ATS, and IT systems you already run — the automation sits on top of your existing tools rather than replacing them. Integration is part of the build deliverable, not a bespoke project.
How does it handle compliance and regulatory requirements?
Compliance steps that require human sign-off stay with humans — the automation routes, reminds, and tracks completion without removing the required approval. An audit trail is built in from day one, so HR can demonstrate compliance to any regulator.
Can it handle different onboarding tracks for different roles or locations?
Yes. The onboarding logic is role and location-aware — a sales hire in Dubai follows a different compliance, provisioning, and 90-day track than an engineer in Bangalore. Track configuration is part of the Sprint output.
What if an onboarding step fails or a hire is delayed?
The system logs and escalates exceptions — failed provisioning steps, incomplete compliance tasks, delayed start dates — to the right HR or IT owner rather than silently dropping them. HR visibility into every hire's onboarding state is a core deliverable.
Get started
Show us one recent hire's first two weeks
Walk us through the last onboarding you ran — the forms, the IT tickets, the follow-ups. In 45 minutes we will map where the hours go and what automation is worth building.
Book a Discovery Sprint