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We freed the recruiters of a 700-strong company from routine work, set up seamless onboarding and offboarding, and helped raise the share of error-free employee records from 30% to 100%. Here's how we did it. What things were like before automation The client is an international online school employing several hundred people. The school always needs new staff across different specialisms, so recruiting there never stops. There are five recruiters in all, each hiring around te

Following significant headcount growth, our client needed a single, up-to-date employee database — one where the HR systems held current information about each person, and where a change of surname or payroll details caused problems for no one. The absence of a data-sync mechanism and endless routine tasks The company used several services to work with employee information. On top of that, there was no single ID for each person — across the various services, someone might be

We handed our company's paperwork over to a professional outsourced accounting firm, thinking that would be enough. Then a compliance check arrived from the bank — two weeks before Christmas. We spent the run-up to the holidays glued to the keyboard, the printer and a stack of paper. After that episode, we automated our work with contracts. Now we draw up even urgent documents quickly and without errors. Preparing an invoice, a contract or an act takes no more than 5 minutes.

Here's how to set up three automations for the routine activities in a company. Case 1. Automatic notifications in the work chat If a process is monitored by several people, it's handy to set up shared notifications about task status. For example, you might need to keep an eye on the delivery of important documents into a client's hands. Status notifications can arrive in direct messages, or in an open or private Slack channel. The automation is based on parsing email notific

An AI chatbot can run first-round interviews and rank candidates, asking about skills, experience and motivation while assessing the logic of an applicant's answers and how well they fit the requirements. Automated screening not only removes bias and subjectivity — improving the quality of selection — but also leads to a healthy reduction in costs, since the business no longer has to pay for the routine, manual work of recruiters or the onboarding period of irrelevant hires.

Small companies of around 50 employees often run into trouble keeping work processes on track — someone forgot to send an important reminder email about a meeting, an employee didn't turn up for their shift and no one logged it in the report, and so on. Lots of small situations that create a sense of chaos and confusion, and sometimes lose money. And yet it seems easy enough to produce a monthly report for staff across different shifts and sites, or to make sure event invitat

How do you make a project-based business more efficient and stable? Among other things, there are two levers you can pull: Get rid of low-margin clients and keep the most profitable ones. Reduce indirect costs. For both, you need a profit-and-loss (P&L) report to hand — from an individual feature ordered for a project right up to the company as a whole. You can build such a report on the basis of analysing employees' output rates. In this article we'll look at how to do that