Employee onboarding software,
built for HR teams of one

TalentHR automates onboarding through Workflows — a built-in automation engine that kicks off the moment a new hire is added to the platform. From there, the workflow runs on its own: sending welcome emails, creating tasks for HR, managers, or the new hire themselves, assigning training, and keeping everything moving in the right order. Everyone involved tracks their responsibilities through their self-service TalentHR portal, with no manual coordination required from HR.

Yes, with a lot of flexibility. You can build onboarding workflows manually using a visual step-by-step builder, or describe what you need in plain English and let TalentHR's AI generate the workflow for you. Each workflow can include any mix of automated emails, HR tasks, and TalentLMS training assignments — all scheduled relative to the hire date (for example, send a welcome email two days before, assign training due seven days later, create an IT setup task the day before). You can also add conditional branching to handle different scenarios, run multiple actions in parallel, and scope each workflow to specific departments, locations, job titles, or individual employees.

Yes. New employees get their own TalentHR portal where they can complete onboarding tasks, fill in any custom information your business needs, update their personal details, access training materials, and get familiar with company resources, all without having to ask HR for anything.

Yes. TalentHR integrates natively with TalentLMS, and with workflows, training assignments happen automatically. You can include an "Assign TalentLMS training" action in any onboarding workflow and schedule it relative to the hire date, so a new hire's courses are waiting for them on their first day. You can also set reminder alerts if training isn't completed by the due date, and block subsequent workflow steps until training is done.

TalentHR handles offboarding through workflows, triggered automatically the moment an employee is marked as terminated. From there, the workflow takes over: creating tasks for equipment return, access revocation, and exit paperwork; sending notifications to the relevant managers or IT staff; and enforcing the right sequence — so, for example, the final offboarding step won't complete until equipment has been confirmed as returned. Every step is tracked, every responsible party is notified, and nothing gets missed just because someone left in a hurry.