HUMAN RESOURCES Describe it in plain English · Real logins, roles and workflows
HR operations,
without the spreadsheets and chasing.
Hiring pipelines, onboarding checklists, leave balances, review cycles and certification tracking are ordinary data with careful access rules. Describe how your team runs them and the AI builds each one, with managers, employees and HR each seeing exactly what they should.
Describe your human resources app — we’ll build it now.
We started the prompt for you. Edit it, or describe your own app.
THE OLD WAY
What this looks like today.
Off-the-shelf software fits someone else. Custom software takes a quarter. Spreadsheets fit nobody and break quietly. The fourth option is to describe what you need.
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Sensitive data in shared sheets
Salaries, reviews and medical notes sit in files whose sharing settings nobody has checked in a year.
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Onboarding is a memory test
Laptop, accounts, policies, training. Something is always missed because the checklist is in someone's head.
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Approvals by email
Time off, expenses and offers go through inboxes, so status is whoever answered last.
WHAT THE AI BUILDS
Describe it once. Get all of this.
One paragraph, written the way you would brief a developer. The AI decides the tables, links them, sets who sees what, writes the workflows and builds the screens. Then you use it.
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Recruiting pipeline
Candidates by stage with interview notes and scorecards. Hiring managers see their own openings only.
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Onboarding checklists
A new hire triggers tasks for IT, facilities and the manager, each with an owner and a due date.
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Time off and balances
Requests, approvals and accrued balances per policy, with the calendar the team actually looks at.
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Performance reviews
Cycles with self, manager and peer forms, reminders before deadlines and a history per employee.
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Certifications and compliance
Which training or licence expires when, and who gets nudged 30 days before it does.
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Policy acknowledgments
Publish a policy, collect acknowledgment per employee, report on who has not signed.
A REAL PLATFORM UNDERNEATH
Not a pile of generated code.
Everything the AI builds is a setting you can open: the tables, the roles, the security rules, the workflows. That is why the tenth change is as safe as the first.
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Roles and row-level security
Who sees which records is decided on the server, per role and per row. Not by hiding buttons.
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Workflows you can open
Every automation the AI builds is a list of steps you can read, edit and watch fire. Change the words, save, no regenerate.
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Portals for outsiders
Clients, tenants, partners, parents or the public log in and see only their own slice of the same tables.
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Audit trail
Every login, every change and every export is recorded with who, when and from where.
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Real data, real fields
A date is a date, a status is a dropdown, a record links to its parent. Import the spreadsheet you have today.
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Change it by clicking
Pick any component on any page and you get its settings, not code. Add a column, rename a field, done.
START FROM A REAL SCENARIO
HR apps, ready to describe.
Every prompt below is a full multi-role scenario: who sees what, what gets notified, what locks when. Click one and the builder opens with it pre-filled. Edit it to match your business first.
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Human resources
Recruiting pipeline
A recruiting app — open roles carry a pipeline of candidates through stages (applied, screen, interview loop, offer); interviewers submit structured scorecards before they can see anyone else's feedback; and offer approvals route through the hiring manager, finance, and HR in order. Candidates auto-receive stage-appropriate emails, and the dashboard tracks time-in-stage and pass-through rates per role.
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Human resources
Onboarding checklists
A new-hire onboarding app — each hire gets a checklist assembled from role-based templates (HR docs, IT provisioning, manager intro, week-one training), with tasks assigned to the right owners across departments and due dates keyed to the start date. The hiring manager and HR watch one progress view per hire, blockers flag when a task slips, and the new hire sees a friendly welcome view of just their own items.
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Human resources
Time off & leave
A PTO app — employees see accrued balances by leave type, submit requests with dates and a coverage note, and managers approve with a team-calendar view that highlights conflicts before they say yes. Approved leave posts to a shared calendar, balances deduct automatically, and HR configures accrual rules per employment type with a year-end carryover cap.
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Human resources
Performance review cycles
A performance review app — HR launches a cycle and each employee completes a self-review while their manager writes theirs, neither visible to the other until both submit; calibration sessions let department heads adjust ratings with a documented reason; and finalized reviews release to employees with goals for the next period. Track completion rates per department, and lock all content once the cycle closes.
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Human resources
Training & certification compliance
A training compliance app — each role carries required courses and certifications with renewal intervals, employees complete training and upload evidence, and managers see a team compliance matrix with anything expiring in the next 60 days highlighted. Non-compliant employees get escalating reminders, HR exports an audit-ready compliance report per department, and new-role assignments recalculate requirements automatically.
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Human resources
Policy acknowledgments
A policy management app — HR publishes versioned policies by audience (all staff, drivers, clinical, managers), employees read and e-sign with a timestamp, and a chase dashboard shows outstanding acknowledgments by department with one-click reminders. Publishing a new version automatically re-opens acknowledgment for affected staff, and auditors export exactly who signed which version and when.
Questions people in your seat ask.
Straight answers before you describe anything.
Is employee data safe from other employees?
Can employees submit requests themselves?
Does it replace our payroll system?
Can we track certifications and expiries?
What if we already have this in spreadsheets?
Describe how your team hires and onboards.
Stop chasing it by email.
Each process becomes an app with the right people seeing the right records, from one prompt.