The whole employee lifecycle — hire, onboard, review, pay, engage.
One home for people ops: the team directory with probation and leave, a hiring funnel, onboarding and training, 360° reviews, transparent bonuses tied to KPIs, and engagement surveys (eNPS) — the full path from candidate to committed teammate.
The everyday jobs this workspace hands off to Plank — you review the finished work, not the busywork.
Runs the new-hire checklist: contract, e-labor records (5 days), access, equipment, mentor — and reminds the owners.
"Onboard a new employee"Takes the request, checks the day balance and team overlaps, adds it to the calendar, prepares the order.
"Book Timur leave from July 14"Tracks fixed-term contracts, health insurance policies and medical checkups, reminds before expiry.
"Which documents are expiring soon?"Files employment contracts and addenda on time and flags unregistered ones.
"Check that everything is filed in e-labor records"Prepares orders (hiring, leave, transfer, termination) and keeps their register.
"Prepare a leave order"Collects the month’s changes — new hires, leavers, leave, sick days, bonuses — for the accountant.
"Compile payroll data for July"Prepares income and employment verification letters on employee request.
"An employment letter for Alexey"Reminds of end dates, collects the manager’s assessment and prepares the decision.
"Whose probation is ending soon?"Answers questions about leave balance, documents and policies — from the workspace data.
"How much leave do I have left?"Reminds of the dates and prepares greetings for the team.
"Who’s celebrating this week?"Compiles headcount, team structure and turnover for management.
"A team report for the quarter"Keeps employee records up to date — from messages and documents.
"Update Olga’s phone number"Fetches new applications and resumes from the job boards, parses them, and updates the funnel and dashboard.
"Check for new applications on the job boards"Matches candidates against the role requirements, ranks them, and flags the strong fits.
"Shortlist the top 5 for Middle Frontend"Messages the candidate, answers questions, sends reminders, and syncs statuses back to the dashboard.
"Message the candidate about the offer"Aligns a time between the candidate and interviewer, adds the meeting to the calendar, and sends the invite.
"Schedule the tech interview with Aiden"Transcribes the interview recording and produces a summary and a structured evaluation.
"Summarize the interview"Sends out the scorecard, gathers feedback, and rolls it up into a decision on the candidate.
"Collect the scores for Alina"Sends the assignment, reminds about the deadline, collects it, and passes it on for review.
"Send the assignment to the designer"Prepares the offer with a gross/net calculation (payroll taxes and deductions) and sends it to the candidate.
"Prepare an offer at 900,000 gross"Writes personal rejection notes to those who did not make it — the thing that usually gets put off.
"Send rejections to the declined candidates"Writes the description and posts it to job boards, professional networks, and messenger channels.
"Post the PM role"When a candidate starts, creates the onboarding checklist and registers the employment contract in the labor-contract registry.
"Onboard the new hire"Compiles funnel, interview, and offer status and sends it to the manager.
"Send the weekly hiring report"Builds the onboarding plan and course program from the role’s policies — paperwork, access, mentor, training.
"Set up onboarding for a new backend developer"Builds an individual training program for the role and level, assigning courses and deadlines.
"Which courses to assign a junior designer?"Prepares course notes, guides and checklists from internal policies and workspace documents.
"Draft a code review guide for a new hire"Generates final test questions from the course material — with open and closed answers.
"Create a test on the Sapa design system"Grades open answers against criteria, assigns a score and flags weak topics — no manual checking.
"Grade Nurlan’s test"From the test results it forms recommendations: what to review and which materials to finish reading.
"What should Aruzhan brush up on after the test?"Nudges the owners on overdue onboarding steps and courses — HR, the mentor, the manager.
"What is overdue in onboarding?"Tracks course and stage deadlines, flags overdue ones and warns in advance.
"Which courses are due this week?"Schedules 1-1s with the mentor and interim reviews and adds them to the team calendar.
"Schedule a review meeting for Nurlan on Friday"Combines checklist, course and test progress into a report with a recommendation on the probation outcome.
"Is Nurlan ready to work independently?"Collects feedback from the manager and mentor and prepares a decision on passing probation.
"Prepare the 1-month review for Aruzhan"Answers employees’ questions from policies and materials — like an internal training assistant.
"How does our release process work?"Builds a set of competencies and questions for a specific role — designer, developer, account — factoring in seniority.
“Build a 360 for a designer”Combines ratings from peers, manager and reports into one honest narrative instead of scattered numbers.
“Gather the feedback on Camille”Rephrases comments so the author can’t be identified — people answer more openly.
“Anonymize the comments on Tom”Finds competencies where self-assessment diverges sharply from the team’s view and explains what it means.
“Where does Alex overrate himself?”From the review results it suggests 2–3 concrete growth steps with materials and deadlines.
“What should Tom develop?”Rewrites harsh or hurtful wording into constructive phrasing while keeping the substance.
“Soften the feedback”Groups dozens of open answers into 3–4 themes so you see the pattern instead of reading everything.
“Group the comments by theme”Sees who hasn’t submitted their survey and politely reminds them — in chat or by email, without manual tracking.
“Remind whoever hasn’t filled in the survey”Prepares talking points for the manager’s wrap-up meeting — where to start, what to praise, what to ask.
“Prepare a 1:1 with Diana”Compares a person’s scores between half-years and shows where they grew and where they slipped.
“How has Olivia’s profile changed?”Runs a mini-360 for newcomers on probation and flags risk early.
“How is Ava’s probation going?”Compiles a summary across everyone: the team’s strengths, common growth areas, who’s ready for promotion.
“Compile the team report for H1”Transparently calculates each person’s bonus: target variable × KPI attainment − quality control penalties. Recalculated in seconds.
"Calculate the July bonuses"Breaks every bonus figure into its parts and sends a clear breakdown — no trip to the accountant.
"What makes up Olga’s bonus?"Flags suspicious payouts: a jump from last month, a bonus above the cap, a penalty with no basis.
"Are there any odd payouts?"Tracks points, builds the team ranking and assigns awards of the month automatically from the data.
"Who is the leader of the month?"Pulls goal attainment from projects, the time tracker and the CRM and feeds it into the calculation — no manual transfer.
"Pull in the KPIs for the month"Generates a personal slip for everyone: target, actual, penalties, total — ready to send out.
"Send out the bonus slips"Collects review issues and missed deadlines and converts them into reducing coefficients per the rules.
"Factor in the quality issues"Checks bonuses against the policy and caps, catching imbalances between people and roles before payout.
"Are all bonuses by the rules?"Makes sure the pool stays within budget, showing the trend by month and a forecast for the next.
"Will we stay within the bonus budget?"Keeps separate rules for development, design, sales and new hires on probation.
"Set up a scheme for account managers"Nudges managers to enter scores and close the month on time so the payout is not delayed.
"Remind everyone to close the month’s scores"Accounts for spot bonuses for overtime and colleague kudos and adds them to the points.
"Award Timur a bonus for the release"Prepares a questionnaire for the survey's goal — eNPS, pulse or vote — with the right scales and open-ended questions.
"Create an engagement survey"Rolls up dozens of open-ended answers into themes with sentiment and points out what to do about each.
"What do people write about most in the survey?"Computes the index from responses, breaks it into promoters, neutrals and detractors, and shows the trend.
"What's the eNPS this quarter?"Suggests concrete steps for the weak spots and drafts messages to the team.
"What should we do about the negativity in support?"Automatically tags each answer as positive, neutral or negative — no manual reading.
"Tag the answers by sentiment"Sees who hasn't taken the survey yet and politely reminds them on WhatsApp or email, lifting the response rate.
"Remind those who haven't answered"Hides the authors and shows only a department-level summary so people answer honestly.
"Show the results without names"Compiles a survey summary: eNPS, themes, risks and recommendations — ready to discuss.
"Compile the survey report"Launches a short pulse survey for a specific occasion — a release, a reorg, onboarding.
"Ask the team about the new process"Puts surveys on a schedule — every quarter or sprint — and reminds you when it's time.
"Run eNPS every quarter"Compares quarters and departments and finds where engagement dropped the most.
"Where did eNPS fall the most?"Spots a spike in negativity or a drop in responses and flags it before the problem grows.
"Alert me if engagement is dropping"This is what it looks like in Plank — real dashboards with data. Everything is interactive: drag cards, check off tasks. Sample data.
Demo mode — changes aren't saved and reset on reload.