Bamboohr Onboarding

Careers page link submitted by /u/SparkMyke to r/CareersKenya [link] [comments]

Somewhere between year one and year two we ended up with HubSpot for sales, BambooHR for people ops, Asana for projects, a separate tool for asset tracking, and about 14 spreadsheets filling the gaps between all of them. Nobody planned it. Every time a new problem showed up, someone found a tool for it. Made sense at the time. The issue wasn't any single tool, it's that none of them talked to each other. Sales closes a deal, HR has no idea to start onboarding. A project kicks off but the assets tied to it live somewhere else entirely. Finance is digging through four platforms just to build a monthly report. Everyone's busy. Nothing feels connected. We started asking other founders if this was just us. It wasn't. Seems to hit hardest around the 20-50 employee mark, too big to run on gut feel, too lean to have someone cleaning up the mess. Did anyone else hit this wall? Did you consolidate everything into one platform, build something internal, or just learn to live with the chaos? submitted by /u/Smooth_Aioli_2380 to r/smallbusiness [link] [comments]

Somewhere between year one and year two we ended up with HubSpot for sales, BambooHR for people ops, Asana for projects, a separate tool for asset tracking, and about 14 spreadsheets filling the gaps between all of them. Nobody planned it. Every time a new problem showed up, someone found a tool for it. Made sense at the time. The issue wasn't any single tool, it's that none of them talked to each other. Sales closes a deal, HR has no idea to start onboarding. A project kicks off but the assets tied to it live somewhere else entirely. Finance is digging through four platforms just to build a monthly report. Everyone's busy. Nothing feels connected. We started asking other founders if this was just us. It wasn't. Seems to hit hardest around the 20-50 employee mark, too big to run on gut feel, too lean to have someone cleaning up the mess. Did anyone else hit this wall? Did you consolidate everything into one platform, build something internal, or just learn to live with the chaos? submitted by /u/Smooth_Aioli_2380 to r/Entrepreneurs [link] [comments]

Hey everyone, I’m in a pretty stressful situation right now and would really appreciate some guidance from people who’ve been through something similar. Here’s my full situation: I graduated in December 2025 from a university in Montreal and applied for my PGWP before my study permit expired. I received the acknowledgment letter from IRCC, so I’m currently on maintained (implied) status. My study permit and SIN both expired on March 31, 2026. After graduating, I actually started working full-time in January 2026 at the same company where I was previously doing my internship. I informed their HR about my status and provided my PGWP acknowledgment letter, and there were no issues, I continued working full-time. Recently, I received a new full-time offer from Plusgrade in Montreal. During the hiring process, I clearly informed HR about my situation and shared my PGWP acknowledgment letter. She told me she checked internally and that it’s fine to move forward. Based on that, I resigned from my current job. Now, after completing almost all onboarding formalities, just one week before my start date, I received an email from BambooHR (of the joining company) asking for: Two pieces of government ID Proof of work authorization Here’s where I’m stuck: My SIN is expired, and I understand I can only renew it once I receive my work permit My PGWP is still in process (processing times are quite long right now) I am on maintained status, which (as I understand) allows me to work full-time For ID, I only have my passport, my study permit is also expired I’ve informed their admin team about this and told them I’ll provide an updated SIN once I receive my work permit. My concerns/questions: Has anyone been in a situation where they started a new job with an expired SIN while on maintained status? Is there anyway I can update my SIN (work permit still not received)? Is it normal for companies to initially say it’s okay and then flag this at the onboarding stage? Should I be worried about my offer being delayed or even rescinded? Is there anything else I can provide to strengthen my case (besides the PGWP acknowledgment letter) I’m honestly a bit anxious because I’ve already resigned from my current job based on this offer. Any advice or shared experiences would really help 🙏 UPDATE : They accepted my acknowledgment letter from IRCC regarding my work permit and said it will work for now. Thank you guys for all your suggestions and help. Means a lot. submitted by /u/Academic-Land1856 to r/pgwp [link] [comments]

We Built Humanture Because Every Small Team Ends Up Managing People in Spreadsheets — And It Always Breaks TL;DR: Humanture is a company operations platform for small teams (5–50 people). It replaces the spreadsheet + Slack + Notion + email mess you use for employee records, leave management, expense tracking, asset management, and onboarding checklists. One system, $5.99/seat/month, 14-day free trial, self-service setup in under 5 minutes. The Problem We Kept Seeing There's a moment every growing startup hits — usually somewhere between employee #8 and employee #15 — where the operational duct tape starts failing. You know the signs. Someone asks "how many leave days do I have left?" and three people check three different spreadsheets and get three different numbers. A laptop gets assigned to a new hire but nobody updates the asset register, so when that person leaves six months later, the laptop disappears into the void. Expense receipts live in a Slack thread from February that nobody can find anymore. The underlying issue is straightforward: small companies have real operational needs — leave tracking, expense approvals, equipment management, onboarding — but no dedicated HR team and no budget for enterprise HR software. So they default to a patchwork of Google Sheets, Notion pages, Slack threads, and email chains. It works until it doesn't. We built Humanture to fix exactly this gap. What Humanture Actually Is Humanture is a company operations platform — not a pure HR tool, not a payroll system, not a project management app. It sits in the space between "we just use Slack and spreadsheets" and "we need Workday." Here's what's inside: Employee & Contractor Records — A proper employee directory with detailed profiles, employment history, compensation tracking, contract management, and an org chart. Full employee lifecycle management from draft to onboarding to offboarding. Privacy controls per field, GDPR tools including data export, anonymization, and deletion. Leave Management — This is one of the deepest modules. Leave requests with approval workflows, 13 default leave types, configurable leave policies with tenure-based rules, proration, carry-over with expiry, eligibility delay periods, half-day support, and a team calendar. Self-approval is prevented at the database level — no workarounds. Daily reminders for pending approvals so nothing gets stuck. Expense Tracking — Full expense lifecycle from draft to submitted to approved to reimbursed to paid. Multi-currency support, receipt uploads, expense categories, CSV export for your finance team, threaded comments on expense reports, and scope-aware data access so people only see what they're supposed to see. Asset Management — An asset registry covering IT equipment, office furniture, and anything else you need to track. Full lifecycle from available to assigned to returned to archived. Assignment with document requirements (warranty cards, invoices), status transition validation so assets can't jump to impossible states. Document Management — Upload, assign, and track documents per employee. Expiry tracking for contracts and certifications. Private storage with secure signed URLs. DOCX preview built in. Operational Checklists — Template-based checklists with different task types (action items, document uploads, approvals, information requests). Trigger checklists automatically when an employee is created, when a termination date is set, when a device is assigned, or run them manually. Assign tasks to HR, managers, IT, or specific users. Auto-completion when all tasks are done. Five pre-built templates out of the box. Signals & Notifications — In-app notifications, email notifications, Slack integration (notifications, broadcasts, user sync via OAuth), weekly digest emails, contract expiry alerts, pending leave reminders, and overdue task checks. Who Humanture Is For Ideal customer: Companies with 5–50 active employees. Post-seed, growing, hiring regularly. Has at least one dedicated ops/HR person or a founder who handles operations. Industry-agnostic but strongest with knowledge-work companies — tech startups, agencies, consulting firms. Typical buyers: Founders/CEOs who realized they can't track 15+ employees in a spreadsheet anymore and want to delegate ops without losing visibility Operations Managers — the first dedicated ops hire who needs structured systems to replace the founder's ad-hoc processes HR Managers — the first HR hire who needs employee lifecycle management, leave policies, and document compliance Finance leads who care about expense management and audit trails Who should NOT use Humanture: Solo founders with fewer than 5 people (it's overkill) Companies over 100 employees (you need enterprise HRIS with payroll and benefits automation) Companies whose primary need is payroll processing Companies that need time tracking or project-based billing Non-English-speaking teams (no internationalization yet) How Humanture Compares to Alternatives The honest positioning: Humanture sits in the "just enough structure" gap between spreadsheets and enterprise HR software. It's intentionally simpler than Personio or BambooHR and intentionally more structured than Notion-based HR systems. vs. Spreadsheets (Google Sheets / Excel): Spreadsheets have no access controls, no audit trails, no approval workflows, no state management, and they collapse under multi-person access. Humanture replaces your employee records spreadsheet, leave balance tracker, asset register, and expense log with a single system that has proper permissions and automation. vs. Notion/Confluence-based HR systems: Notion is great for documentation but terrible for structured data with workflows. You can't build proper leave approval flows, expense lifecycles, or asset tracking with status machines in Notion. Humanture gives you the structured operational layer that Notion can't. vs. BambooHR / Personio: These are built for 50–500 person companies. They're complex, expensive, and require setup time that a 15-person startup doesn't have. Humanture is self-service, sets up in minutes, and costs a fraction of the price. vs. Deel: Deel solves global payroll, contractor management, and employer-of-record services. Different problem entirely. If you need Deel for payroll, you might still need Humanture for operational workflows — expenses, assets, checklists — that Deel doesn't cover. vs. Rippling: Rippling is the "grown-up" version targeting mid-market companies (50–5,000 employees) with HR + IT + Finance modules. It starts at $8/user/month per module and takes weeks to implement. Humanture is $5.99/seat all-inclusive with self-service setup in minutes. For a 20-person company that doesn't need Rippling's depth, Humanture gets you 80% of the value at 20% of the cost and complexity. What's Under the Hood For the technically curious: Database: PostgreSQL with Row Level Security on every tenant-scoped table Auth: Email/password + Google OAuth, email verification required, JWT-based sessions Frontend: React 18 + Vite + TypeScript + Tailwind CSS Infrastructure: Supabase (auth, database, storage, edge functions) Billing: Stripe with seat-based billing, proration, trial management Access Control: 8 roles with 60+ granular permissions across 4 organizational scopes (own, team, department, company). Self-approval prevention enforced at the database level. Role escalation prevention via triggers. Multi-tenant: Full data isolation with project → company → employee hierarchy. Storage paths scoped by company ID. Defense in depth with both server-side RLS and client-side scoping. Compliance: GDPR tools (data export, anonymization, hard delete), comprehensive audit logs, DPA available The access control system deserves a special mention. Most products targeting 5–50 person companies give you "admin" and "employee" roles and call it a day. Humanture has 8 distinct roles — super admin, company owner, company admin, HR admin, finance, manager, department manager, employee — each with granular sub-permissions that can be scoped to what the user owns, their team, their department, or the whole company. You'll probably never need to touch it because the defaults are well-configured, but it's there when you grow into it. Pricing $5.99 per seat per month. All features included. No feature gating, no tiered plans, no surprises. 14-day free trial. Enterprise plan available for larger organizations (contact us). We intentionally keep pricing simple. Every customer gets every feature. A 10-person startup gets the same leave policy engine, the same expense lifecycle, the same RBAC system as a 50-person company. Getting Started Sign up → set up your workspace (2 steps: company info + primary intent) → follow the quickstart guide. The system automatically creates your leave types, expense categories, asset types, and checklist templates. You'll have a working workspace in under 5 minutes. Add your first employees, configure your leave policies (or just use the defaults — they're sensible), and you're running. Try the interactive demo at humanture.app without creating an account. It's pre-loaded with sample data so you can see the product in action before committing. What's Coming Next We're actively working on: Public holiday calendars per country Employee self-onboarding flow (guided profile completion for invited users) Reporting dashboards (headcount trends, leave utilization, expense analytics) Bulk employee import via CSV Calendar integration (Google Calendar / Outlook) MFA / two-factor authentication What Humanture Will Never Become This is important to us: Not a payroll system. Payroll is regulated, country-specific, and requires banking integrations. We won't go there. Not an enterprise HRIS. If you need implementation consultants and multi-month rollouts, we've failed our mission. Not a project management tool. Task tracking and time tracking are different categories. Not a feature-gated platform. All customers get all features. Always. Try It If you're running a small team and your operational systems are held together with spreadsheets and Slack threads, give Humanture a look. Website: humanture.com Interactive Demo: Available on the website, no signup required Pricing: $5.99/seat/month, 14-day free trial Questions? Drop them in the comments or reach out through the website. This is r/Humanture — our official subreddit. We'll be posting product updates, feature announcements, and behind-the-scenes content here. Feel free to ask anything. submitted by /u/ClueMost9994 to r/Humanture [link] [comments]

I’m part of the leadership team at a small marketing agency and HR responsibilities are shared between a few of us. As we grow, we’re realizing our current setup (mostly spreadsheets and Google Drive) is starting to show its limits. We’re looking for a lightweight HRIS or HR management system that could help us with: employee data management PTO and attendance tracking onboarding workflows storing policies and HR documentation simple reporting for leadership We don’t need anything overly complex, but we’d like something that can grow with us over time. I’ve been reviewing options like BambooHR and Gusto, and someone recently suggested looking at Lanteria HR because it integrates with Microsoft tools. Has anyone here implemented an HR system at a similar company size? submitted by /u/Hyzz20 to r/humanresources [link] [comments]