Starter
Offboarding
A guided offboarding workflow with structured exit interviews, automated knowledge-transfer tasks, equipment-return prompts, and separation analytics (turnover by LOB (Line of Business: a distinct client program or queue within an operation.) and tenure band, regrettable attrition, time-to-backfill). CASL-compliant alumni opt-in feeds your rehire pipeline. Hands HR the legal-grade trail and finance the metrics that drive next quarter's headcount plan.
What's inside
Offboarding request creation + status management
Whether resignation, termination, or end-of-contract, the offboarding starts as a structured request with a clear lifecycle. No more "is this person actually leaving?" ambiguity.
Task orchestration (assignment, completion, blockers)
All offboarding tasks (KT, equipment return, exit interview, payroll, access revoke) routed to the right owners, with status and overdue flagging. The HR partner stops being the human task router.
System access revocation + restoration
All-system access revoke (FrontLine, SSO, telephony, etc.) at the agreed offboarding moment — and a restoration path if the offboarding gets cancelled. No agents still in the system three weeks after they left.
Webhook access revocation
Access-revocation tasks can fire a webhook to your downstream systems on a departure — with an SSRF guard and outcome tracking, not a fire-and-forget POST.
Immutable audit + timeline reconstruction
Every state change, every approval, every task completion logged immutably. "Show me the timeline of how this offboarding went" answers itself in two clicks — useful for legal, ops review, and continuous improvement.
Equipment return tracking + reconciliation
Inventory module integration tracks what was assigned, what's returned, what's still outstanding. Final paycheque hold-back rules trigger automatically when the policy permits.
Exit interview workflow
Configurable exit interview form, delivered to the leaving employee, with response collection and confidentiality controls. Aggregates feed separation analytics — you actually find out why people are leaving.
Separation analytics
Aggregated separation trends — by month, reason, tenure band, and LOB — surfaced as dashboard widgets. Aggregates only, never per-employee rows.
Voluntary / involuntary / neutral classification
Every separation classified, so regrettable-attrition reporting, finance forecasting, and HR analytics work on the right denominator. Replaces the manual tagging that nobody does consistently.
Alumni records + rehire invitations
Departed employees become alumni records with rehire eligibility and consented re-contact — your best rehire pipeline is the people who already know the floor.
Knowledge-transfer templates
HR defines reusable knowledge-transfer checklists per role and LOB, so a departing agent's institutional knowledge is captured the same way every time.
Exit-interview templates
Build and version exit-interview questionnaires in HR settings — a structured instrument, not an ad-hoc email.
SLA tracking with warning + breach escalation
Offboarding tasks have target completion windows; warnings fire before breach, escalations fire on breach. The compliance officer stops finding out about a 4-week-old open offboarding during a quarterly review.
Departure-reason code catalog
A tenant-scoped catalog of departure reasons — platform-standard codes plus your own — so separation data is coded consistently from day one.
GA hardening — kill switch + operational status
A per-tenant kill switch, an operational-status surface, and runbooks — the production-readiness layer that makes offboarding safe to run for real.