We automate human resources work for companies in Quebec City. Below are the 15 workflows we build most often, each one tuned to how things are done in Canada.
We map how your HR work runs today, then automate the repetitive steps, such as resume parsing & ATS screening, job board posting & multi-platform distribution, interview scheduling & calendar coordination, inside Wagepoint and ADP Canada and your other tools. Most Quebec City teams start with one workflow from C$690 and have it live in one to three weeks.
Updated November 2026
HR and payroll in Canada usually means Wagepoint, ADP Canada and Ceridian Dayforce on the payroll side, with onboarding, leave and documents spread across email and shared drives. We connect those up, and keep everything in line with PIPEDA, and Quebec's Law 25 if you have customers there.
Quebec City is insurance, government and a lively video game industry, and it works mostly in French. Our French-language automations get used a lot here. For HR teams in insurance, government and video games, that usually means the same handful of tasks done by hand every week. Those are the ones we go after first.
Each one is built for your tools and your rules. Here's the problem it solves and what changes.
Manually reviewing hundreds of resumes to shortlist qualified candidates wastes recruiter time and creates bias.
AI-powered resume parsing with criteria-based scoring and automatic ATS updates to surface top candidates.
Manually posting job openings to LinkedIn, Indeed, ZipRecruiter, and Glassdoor separately is repetitive and slow.
One-click multi-platform job distribution with automatic formatting for each platform's requirements.
Back-and-forth emails to schedule interviews with candidates and multiple interviewers wastes days.
Automated scheduling links with interviewer availability sync and calendar invites sent to all parties instantly.
Manually drafting offer letters and chasing wet signatures delays the hiring process and risks losing candidates.
Template-based offer letter generation with CRM data pre-filled and automated e-signature routing.
Manually creating onboarding checklists and assigning training for each new hire takes HR and managers hours.
Triggered onboarding workflows that auto-create role-specific tasks and assign required training modules on hire date.
Manually requesting and tracking background and reference checks through disconnected vendors delays hiring.
Automated background check requests, vendor tracking, and structured result delivery to HR.
Manually managing I-9 documentation and tracking re-verification expiry dates creates serious compliance risk.
Digital I-9 workflow with document collection, verification status tracking, and automatic re-verification reminders.
Manually processing PTO requests and updating balances in spreadsheets leads to errors and employee frustration.
Automated PTO request routing through manager approval workflows with real-time balance updates.
Open enrollment requires massive manual data entry across HR systems and insurance carrier portals.
Automated enrollment data capture with bi-directional sync to carrier systems and confirmation delivery.
Manually sending, tracking, and collecting performance reviews across employees and managers is chaotic.
Automated review distribution with reminder sequences, deadline tracking, and structured data collection.
Offboarding departing employees across IT, payroll, facilities, and benefits requires complex manual coordination.
Triggered offboarding workflows covering equipment return, access revocation, final pay, and exit interview scheduling.
Chasing employees for timesheets and manually identifying overtime violations wastes HR and payroll time.
Automated timesheet collection reminders with overtime detection alerts sent to managers for action.
Manually filing workers' comp reports under time pressure with incomplete information creates compliance risk.
Guided digital intake forms with automatic report submission to the appropriate carrier and state authority.
Distributing updated policies to all staff and tracking who has read and acknowledged them is a manual nightmare.
Automated policy distribution with digital acknowledgment collection, deadline enforcement, and compliance audit trail.
HR staff spending time responding to employment and salary verification requests reduces capacity for strategic work.
Automated verification response system with pre-approved templates, approval routing, and full audit logs.
Single workflow
from C$690
one process, done properly
Department pack
from C$2,750
several HR workflows, connected
Ongoing
Custom
monthly builds, monitoring and support
Start with whatever is done most often and by the most expensive people. For a lot of Quebec City teams that's resume parsing & ats screening. It's high volume, it follows clear rules and you see the hours come back in the first month.
Almost always. In Canada we mostly work with QuickBooks Online, Xero, HubSpot and Wagepoint, plus email, Google Workspace and Microsoft 365. If something has an API or even just an export, we can usually work with it.
Yes. We use least-privilege access, encrypted credentials and keep data in Canadian cloud regions (Montreal or Calgary) when that's needed. Everything is documented in line with PIPEDA, and Quebec's Law 25 if you have customers there, and we sign an NDA or DPA before we start.
One workflow from C$690, or a pack of connected hr workflows from C$2,750. The free audit gives you a fixed quote.
30 minutes, no obligation. We'll find your top three automation wins and give you a fixed quote in CAD.
Or just message us on whatever you already use: