Personio
The HR data decides who is asked and when. Invite the people actually employed, send surveys for onboarding and for leaving, and read the results by department.
Workflows you can build with it
Each example is a workflow you can set up with an automation service, an AI assistant or your own application.
Invite the people actually employed
Before the send, the workflow reads the released HR fields and keeps the active contracts. The link goes out from the HR mailbox, so the pulse never reaches someone who left in March.
Ask new joiners at thirty days
A daily check looks for start dates that are exactly thirty days old. Those people get the onboarding invitation once, and the workflow notes who it has already written to.
Catch people before their last day
A recorded leaving date schedules the exit survey a few days ahead of it. The answers arrive while the person is still reachable, not after the handover.
Read results by department
Each department runs its own copy of the survey and only aggregated figures are read back. Below an agreed number of responses a department is not reported on its own.
What the integration transfers
Each point is a separate example in the direction of the arrow. Configure each workflow independently and link the relevant survey for actions on an existing survey.
Personio → empirio.ai
- New start date recorded in the HR records: create an onboarding survey through the scheduled check
- Leaving date entered: duplicate a prepared exit survey
- New department found in the scheduled check: create a copy of the survey for it
How to set it up
Grant API access to the fields you actually need: department plus start and leaving date usually cover both the invitation and the split. Agree the minimum number of responses per department in advance, and limit who can open the results. A separate survey per department is not anonymity on its own, and no single answer maps back to a personnel file.
