Build Production-Grade Automation for Your Operations

Many internal operations teams try to connect systems like their HRIS and project management tools using visual workflow builders. The goal is to auto-create onboarding tasks for new hires. The problem is that these builders cannot handle conditional logic well. A workflow can trigger when a new hire is created, but it struggles to check if the hire is in the engineering department AND their start date is a holiday to assign tasks to the correct manager with a revised due date. The logic becomes a tangled mess of brittle, hard-to-debug paths.

For example, consider a 30-person company's new hire process. The HR manager enters an employee into the HRIS. This should trigger an IT ticket for hardware, add the user to Slack channels, and generate a specific contract in a document signing tool. A visual builder handles the first step but fails when it needs to pull a specific contract template based on the employee's role. The tool's linear model cannot easily query another system mid-flow to fetch this conditional data. This forces the HR manager to manually select and send the correct contract, breaking the automation.

The architectural problem is that visual builders are stateless and task-based. Each step runs independently, and they lack a persistent state to manage a multi-day process like onboarding. They cannot gracefully handle an API failure from one service and retry just that step later. A real system needs a state machine, often managed in a database like PostgreSQL, to track the process for each employee. The system can then retry failed steps, log every action for an audit trail, and handle complex logic that changes based on real-world events.

The result is partial automation requiring constant human oversight. The operations team spends hours babysitting workflows and manually completing steps the tool cannot. This is not just inefficient; a missed IT ticket means a new engineer has no laptop on day one. The business needs an engineered system that treats onboarding as a business-critical, auditable process, not a better visual builder.

The engagement starts with a process audit. Syntora maps every step of your current internal workflow, from data entry points to final confirmation. We identify the APIs for each system (HRIS, IT ticketing, document signing) and define the exact logic for every decision point. This initial discovery phase produces a detailed technical specification and a fixed-scope proposal, so you know exactly what will be built, how it works, and the total cost before work begins.

A central FastAPI service would act as the orchestrator. This Python-based API provides the flexibility to write custom logic that visual tools cannot. When a new hire is added, the FastAPI service would receive a webhook, query a Supabase database to determine the correct contract template, and then make parallel API calls using httpx to the relevant systems. Using structlog provides structured, queryable logs, creating a complete audit trail. This approach is similar to the AI agent platform we built, which required orchestrating multiple API calls with Claude.

The final deliverable is a production-ready system deployed on AWS Lambda for cost-effective, serverless execution, typically costing under $20/month to run. You receive the complete source code in your own GitHub repository, a runbook explaining how to manage the system, and full ownership. It integrates directly with your existing tools. Your HR team continues to use their familiar HRIS; the automation runs silently in the background, with alerts for any true exceptions that require human review.