With a heritage in data-driven search
Building on a culture
This operational structure led by a generalist client lead places an emphasis on an agile approach to
While Atomic 212° has been a trailblazer in the industry, like many similar firms, the systems and processes that made up the operations side of this business had grown organically over time.
So, when William Shirley, People
“While the systems we used were fully functional, each could only operate as a standalone system which left us with no single source of the truth,” comments William.
For example, working with siloed systems, William would have to download payroll information from one platform only to rekey the data into another, print it, and email it to the relevant parties. For paperwork-heavy tasks like onboarding, the entire process became a huge bottleneck.
“In advance of new hires starting, I’d manually prepare and send letters of offer and scan signed copies and store them in the employee’s file. On their first day, I’d ask them to complete onboarding paperwork including their tax forms, personal details, and superannuation preferences, which we would manually enter into our payroll system.
“As we started to hire more people, it became clear that it would be impossible to sustain these manual processes. It made sense for us to look for integrated technology to handle all our onboarding, payroll and HR processes to cut out the enormous amount of duplication in paperwork and data double handling.”
“Alongside our People & Culture Manager, we had started to do some initial research
Having made the decision to make the change to a comprehensive HRIS, payroll, and onboarding system, a demo of Flare was arranged. The People & Culture team saw immediately that it answered all their needs. After further due diligence, the team