Custom AI agent · HR
AI Offboarding Coordination Agent
Close the loop on departures with control, care, and a clear handoff.
Coordinate departure handoffs, access changes, equipment, records, and knowledge transfer with appropriate human control.
- Fewer missed steps across HR, IT, managers, security, payroll, and facilities
- More reliable tracking of access, equipment, records, knowledge transfer, and final communications
- A reviewable process that separates routine coordination from sensitive human decisions
Starting at $300 USD/month
Starting price is $300 USD/month for a tailored solution. Your final proposal defines the scope, deliverables and payment terms. Additional integrations, usage, hosting and ongoing support are scoped and priced before work begins.
What is an AI offboarding coordination agent?
An AI offboarding coordination agent helps HR and operations teams organize the administrative work around an employee departure, whether planned, immediate, voluntary, or involuntary. It can translate an approved departure plan into role-aware tasks, coordinate access and equipment handoffs, track records and knowledge-transfer steps, and route exceptions to the right owner. Tranki configures the workflow around notice rules, last working day, access controls, asset ownership, payroll and benefits handoffs, manager responsibilities, retention, privacy, and security escalation. The agent coordinates process; it does not decide employment action, revoke access without authorization, interpret a complaint, determine a final payment, or replace HR, legal, security, IT, or manager judgment.
What it can coordinate
Assemble a departure plan
Map departure type, last working day, role, manager, location, access profile, equipment, records, knowledge transfer, payroll, benefits, and required reviewers into an approved sequence.
Track access and asset handoffs
Coordinate authorized access-change requests, equipment return, ownership transfer, shared-account review, and facilities steps while preserving responsible owners and evidence.
Support knowledge transfer
Prepare approved checklists for documentation, open work, contacts, dependencies, and successor handoff without copying confidential information into an unintended channel.
Route sensitive exceptions
Flag immediate departures, security concerns, missing assets, disputed records, complaints, leave, accommodations, unclear authority, and overdue actions for confidential human handling.
Where it can help
Planned employee departures
Coordinate notice-period tasks, manager handoff, equipment return, access timing, payroll and benefits steps, and final communications around a known last day.
Immediate access changes
Route urgent, authorized actions across HR, IT, security, and managers while keeping sensitive context limited to the appropriate responders.
Knowledge and ownership transfer
Organize open work, documentation, shared resources, customers, vendors, and system ownership for a controlled transition.
How it works
A step-by-step workflow your team can review before launch.
1. Confirm authority and departure context
Tranki maps the departure type, effective dates, authorized decision-makers, access profile, asset ownership, privacy boundaries, and escalation contacts.
2. Create the approved action plan
The agent assembles HR, IT, security, payroll, benefits, facilities, manager, and knowledge-transfer tasks with dependencies and due times.
3. Coordinate handoffs and evidence
It prepares or routes approved requests, tracks acknowledgements and returns, and records blockers without exposing sensitive details beyond the intended audience.
4. Reconcile and close
The agent summarizes completed and unresolved actions for the responsible owners, preserves the approved record, and routes any remaining legal, security, or employee matter to humans.
Built around your business
What we configure
- departure types, authority rules, effective dates, access profiles, device and asset inventory, shared accounts, records, knowledge-transfer fields, payroll and benefits handoffs, facilities, owners, and escalation paths
- notification templates, timing, emergency routing, privacy and retention, evidence requirements, local variations, approval gates, audit views, languages, and permissions
- connections to approved HRIS, identity, IT service desk, device, security, payroll, benefits, facilities, document, collaboration, and ticketing systems using least-privilege access
What we need from you
- current offboarding playbooks, departure types, authority and timing rules, employee and asset records, access policies, task owners, retention requirements, and communication templates
- approved access to HR, identity, IT, security, payroll, benefits, facilities, and document systems with privacy, authentication, notification, escalation, and permitted-action boundaries
- representative planned, immediate, remote, asset-missing, access-conflict, knowledge-transfer, leave, complaint, duplicate, and sensitive cases for testing
Clear boundaries before launch
What it will not do
The agent does not decide termination, resignation acceptance, final pay, benefits eligibility, access revocation, legal response, investigation, or employee communications without the required authorization. It should not expose a complaint, medical detail, protected characteristic, security concern, or personal record beyond the approved audience; silently delete records; treat an unreturned asset as proof of misconduct; or copy confidential knowledge into a public location. Employment, retaliation, discrimination, safety, legal, security, immigration, payroll, and other sensitive matters require the appropriate confidential human process.
How success is measured
Track plan completeness, access-change and asset-return turnaround, handoff ownership accuracy, evidence reconciliation, overdue aging, knowledge-transfer coverage, notification delivery, exception-routing time, unauthorized-disclosure prevention, duplicate or stale-record detection, and coordinator correction rate. Periodically sample closed cases against approved HR, IT, security, payroll, and asset sources and review privacy, authorization, retention, and escalation behavior.
Frequently asked questions
What does an AI offboarding coordination agent do?
It organizes approved departure tasks across HR, IT, security, managers, payroll, facilities, and knowledge owners, then tracks handoffs and routes exceptions.
Can it revoke access automatically?
Only when the integration, authority, timing, and approval rules explicitly permit that action. Otherwise, it prepares or routes the request and tracks the authorized result.
Can it handle an immediate departure?
It can coordinate an approved urgent plan and route time-sensitive actions, while limiting sensitive context to the authorized HR, IT, security, and leadership responders.
Does it decide whether a termination is justified?
No. Employment decisions, investigations, legal responses, and communications remain with authorized human teams.
Can it track equipment and knowledge transfer?
Yes, when approved asset, ownership, document, and task sources are available. It can surface missing returns, open work, and incomplete handoffs for review.
How does it protect sensitive employee information?
The workflow should apply least-privilege access, audience-specific routing, retention rules, and confidential escalation. It should not infer or disclose sensitive details.
What is included in the $300/month starting price?
The starting price covers a scoped, tailored solution. The final proposal defines the departure sources, coordination rules, integrations, usage, support, deliverables, and payment terms.
