Backed by AlbionVC

Meet Kin, your HR superagent

Kin plugs into the HR systems you already run and does the work that falls between them. Your onboarding coordinator this quarter, your performance analyst the next, it becomes whichever teammate you're missing.

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Kin does the work. Your team stays in control.

Routed to the right team, in our ticketing or yours

You decide what Kin can do, and what waits for approval

Build your own agents from your process docs and our best practices

See what's done, stuck, and improved

See how Kin works

95%

tickets resolved automatically

550

employees worldwide

"It's a complete non-negotiable at this point. You see the ROI immediately. It takes the administrative components out of an HR team and gives the team back time. It's hard to think about how we were operating before."

Sara Sanchez,

VP of People, SonderMind

Success story

71%

requests meeting SLA targets through an AI-first entry point

4,000

employees in ten markets

"Every query required manual handling, it was so hard to tell where to focus without reporting. With Kinfolk we resolved over 5,000 queries through self-serve and got brilliant CSAT in just 5 months"

Harriette Dowsett,

Senior People Services Manager

Success story

50%

fewer Jira tickets

250+

employees supported

"This mindset shift has turned how we work into a customer experience thing. Instead of reacting to repetitive requests, the team now examines friction points and builds agents to address them."

Andrew Golden,

CPO at Retail Next

Success story

70%

of requests handled by AI without escalation

80%

of requests meeting first-response SLA targets

"The goal wasn’t to remove interaction with HR. It’s to empower employees to get the answers they need and involve the right person only when necessary."

Jason Linkus,

Director, HR Operations and Total Rewards

Success story

The specialist agents behind Kin, working alongside your team

Onboarding Coordinator

Watches every start date

Once a new hire is in your HRIS, Kin tracks what each one still needs and who owes it: HR, IT, payroll, the manager or the new hire. It works across a whole cohort at once.

Chases every hand-off

Kin collects documents, raises IT and workplace requests, books first-day meetings and runs check-ins through day 90. It adjusts when a start date moves or someone is rehired, follows the steps for each country, and reminds the owner when something stalls.

Asks only when it matters

Routine steps run on their own. Kin comes to your team for approval on the steps you choose and for cases your process doesn't cover, and tells you what's stuck.

Employee Changes Coordinator

Spots what else has to change

A promotion, transfer or pay change rarely touches one field. Kin checks each change against the rules you set, for example job profile, pay band, bonus plan and reporting lines, so nothing is missed.

Takes it from request to done

A manager or HR partner tells Kin what's changing. Kin collects what's missing, routes approvals in order, makes the change in your HRIS for the effective date, and sends the letter once the manager approves it.

Won't change anything without sign-off

Kin writes to your HRIS only after the right people approve. Payroll and IT are told, and every step is logged.

Offboarding Coordinator

Watches every last day

Once an exit is started, Kin tracks each step against the last working day and tells you what's still open.

Lets everyone know, and chases

Kin records the exit in your HRIS, tells the manager and the employee what happens next, raises a ticket with IT in their own system, and chases each step until it's closed.

Starts only when HR says so

Nothing goes to the employee, their manager or IT until an HR partner has had the conversation and started the exit.

People Ops Auditor

Watches your records and your answers

Kin checks records inside your HRIS and against payroll: unsigned documents, right-to-work checks about to expire, statuses, dates and addresses that don't match. It also tracks the questions your knowledge base couldn't answer.

Flags it with the fix drafted

Each finding arrives as a notice with a proposed correction. For questions it couldn't answer, Kin suggests an answer for your team to approve.

Won't correct a record until you approve

Approve a fix and Kin updates the record and logs what changed and who approved it. Changes to policies and the knowledge base stay with your team.

See all use cases

Integrated with every tool that matters to you

Explore integrations

Enterprise grade security

Team workspaces

People Ops, payroll, benefits and employee relations each get their own queues, workflows, integrations and knowledge sources, with secure collaboration across teams when needed.

Governance

Assign Member, Admin, or Super Admin roles, configure API scopes, and gate sensitive actions or configuration changes behind approval.

Compliance

SOC 2 Type II and ISO 27001:2022 certified, with GDPR compliance built into every signed DPA.

Full audit trail

Every action is logged: who triggered it, what happened, who approved it, and the AI's reasoning. Every answer cites its source.

Customization

Set org-wide tone, guidance and guardrails, and align Kin's responses to your internal procedures and policies.

Access control

Every tool Kin uses is scoped to a defined set of fields. Salary, bank details, and other sensitive data can be excluded entirely.

From first call to live, at your pace

step 1

Talk to the team

Tell us how the process runs today, where it gets stuck, and what you'd like Kin to handle.

step 2

Proof of concept (POC)

Kin connects read-only or works from a data export. You see how it handles real work before it can change anything.

step 3

Go live with your first use case

We build it with you, based on how your team works today, with approvals wherever you want them.

step 4

Add more use cases

Pick the next process when it suits you. Your team can also build and edit agents themselves.

Frequently asked questions

Does Kin replace our HRIS?

No. Your HRIS stays the system of record. Kin reads from it, does the work around it, and writes approved changes back.

Our HRIS has its own AI agents. Where does Kin fit?

Alongside them. Your HRIS is your system of record, and its agents suit work that stays inside it. Kin connects to it and takes the work that runs past it, through payroll, IT and the people who have to act. We set Kin up one use case at a time, using your HRIS's own workflows wherever they already do the job.

Why not build this ourselves in Claude or Copilot?

You can, and many teams start there. The effort comes after the first version: approved write-back to the HRIS, field-level permissions, an audit trail, hand-off to a person, and upkeep when a policy or system changes. Kin ships with those.

We already have an internal chatbot or agent. Does Kin replace it?

No. Keep it as the place people ask. Kin works behind it through MCP and gives it the HR work: workflows, approvals, changes written to your HRIS, and an audit trail. We maintain that part, so your team doesn't have to. This works with assistants that support MCP, such as Claude. Where yours doesn't yet, people reach Kin in Slack or Teams.

How long until we're live?

It depends on your size and how quickly your IT and security teams approve access. Some teams are live within a month. Larger organisations phase it over several. We move at your pace.

How do we get started?

Talk to the team. The first step after that is a proof of concept on your own data: give Kin read-only access to your HRIS, or upload an export, and see how it responds and what it finds before anything can be changed.