When a new hire joins, the agent looks at what roles peers in the same job family and team actually use, and proposes a complete starter package. Manager reviews and approves; access is provisioned by close of day one.
Typical time-to-fully-productive for a new SAP user.
5-10 separate access tickets is normal.
Manager guesses what the new hire will need, gets it wrong.
Onboarding access is mostly guesswork: nobody asks the team what they actually use. The agent does, and proposes a ready-to-go package based on real peer behaviour.
Agent reads new hire details: department, job code, location, manager.
Identifies peers (same job code in same team) and analyses their actually-used role package over the last 6 months.
Drafts a recommendation: roles with high peer-usage = default-include; roles with mixed usage = manager decision.
Manager reviews, removes/adds as needed. Submits. Provisioning happens automatically.
Illustrative mockup from the smartWorkflow new-hire flow. Each suggested role shows match rate with peer profiles; users can accept or trim.
Agent looks at successful peers in the same role and location. Recommends the roles those people actually use - not every role on paper.
New hires get a working role package on their first day. No follow-up tickets two weeks later when they hit missing permissions.
Open the interactive UX preview and explore the agent end-to-end.
Every decision is accompanied by readable reasoning so your team can audit and refine the agent's behavior over time.
Estimates based on customer interviews and benchmarking from comparable agent deployments. Real numbers will vary.
New hire has the right access on day one, not after 4 weeks of tickets.
One reviewable package vs many separate requests.
Access based on what people actually use, not what HR guessed they'd need.
Manager adds optional roles explicitly; agent learns for next hire.
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