Once you hire every month, onboarding stops being an event and becomes a routine. Routines break at the handoffs: HR tells IT, IT tells the manager, the manager tells the new hire. Growth puts each of those steps on the person's record, where everyone involved can see them.
What Growth adds
Growth includes everything in Starter, plus:
- Onboarding and offboarding
- Access reviews
- Tasks and documents
- Integrations with Slack, Google Workspace, GitHub, Jira, Okta, Notion, Microsoft Teams, and BambooHR
- The job pipeline
Every module writes to the same record. The candidate, the new hire, and the employee three years later are one entry in the directory, with one history.
A ready first day
The work starts in the job pipeline. Applications move through stages, and an accepted offer creates the person's record with their name, email, and application history carried over.
From there, the role template does the rest. Starting onboarding queues the role's grants as pending. Activating the person opens them, and connected tools create the accounts. Onboarding tasks are assigned at the same time, each with an owner, a status, a priority, and an optional due date.
For example, Maya Okonkwo joins Northwind's Design team in Berlin on Jun 2, 2026. Before that date, her record already holds pending grants from the Product Designer template and her first tasks. On her start date she is activated, the grants open, and she signs in to tools that are ready for her.
Tasks come from templates made of steps: forms, checklists, quizzes with pass or fail scoring, document upload slots, and reviewer steps where someone approves a submission. Write a template once and every hire in that role gets the same sequence. The onboarding page walks through how the steps run.
Managers see their team
Managers should not have to ask HR where a new hire stands. The manager view covers their own team: onboarding in progress, offboarding coming up, the access each person holds, and analytics for task completion, review turnaround, and onboarding progress.
When someone needs a tool outside their role, they request it. A manager or admin approves it, and the grant records the request that justifies it. Submissions waiting on a reviewer collect in a review queue, and filters surface work that is overdue, escalated, or blocked.
Fewer handoffs to IT
Without a shared system, every hire produces a ticket for accounts and every exit produces another. With integrations, an admin installs each tool once for the workspace. After that, access is managed as grants on each person's record. Revoke a grant in Folkbase and the account closes in the tool.
Exits follow the same path. Set a last day, and on that day every grant closes in one action, each stamped with the time it closed. The record is archived with its full history. Promotions and transfers work the same way: change the role, and access updates with it.
A handoff should be a status change on the record, not a message someone has to remember.
Reviews on a schedule
As a team grows, access drifts. People change teams, projects end, and a tool granted for one week stays open for a year. An access review snapshots every active grant into a dated review. Reviewers keep or remove each one, and every decision is recorded on the person's record.
Run a review each quarter and the question "who has what" always has a recent answer, with a timestamp.