Who does the new hire ask how PTO works? The most useful AI for HR is the least flashy kind: your employee handbook, benefits guide and procedures, turned into something you can ask. Flipa answers with what those documents say and shows which one it used. You get to stop being the office search engine.
The example is Prairie Line Logistics, a made-up freight and warehousing company in Omaha, Nebraska, with forty people between the office and the warehouse. Flipa repeats what the document says: it doesn't interpret policy and it isn't legal advice. The app's interface is in Spanish today; it answers in the language of the question.
On the first of the month after your first 30 days. You have until day 30 to choose a plan on the enrollment form. If you miss that, the next chance is open enrollment in November.
Nothing to install and no handbook to rewrite. The long version is in the guide to building an internal chatbot from your documents.
The employee handbook, the benefits guide, the timekeeping and expense procedures. As PDFs, Word files or scans. Uploading a PDF or a Word file uses no credits; a scan uses very few. The account admin does the uploading.
By email, as members: they can ask, but they can't upload or change anything. Each invitation is good for seven days and a single use, and each person takes one seat on the account.
Under “Asked and didn't know” you'll find the topics with no answer and how many times each one came up. That's the paragraph your handbook is missing.
Recreated from the product, with a test account. The meter that goes up is the knowledge meter: how much Flipa knows about the company.
In Flipa, the admin tells it, in plain words. And nothing changes until they approve it. Pick a Prairie Line policy and make the call yourself.
Renee, the account admin, tells Flipa
Proposed change · Employee handbook · Hours
Summer hours, 7:00 a.m. to 3:00 p.m., run from July 1June 15 through Labor Day. Warehouse shifts stay as they are.
What’s removedWhat’s added
Nothing is saved until the admin clicks “Update.” It records who approved it, and it can be undone.
And when someone on staff asks
When do summer hours start?
Before the change is approved: “July 1, and they run through Labor Day.”After: “June 15, and they run through Labor Day.”
Employee handbook
This works for notes and text documents. If your handbook is a PDF, you upload the new version and the old one is kept.
What gets called an AI employee onboarding assistant comes down to this: first-week questions have somewhere to go. If you also run training for the people who join, there are ideas in Flipa for schools and training centers.
What do I bring Monday for the I-9, and where do I park?
The practical stuff. Straight from your onboarding checklist, with the document underneath. Flipa repeats your list; it doesn't rule on which IDs are acceptable. And nobody stops working to explain the parking lot again.
I'm out on a route tomorrow. How do I clock in?
The procedure. The steps, as they're written in the timekeeping procedure for drivers.
Who do I ask for a week off in August?
Who to ask, and how far ahead. Who approves it, how much notice it takes, and the warehouse limit around the holidays. It says what the handbook says; it has no opinion on whether you'll get it.
I was out sick and have a doctor's note. Who gets it?
What to do with it. It explains the procedure: who it goes to and by when. The note itself doesn't go into Flipa. It's medical information.
Can I swap shifts with a coworker?
The gap. Flipa answers that it doesn't have that, and logs it as “Shift swaps.” On Monday, whoever handles HR sees it on the list and writes that paragraph.
HR holds the most sensitive paperwork in the company, and Flipa isn't the place for it. There are two reasons, and both come from how it's built today.
Screen resumes, score a candidate or rate an employee. Flipa doesn't decide anything about people and isn't sold for that. Hiring is also where some state and local rules on automated tools apply, which is one more reason to keep it out. For what those rules ask of your company, talk to your employment attorney; this page isn't legal advice.
What does fit: the employee handbook, the benefits guide, the procedures, the schedules, the training plan. Paperwork anyone on staff could read on the break-room bulletin board. If the rest of the paperwork sits on another desk, see Flipa for operations and the back office.
You can't take the risk to zero, but you can keep it small by keeping the use narrow. In Flipa that means three things: general documents and no data about individuals, answers that show their source so they can be checked, and no decisions about candidates or employees. What it answers is a draft: on anything serious, the document has the last word.
Yes, it's the clearest use in this department. The new person asks about hours, clocking in, PTO or expenses and gets what the handbook says, with the document underneath. And each week you see what was asked that wasn't written down.
Don't. Everyone on the account draws on the same knowledge, so anyone could ask about them. On top of that, Flipa's legal terms are still a draft and there's no data processing agreement.
No. It doesn't rank candidates, score interviews or rate anybody's performance. Some AI tools for HR do; Flipa sticks to answering internal questions from your documents.
No. Today there are no permissions by document or by department: what's uploaded is open to the whole account. So upload only what belongs to everyone. There are no HR agents with restricted access, either: an agent draws on the same knowledge as everyone else.
Contracts, price lists and the usual letters, looked up with their source.
How Flipa learns from your documents, and how you know how much it knows.
What's been tested and what's still a draft, without the gloss.
The guide to setting one up at your company, step by step.
Upload the employee handbook before the next person starts. They'll have somewhere to ask.
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