Diana Intelligence Corp., which offers HR-as-a-service for businesses using artificial intelligence, today announced what it says is a breakthrough in human resources assistance with an agentic AI onboarding system.

Like any operations at a business, HR spans everything from recruiting to culture, whereas DianaHR targets the compliance‑heavy “people operations” layer – payroll, benefits and state‑by‑state requirements – which happens irrespective of company mission.

Most of this work is largely administrative and paperwork‑heavy, dominated by government sites and steals meaningful time from founders and HR teams, often hurting growing small businesses that could be spending their time more effectively.

DianaHR’s vision isn’t to replace strategic HR; it’s trying to save them from the paperwork gravity well.

“There are 6 million small businesses in the U.S. It’s the backbone of the US economy,” founder and Chief Executive Upeka Bee (pictured) told SiliconANGLE in an interview. “The domain is very deep and complex. So now we’re marrying engineering and the complexity of HR.”

According to Bee, operationally, DianaHR starts where founders already work: Slack and email. A founder can begin by messaging something like: “Jane joined — here’s the offer letter – handle onboarding,” and the system goes to work.

It begins by ingesting the request, pulls in company context, checks the onboarding standard operating procedure, then runs a back‑and‑forth loop to fill in needed information and verify documents. Once it has what it needs, the agentic AI under the hood proceeds with third‑party systems and completes the onboarding steps.

This can include discovering missing signatures, surfacing missing info and talking to individuals in the process who have the various pieces that operational software needs to complete the process. “One of the nightmares that HR people have is when there aren’t properly signed offer letters,” Bee added.

What’s worse is that many companies face an unbridled ecosystem in the market filled with different types of HR software for handling employee payroll, benefits, time off and more. DianaHR is designed to work behind the scenes across all of them and make certain that the back end is handled when onboarding happens.

“There are 5,700 pieces of HR and payroll software that serve that market,” Bee said, explaining that having to manage the software itself can be a cognitive load for many founders and HR teams.

Bee emphasized that HR is sensitive and that the platform is built to keep humans involved, providing tools to review, intervene and redirect the system when something looks wrong. In this manner, it keeps “experts in the middle.” The system remains transparent without becoming a black box to founders and HR teams.

Most of DianaHR’s customers have between 10 employees up to 400. The company’s sweet spot is companies that have enough staff to need HR processes but not enough budget (or desire) to staff dedicated people ops. Bee noted that founders often keep payroll access tightly controlled due to salary and Social Security number sensitivity. Plus, many businesses don’t seriously consider hiring HR until around 100 employees, by which time leaders often want strategic HR, not hands‑on payroll and compliance efforts.

Early adopters include tech companies being naturally more comfortable with the use of AI, including health technology as a standout. Health in particular tends to have more operational barriers because they tend to silo themselves into multiple legal entities, such as clinicians and research. That creates smaller groups that still need onboarding and off‑boarding with the same compliance and payroll overhead.