Forcura is a health IT company that develops workflow and document management software for home health and hospice agencies. Its platform helps care providers manage clinical documentation, referral intake, and care coordination more efficiently, with the goal of improving patient outcomes and reducing administrative burden for clinicians. As Forcura scaled its own operations to serve a growing client base, the People team recognised that the organisation's internal HR processes needed to match the level of operational sophistication it offered its clients.
The People team at Forcura faced a familiar scaling challenge: the processes and tools that had worked adequately at 30 employees were struggling to serve a workforce approaching 100. Onboarding new hires required manual coordination of multiple email chains, physical forms, and disconnected system access requests. The absence of a structured performance management process meant that feedback conversations were irregular and undocumented. And the lack of centralised people data made it difficult to report on workforce metrics with confidence.
BambooHR was selected following an evaluation of several HRIS platforms. The selection criteria included ease of implementation, quality of reporting, and the availability of electronic signature capabilities that could eliminate paper from the onboarding and contracting process. BambooHR met all three criteria, and the implementation was completed within three months.
Onboarding was the first area to be transformed. New hires received a digital onboarding experience that began before their first day, guiding them through document signing, policy acknowledgements, and welcome tasks in a structured sequence. The People team configured role-specific onboarding checklists that ensured each new team member received the information and access appropriate to their function. Paper disappeared entirely from the onboarding process.
Performance management was introduced through BambooHR's review cycle tools. The People team designed a quarterly check-in process supported by structured feedback prompts, and an annual review cycle that incorporated goal setting and development planning. Manager adoption was supported by clear guidelines and automated reminders, and the first full review cycle saw higher participation rates than any informal process the organisation had previously run.
The reduction in HR administrative overhead was significant. Tasks that had previously consumed hours of the People team's time each week, including leave approval tracking, onboarding coordination, and compliance document chasing, were either automated or simplified by BambooHR's workflows. The team redirected this recovered capacity to the strategic people work that supported Forcura's growth ambitions.
