Recently active topics

I’ve been looking into Bob MCP and would love the opportunity to speak to someone who has enabled this feature. I don’t necessarily need to see it in action but would love a chat to understand how you’re using it, what your roll out plan is, any limitations you’ve experienced (sorry Bob 😅) and where you’re at in your AI journey. Happy to share our story too.Thanks!

The New hires widget on the Bob homepage displays employees for 60 days from their hire date.Employees remain in the widget for the full 60-day period. It isn't possible to remove an employee from the New hires widget before the 60 days have passed.If you can't find a new employee in the widget, check their hire date. Employees whose hire date is more than 60 days in the past won't appear in the New hires widget.If the employee was hired within the last 60 days but still doesn't appear, verify that the hire date is correct in their employee record.

This is a case that happens when an employee is being given permissions to view terminated employees, but they don't have permissions to view the Lifecycle category.If employees have permissions to view the profile of terminated employees, it is expected that they will be seeing these people in different areas of Bob - such as the People's time calendar and the Org Chart.However, when they don't have permissions over the Lifecycle category, they won't have the option to filter employees according to the Lifecycle status - meaning that they can't filter out the terminated employees from those areas of Bob.What you need to do to solve this, is first decide if the employee who is seeing the terminated employees should have permissions to view the Lifecycle category (so they can filter out these employees), OR if they shouldn't be seeing terminated employees at all.1. If they shouldn't be seeing terminated employees, you will need to change their permissions. In order to do that, go to the

Hi!Is anyone here responsible for implementing Pay Transparency? I would love to meet up to discuss different ways of doing this and how to use HiBob in the best way.  Leave a comment or reach out if you are interested in connecting! 

Hi everyone! I was wondering if anyone is using Bob for time (working hours) tracking? We are looking for a simple solution with easy implementation for this and I would be curious to hear of any experiences with the Bob solution.  Thanks a lot! :) Kaisa 

A Manager/Approver will not be able to delegate their employee's time off requests to another manager, yet.It is feedback we have received before and is something we are working on supporting soon.In the meantime, it's worth letting you know that by default indirect managers (the managers' manager) will by default be able to approve pending time off requests for the away manager. They can view them in the Manage Requests tab 🧐️ You are also able to alter the approver manually via the policy balances page. Hope that makes sense, let me know if you have any more questions 😁️ 

Hi All,Has something changed in the MCP, as Claude is now saying it cannot access profile field data for leavers, turning our Exit Interview analysis into guesswork. I am sure this worked a few weeks ago.(I am an Admin, so my MCP can see everything) The search tool's own instructions say that for non-employed people you should pass their lifecycle status in the filters. When I do that, it rejects every value ("Terminated", "terminated", "Employed"), even though HiBob's list data confirms "Terminated" is a valid value. The documented way to find leavers fails. Name search and the leavers-in-date-range tool can both see terminated people, so your account isn't blocked from leaver records in general. What fails is reading their profile fields, including the exit interview section.

The owner of an existing goal can’t be changed after the goal has been created and saved. This applies to all goal types, including Individual, Department, and Company goals.If you need to move a goal to another employee, you can duplicate the goal and assign the duplicate to the new owner:Duplicate the goal you want to reassign. When duplicating the goal, select the new employee as the owner. Create the duplicated goal for the new employee. Delete the original goal from the previous employee if it’s no longer needed.Keep in mind: Previous check-ins, notes, and progress history aren’t carried over to the duplicated goal. If you need this information on the new goal, you’ll need to enter it manually.If you need to move multiple goals, repeat this process for each goal individually. Bulk reassignment isn’t currently supported.

The main difference is that one addresses the reason for the contract ending and the other is the type of termination between the company and the employee.Termination reasons could be: end of contract, better offer, disciplinary, change of career, etcLeave type examples could be: agreed, voluntary, involuntary, etc.One is the reason why the employee leaves and the other is how did the employee leave. 

Rehiring a former employee is simple, but following a few best practices will help ensure a smooth experience in both Bob and UK Payroll. 1. Rehire the employee in BobIf you're using the Bob and UK Payroll integration, always navigate to HiBob & use Actions → Change work status → Rehire from the employee's profile.Using the Rehire action within HiBob preserves the employee's lifecycle history while creating a new employment period and onboarding experience. 2. Choose the right New Hire flowWhen starting the rehire process, select a New Hire flow that includes the Employee ID field in the Work section.This is required for the employee to sync successfully to UK Payroll. 3. Give the employee a new Employee IDIn UK Payroll, a rehired employee is treated as a new starter, as they've already been reported to HMRC as a leaver and issued a P45.Assign a new, unused (unused for this employee, or another employee) Employee ID to create their new payroll record. 4. Update the terminated emplo

Hi!Is anyone here responsible for implementing Pay Transparency? I would love to meet up to discuss different ways of handling this and how to use HiBob in the best way.  Leave a comment or reach out if you are interested in connecting! 

Hi,We are very interested in testing Bob's AI features but have some concerns regarding data security, specifically about where data is stored, who has access, and exactly what information is shared.Although we've reviewed the provided documentation, some questions remain: AI for Reports: Managers will have access to create reports. The documentation mentions that personally identifiable information (PII) from standard fields will be anonymized. However, how will Bob handle PII in custom fields that managers may unknowingly include in their reports? Managers typically do not distinguish between standard and custom fields. AI for Goals: What type of goal-related information is extracted from Bob? Goals can contain sensitive business strategies (e.g., launching new products or expanding into new markets). Could you clarify what specific goal data is shared, and who will have access to it? Given our operations in Europe, strict compliance with GDPR is essential, and transparency

The employee.deleted webhook only triggers when “All employees” is selected as the audience. If the webhook audience is restricted using any employee condition or filter, the deletion event will not trigger.When an employee profile is deleted from Bob, the profile no longer exists in the platform. As a result, Bob can no longer evaluate the deleted employee against the conditions configured for the webhook audience.This means:All employees: The employee.deleted webhook triggers successfully. Any employee audience condition or filter: The employee.deleted webhook does not trigger, even if the employee matched the configured conditions immediately before deletion.This behavior is specific to employee.deleted, as this is the event where the employee profile no longer exists in Bob. Other employee events can still be evaluated against the configured audience while the employee profile exists.If you need to detect employee deletions while excluding certain employees from downstream processi

The Salary Pay Period field uses predefined values that can’t be edited, but you can use a custom field if you need different wording in an offer letter.Salary Pay Period is a system default field in Bob. Its list values can’t be edited, renamed, or removed, so you won’t see the Manage List option for this field.For example, if your offer letter uses the Salary Pay Period variable and you want Annual to appear as Annually, you can create a custom list field with your preferred wording instead.To set this up:Go to Settings > Data Management > People’s Data Fields. Create a new custom field in the relevant category. Set the field type to List. Add your preferred values, such as Annually, Monthly, Weekly, and Quarterly. Populate the new field with the appropriate value for the relevant employees. Replace the default Salary Pay Period variable in your offer letter template with your new custom field.This lets you control the wording displayed in your offer letter without changing the

Your organization already has the signals behind retention risks, hidden skills, capacity constraints, and performance. They’re just scattered across different systems.That’s where Organizational Intelligence comes in. Bob provides the foundation: It’s where trusted people context lives. HiBob MCP brings that context directly into the tools and conversations where people work, with the permissions and safeguards set in Bob.Together, they help close the gap between people context and relevant business information, turning disconnected data into Organizational Intelligence.And the payoff? Leaders can make faster, more confident decisions. They spend less time searching through siloed systems and more time using their judgment, communicating with more care, and reducing avoidable back-and-forth.Read the full article to see how Bob and HiBob MCP connect the dots, with practical examples spanning performance, retention, workforce capacity, and skills.Discover what Organizational Intelligenc

Does anyone have any idea how we can set up a new Leave Policy for Parental Leave for the employee to take at half pay? I can see that the UK Payroll has the ability but can’t see it as an option here in AUS

Hi All,I’m Issabella (Issa), a People Ops Analyst and I am responsible for maintaining and managing the HRIS. Nice to virtually meet you! Its been about 2 months since we’ve enabled Bob MCP access in Claude company-wide, and the results have been astounding! We have been seeing great use out of the business and truly have seen the tool take our efficiencies and processes to the next level.As the person that manages the HRIS I am responsible for owning data integrity in the system, which before MCP was a very manual and tedious task that took place in spreadsheets and reports. This was one vein of work that needed to be automated and the use case was the perfect candidate for AI. Using the MCP in Claude, I built a data audit workflow and “dashboard” that would allow me to track data points being entered that were not consistent with our system architecture rules.After some testing, it is running weekly and sending out messages to the data entry users to correct anything that is out of p

When creating a compensation event to review Actual payments, you have 2 options to select: - One time payment, which is calculated according to the employee's annual base salary;- Variable plan, that is awarded according to the performance % set in the payroll category in the employee's profile. With the variable plan option, it will pull the Bonus set in the employee's profile, which is then divided according to each Performance % set in their profile:As an example, here the employee has a Bonus of 5000USD, 50% of it is weighted according to company performance, and the other 50 % will be individual performance. In the compensation event, the bonus will be divided according to the percentage, which you can then award the employee according to the percentage set in each performance type: If I opt to award the employee 100 % of individual bonus, and 50% of company performance bonus, then they will be awarded 3750 USD. This value is always prorated according to the employee's FTE% as we

 Understanding Prorated Annual Allowance Calculations in BobWhen eligibility for an annual allowance starts or ends partway through the year, Bob prorates the allowance based on the relevant policy setup. This article explains the logic behind these calculations.How Bob Prorates Annual AllowancesEach full eligible month contributes the full monthly accrual, while partial months are calculated proportionally based on the proration method configured in the policy at that time.For partial months, Bob uses one of these methods:Workdays proration: Based on the ratio of eligible workdays out of total workdays in that month. Calendar days proration: Based on the ratio of eligible calendar days out of total calendar days in that month.General Calculation FormulaThe general formula for calculating prorated allowances is as follows:Calculate the monthly accrual: Annual allowance ÷ 12 Calculate each partial month based on the active proration method at that time: Workdays: monthly accrual × (elig

In order to see hired employees, we must include "Lifecycle - equals - hired under people's data->access rights 

You can see each employee’s Time in current position in their profile, but this field isn’t available in reports. If you want to see this info for multiple people at once, here’s how to calculate it using a formula.What you’ll see in the profileIn the Overview tab of the employee profile, there's a default field called Time in current position. But this field isn’t available in reports, so you can’t use it to pull data in bulk. How to get the same data in a reportYou can use a DATEDIF formula to calculate this in a report.We will use the 'Work - Work effective date' (not history, not previous) to represent the Start Date.We will then subtract today's date from the work effective date.You can get the time period in any unit you like.For example, the formula below gives you the number of months between the two dates:DATEDIF({Work - Work effective date}, TODAY(), "M") 📝 A few notes: Use Work - Work effective date (not position history or previous fields) You can change "M" to: "Y" fo