Please Note: This is a Utah-based hybrid position which will require some regular in-office days each week. Additionally, employment with BambooHR is contingent on passing both a background and credit check.

AI at BambooHR: At BambooHR, we believe in leveraging cutting-edge technology to empower people and transform HR. We’re actively integrating AI into our solutions and workflows to enhance efficiency and drive innovation. To that end, we’re looking to our existing team members and future hires to share this forward-thinking mindset: individuals who are curious about AI’s potential, eager to learn and adapt, and ready to explore how intelligent tools can elevate their work along with BambooHR’s impact on setting people free to do great work. Join us in reimagining the future of HR!

Essential Job Duties

BambooHR is rebuilding its Security Operations function around AI. We are not adding AI tooling to an existing SOC - we are redesigning how the work happens, so that automation and AI agents carry the volume and our people carry the judgment. We are looking for a manager to lead that team and own that transformation.

You will lead a team spanning detection engineering, threat intelligence and hunting, and incident response. Day to day, you will run a live operation: incidents, detections, hunts, on-call coverage, service-provider relationships, and the operational metrics that leadership works from. Running alongside that operation is the change itself — automating triage and enrichment so analysts stop working queues, building detection content we write, tune and own, and standing up threat intelligence as a program that produces detections and hunt hypotheses rather than reports that have no clear actionable insights.

The reason this role exists now is that the surface a security team defends is changing shape. As HR technology becomes more AI-driven and more agentic, autonomous software acts with real authority, machine identities multiply, and attacks accelerate. That surface grows faster than any security team can hire against, which is why we staff for judgment and build automation for volume. This role sits at the center of that decision - and the person in it will spend a meaningful part of their time deciding, in writing, how much authority automated systems are allowed to hold.

Supervisory Responsibilities:

Leads and grows a team of security analysts, detection engineers, and threat intelligence practitioners.
Recruits, interviews, hires, onboards and retains technical security talent in a competitive market.
Oversees the daily workflow of the team: shift coverage, on-call rotation, incident assignment, and detection backlog priority.
Provides constructive and timely performance evaluations, and builds development plans against the skills an AI-native SOC actually requires: detection-as-code, agent supervision, and intelligence tradecraft.
Supports career growth and internal mobility across the broader security organization, treating it as a retention strategy rather than a loss.
Handles discipline and termination of employees in accordance with company policy.

Duties/Responsibilities:

Run the operation

Own daily security operations end to end - alert handling, shift coverage, on-call rotation, escalation quality, and detection backlog priority and rule retirement.
Serve as incident commander for the majority of security incidents, and partner with the VP of Information Security on the most severe incidents and on executive communication.
Manage security service-provider relationships, including service reviews, escalation quality, and tuning direction.
Publish a regular operational metrics pack that the team and executive leadership both work from.

Automate the volume, not the analyst

Build and enforce an automated incident runbook program covering the incident types behind the majority of alert volume.
Drive the automation of Tier-1 triage and a growing share of Tier-2 workflows, so routine work resolves without a human touching it and escalations arrive as an assembled case with clear timeline, scope, and blast radius, rather than a raw alert.
Redirect reclaimed capacity upward rather than out of the team - into deeper investigation, detection engineering, and threat intelligence.

Own the detections

Run detection engineering as a product: a prioritized backlog including rules in version control with CI validation, and a full lifecycle of write, test, deploy, measure and retire.
Build in-house detection capability against our own security telemetry, so detection content is something we write, tune and can explain to an engineer, an auditor or a customer.

Build threat intelligence and hunting into programs

Stand up a formal threat intelligence program: approved intelligence requirements, a collection plan mapped to real sources, and a threat model grounded in the risks that actually apply to employee and payroll data.
Ensure every finished intelligence product ends in a detection, a hunt hypothesis, or a control change.
Run a hypothesis-driven hunting program on a regular cadence, and make intelligence genuinely useful to teams outside the SOC.

Build the AI-native SOC

Lead the team through the shift from AI-assisted work (where agents draft and humans approve) to delegated work (where agents act inside explicit, written authority boundaries).
Protect what stays human - adversary reasoning, incident command when consequences are real, disclosure decisions, and the calls that should not be delegated to a machine.
Build detection and response coverage for AI-era threats: prompt injection and tool abuse, autonomous software operating with real authority, and machine identity at scale.
Partner across security engineering, product security, identity and access management, and governance and risk on shared platforms, shared threats, and shared audit obligations.

What You Need to Get the Job Done

5+ years in security operations, incident response, or detection engineering, including 2+ years directly managing a team of security analysts or detection engineers.
Experience running a SOC or detection function at a SaaS or cloud-native company, ideally one with a multi-tenant product and a live compliance calendar (SOC 2 and/or ISO 27001).
Hands-on detection engineering credibility. You have personally written, tested, tuned and retired detections, and you are comfortable treating detection content as code in version control with CI validation.
Experience owning a managed detection relationship (MDR or MSSP).
Direct experience automating SOC workflows through SOAR, runbook automation, or LLM- and agent-based triage and enrichment. You can speak concretely about what was automated, what the false-negative rate was, and how you measured it.
Working fluency with modern security data platforms — data lake or lakehouse architectures — and comfort querying telemetry directly rather than only through a vendor console.
Incident command experience under real pressure, including executive and cross-functional communication during an active incident.
Strong people leadership: hiring, coaching, performance management, and the judgment to lead a technical team through significant change honestly rather than through reassurance.
Excellent written communication. This role publishes runbooks, authority boundaries, intelligence requirements, and metrics that executives read.
Excellent prioritization, and the ability to say no with a reason. The defended surface grows faster than any team does, and protecting your team from over-commitment is part of the job.
Comfort working in an AI-forward environment where agents write and test code, participate in design review, and run triage.
Ability to function well in a high-paced and at times stressful environment, including on-call escalation.
Bachelor's degree in Computer Science, Information Security, or a related field - or equivalent practical experience. Practical experience is weighted more heavily than the degree.
At least five years of related security operations experience required.
Physical requirements can include prolonged periods of sitting at a desk and working on a computer.
Must be available for on-call escalation and to lead incident response outside standard business hours when incident severity requires it.

What Will Make Us REALLY Love You

Experience securing AI or agentic systems - prompt injection, tool abuse, and third-party or autonomous code holding execution authority.
Prior experience standing up a threat intelligence program from zero: intelligence requirements, collection planning, intel-to-detection pipeline, and adversary emulation.
Experience transitioning detection capability in-house from a managed provider.
Experience with non-human identity at scale - service accounts, workload identity, machine credentials - and its detection implications.
Background in HR, payroll, or fintech SaaS, or other environments where employee data and payment fraud are primary adversary objectives.
Experience with cyber resilience practice: backup immutability verification, recovery drills, and recovery-time objectives measured against contractual commitments.
Experience building or supervising LLM agents in production, including evaluation, guardrail design, and human-in-the-loop review patterns.
Public contribution to the detection engineering or threat intelligence community - detection rules, open-source tooling, conference talks, or published research.
Security certifications (GCIA, GCIH, GCFA, GDAT, GCTI, OSCP, CISSP) preferred, not required.

What You'll Love About Us

A Great Company Culture that has been recognized by multiple organizations like Inc, and Salt Lake Tribune
Comprehensive health, life, and disability insurance
Generous leave policies that include 4 weeks of vacation, 12 company holidays, parental leave, and volunteer time off so you can enjoy quality of life
401k plans with up to 6% company match
$2000 Paid-Paid Vacation bonus
EAP through Headspace
Check out all our benefits that benefit you

About Us

At BambooHR, we're building something different: we're building a people intelligence platform that transforms HR and sets people free to do great work! We're a proven market leader driving innovation while building lasting success through thoughtful, sustainable growth. Here, you'll find a place that champions growth: both professional and personal, both individual and collective.

We invest in potential, giving you the space to stretch your capabilities and turn good ideas into reality while providing the safety net of a supportive, values-driven culture. Our approach combines meaningful work with meaningful lives, offering competitive benefits, professional development, and the flexibility to thrive both in and outside the office.

What sets us apart isn't just what we do, but how we do it: with openness, integrity, and a shared commitment to doing the right thing. Join us in creating HR software that makes work better for everyone, while we make work better for you.

BambooHR is committed to the full inclusion of all qualified individuals and will ensure that persons with disabilities are provided reasonable accommodations throughout the hiring process. If you would like to request accommodations, please let your recruiter know.

BambooHR is An Equal Opportunity Employer--M/F/D/V
Because our team members are trusted to handle sensitive information, we require all candidates that receive and accept employment offers to complete a background check before being hired.

For information on California Privacy Policy, click here.

Our process utilizes AI as an assistant to efficiently process and analyze candidate data. Recruiters and hiring managers maintain full oversight and accountability, ensuring that all final selection and rejection decisions are human-made and based solely on objective job qualifications. Please see our General Privacy Notice and California Privacy Notice for more details.

See our AI Guidelines for Candidates for details on how BambooHR uses AI in recruiting, how we expect candidates to use AI, and what is not allowed.

About the company

BambooHR provides cloud-based human resources software for small and medium-sized businesses. It helps with hiring, onboarding, employee data management, time tracking, and performance management through an easy-to-use platform. The product works by offering core HR modules stored in the cloud, with a marketplace of integrations (e.g., real-time analytics with Employee Cycle, automated 401(k) with Human Interest, interview software with Spark Hire) that extend its capabilities. This differentiates BambooHR from competitors by combining essential HR functions with a broad ecosystem of integrations in a subscription-based model. The company’s goal is to help SMBs streamline HR tasks, centralize employee data, and improve HR efficiency through a flexible, scalable solution.

Company Size

1,001-5,000

Company Stage

Acquired

Total Funding

N/A

Headquarters

Lindon, Utah

Founded

2008

Get referred to BambooHR

See people who can refer or advise you

Simplify's Take

What believers are saying

BambooHR serves 30,000 customers across 190 countries, creating strong installed-base expansion.
July 2026 Bamboo AI and May 2026 On-Demand Pay strengthen upsell momentum.
Benefit, retirement, and payroll integrations reduce churn by embedding BambooHR deeper into workflows.

What critics are saying

Rippling and Gusto attack BambooHR on breadth, pricing transparency, and payroll-first simplicity in 2026.
DatRec sued BambooHR in 2025; the March 2026 dismissal leaves patent claims unresolved.
AI feature parity lowers switching costs; BambooHR risks becoming a replaceable HRIS layer.

What makes BambooHR unique

BambooHR’s July 21 2026 Bamboo AI embeds agents inside SMB HR workflows.
September 9 2026 Human Interest and October 1 2026 Employee Navigator integrations deepen benefits automation.
Expert Services combines software, payroll, and consulting inside customer accounts, not a PEO.

Help us improve and share your feedback! Did you find this helpful?

Benefits

Health Insurance
Dental Insurance
Vision Insurance
401(k) Retirement Plan
401(k) Company Match
Unlimited Paid Time Off
Paid Holidays
Flexible Work Hours
Educational Benefits
Wellness Program

Growth & Insights and Company News

6 month growth

11%

1 year growth

11%

2 year growth

11%

Screenz AI

Oct 19th, 2026

Best ATS integrations with AI Screening Software for mid-market companies in 2026.

Best ATS integrations with AI Screening Software for mid-market companies in 2026. October 19, 2026 AI screening software that integrates with your ATS reduces time-to-hire by 30 to 50 percent while cutting recruiter manual review hours by two-thirds. The key is bidirectional sync: the screening tool reads candidate data from your ATS and writes results back to it, eliminating manual data entry and keeping your pipeline current. The framework for thinking about ATS integration. Three dimensions determine whether an AI screening tool will work in your stack: integration breadth (how many ATS platforms it connects to), data flow architecture (whether it syncs one way or bidirectionally), and workflow preservation (whether recruiters change their daily process). Tools that fail on any one of these create friction. Those that succeed on all three become invisible within your existing hiring motion. Integration breadth: how many ATS platforms matter. Most mid-market tech companies use one of six major ATS platforms: Greenhouse, Lever, Workday, iCIMS, BambooHR, or Bullhorn. "Includes 50+ bidirectional ATS integrations, offers AI summaries, candidate insights, and flags AI applications." [1] That broad availability is the baseline. The real question is whether the tool integrates with your specific ATS, then with your HRIS for post-hire workflows. Screenz.ai connects to 64+ applicant tracking systems, including Workday, Greenhouse, Lever, iCIMS, SAP SuccessFactors, UKG, BambooHR, and Bullhorn. If your ATS is one of these eight, integration is straightforward. If you use a smaller or regional platform (Phenom, Eightfold, Taleo, or an in-house system), verify the specific integration exists before signing. A tool with 400+ integrations sounds broad until you realize only 12 matter for your stack. Data flow architecture: one-way vs. bidirectional sync. "Bi-directional sync. The AI needs to read candidate data FROM your ATS and write screening results BACK to it." [3] One-way integration (tool reads from ATS but can't write back) forces recruiters to manually copy screening scores and interview transcripts into the ATS. Bidirectional sync eliminates that step: candidates move from applied to screened to shortlisted without a recruiter touching a spreadsheet. Ask vendors explicitly whether they support bidirectional integration with your ATS. Some offer read-only for legacy systems and bidirectional for major platforms. Others charge extra for write-back functionality. The cost difference is usually small; the time savings are substantial. A team screening 200 applicants per week saves roughly 8 hours of data entry weekly with bidirectional sync. Workflow preservation: integration that feels invisible. The best integration is one your recruiters don't notice. Candidates arrive in the ATS, AI screening happens in the background, ranked shortlists appear in the ATS within 24 hours. No switching between tools. No new logins. No manual pipeline moves. Some AI screening tools require recruiters to send candidates to an external portal, then manually pull results back into the ATS. That workflow adds friction at three points: export, external platform, reimport. Platforms like Screenz.ai integrate directly into your ATS interface, so recruiters see interview scores and transcripts without leaving Greenhouse or Lever. The candidate experience also stays consistent: they interview through a link, not a separate platform. HRIS integration and post-hire intelligence. Mid-market tech companies increasingly use AI screening for employee check-ins and retention prediction post-hire. Workday and SAP SuccessFactors dominate at this scale, but BambooHR and UKG are common alternatives. Some AI screening tools claim HRIS integration; others don't address it at all. Screenz.ai runs employee check-ins after hire and feeds retention signals back into its Intelligence Layer so it learns which interview answers predict long-term success. This requires HRIS read-access (to identify new hires) and sometimes write-access (to log check-in results). If you plan to use AI screening for retention prediction, confirm the tool integrates with your HRIS before purchase, not after. Case in point: mid-market SaaS company with Greenhouse and Workday. A Series B SaaS company with 120 employees uses Greenhouse for recruiting and Workday for HRIS and payroll. They screen 300 applicants per month across 15 open roles. Without AI screening, two full-time recruiters spend 20 hours weekly on initial resume review and phone screens. With bidirectional AI screening that integrates into Greenhouse, those two recruiters now spend 6 hours weekly approving shortlists and scheduling final interviews. Screenz.ai integrates with both Greenhouse and Workday, so screening results flow directly into their recruiting pipeline and employee check-ins sync to Workday after hire. The integration works because it's bidirectional (Greenhouse reads candidate profiles, writes screening scores back), preserves workflow (no new tools or portals), and connects to both ATS and HRIS. The company's first 60 days using the tool saw average time-to-hire drop from 28 days to 19 days. Synthesis: what this means for your hiring operation. For HR Reps and recruiting coordinators, integration quality determines whether you gain efficiency or create extra work. A tool that integrates bidirectionally with your ATS saves you hours of manual data transfer weekly. A tool that only reads from your ATS will require you to copy results back manually. Ask vendors to show you the integration before pilot phase, not after you've signed the contract. For VPs of Recruiting and CHROs, integration breadth and HRIS connectivity affect your ability to measure hiring outcomes and improve retention. If your AI screening tool doesn't talk to your HRIS, you can't correlate which interview answers predict long-term performance. If it only integrates with your ATS and not your HRIS, you miss the feedback loop that makes future shortlists better. Bidirectional integration is table stakes. HRIS integration is a competitive advantage. For tech hiring teams, integration quality also affects candidate experience. Seamless ATS integration means candidates take one interview, and their results appear in your pipeline automatically. Disconnected tools mean candidates interview on multiple platforms and recruiters manually move them through your process. At mid-market scale, small friction points compound across hundreds of candidates per year. The 80/20 breakdown. Prioritize bidirectional ATS integration first. That single feature eliminates 70 percent of manual work. Verify it works with your specific ATS (not just "64+ integrations" in marketing materials) before buying. Skip integration depth beyond your core platforms. A tool with 400+ integrations sounds impressive until you realize you use five. Breadth becomes noise if your specific ATS and HRIS aren't in the list. Invest in HRIS integration only if you plan to use AI screening for post-hire retention tracking. If your goal is faster hiring cycles only, HRIS integration is nice-to-have, not essential. What this means for you. If you own recruiting operations, request a live demo of the integration before pilot. Ask the vendor to show you a shortlist being written back to your specific ATS version. Test with 50 candidates, not 500, so you can catch workflow issues early. Bidirectional sync should be invisible to your team. If it requires manual steps, it's not actually integrated. If you lead talent acquisition or HR strategy, use integration quality as one of three filters: (1) Does it integrate bidirectionally with your ATS? (2) Does it cover your primary ATS platform and HRIS? (3) Have you confirmed this with a technical integration test, not marketing claims? Most vendors will connect you with a mid-market reference client using your ATS. Ask them how integration performed in their first 90 days. Marketing claims matter less than operational reality. If you're evaluating multiple tools, create a simple integration scorecard: bidirectional ATS sync (yes/no), read-write HRIS (yes/no), supports your specific ATS (yes/no), requires workflow changes (yes/no). Tools scoring 3 or 4 on that scorecard reduce friction. Tools scoring 1 or 2 will create extra work. The difference compounds across 300+ candidates per year. References. [1] Willo. "AI Screening Software with Seamless ATS Integration in 2026: How To Choose & 8 Top Options." Willo Video, 2026. https://www.willo.video/blog/candidate-screening-software-ranked-by-ats [3] Willo. "AI Screening Software with Seamless ATS Integration in 2026: How To Choose & 8 Top Options." Willo Video, 2026. https://www.willo.video/blog/candidate-screening-software-ranked-by-ats

PR Newswire

Oct 13th, 2026

OneKonnect announces integration with BambooHR to expand automated benefits carrier connectivity.

OneKonnect announces integration with BambooHR to expand automated benefits carrier connectivity. Oct 13, 2026, 09:00 ET OneKonnect's carrier network and Human Intelligence(TM) service model support automated benefits enrollment data transmission for employers using BambooHR. ARLINGTON, Va., Oct. 13, 2026 /PRNewswire/ - OneKonnect, a leading provider of benefits data connectivity, today announced an integration with BambooHR(R), the leading People Intelligence Platform for small and mid-sized businesses. The integration will expand automated insurance carrier connectivity within the BambooHR benefits administration platform. Through the integration, BambooHR customers can connect to OneKonnect's network of more than 800 insurance carrier connections across medical, dental, vision, life, disability, COBRA, FSA, HSA, and ancillary benefit lines. The integration addresses a recurring challenge in benefits administration: accurately transmitting employee enrollment data to insurance carriers and confirming that coverage is in place. OneKonnect manages the carrier relationships, data mapping, implementation, testing, go-live, and ongoing production monitoring required for each connection. This integration expands the connectivity available to BambooHR customers and moves carrier-side setup and monitoring work to OneKonnect. "Benefits enrollment is not simply a technology challenge," said Michael Martocci, CEO of OneKonnect. "Every carrier has unique requirements, operating models, timelines, and processes for resolving discrepancies. Technology is essential, but technology alone is not enough. What differentiates OneKonnect is our Human Intelligence(TM). We combine industry-leading connectivity with experienced carrier specialists, implementation professionals, and production support teams who take ownership of every connection from implementation through ongoing operations. Our clients are not simply implementing another platform; they are gaining a dedicated extension of their own team. That commitment to accountability, responsiveness, and service excellence is what we are delivering to BambooHR and every employer they support. It is also what defines OneKonnect." The integration connects BambooHR's benefits administration platform with OneKonnect's specialized connectivity infrastructure and operational expertise. OneKonnect supports each connection from initial carrier engagement and data mapping through testing and launch. Following implementation, its production teams monitor enrollment activity, identify discrepancies, and work directly with carriers to support timely resolution. BambooHR customers continue managing benefits within the BambooHR platform while OneKonnect manages the complex technical and operational requirements associated with carrier connectivity. The integration provides visibility into enrollment transmissions and the confidence that experienced specialists are actively supporting each connection. The partnership demonstrates OneKonnect's ability to support leading HR technology companies with benefits data connectivity at scale. By combining advanced connectivity technology with Human Intelligence(TM), OneKonnect enables its partners to expand their benefits capabilities without having to build and manage the underlying carrier infrastructure or operational support model themselves. About OneKonnect OneKonnect is a leading provider of benefits data connectivity for HR technology companies, benefits administration platforms, payroll providers, and benefits brokers. Its network of more than 800 carrier connections helps partners deliver accurate, automated enrollment data to insurance carriers without building or managing the underlying connectivity infrastructure themselves. OneKonnect manages carrier relationships, data mapping, implementation, testing, and ongoing production support. Through its Human Intelligence(TM) service model, OneKonnect combines advanced technology with experienced carrier specialists, implementation professionals, and production support teams who take ownership of each connection throughout its lifecycle. About BambooHR BambooHR is a People Intelligence Platform that helps small and mid-sized businesses bring clarity to their workforce and act with confidence. As AI reshapes roles, workflows, and skill requirements, BambooHR enables organizations to understand what matters most and what to do next by unifying their people data into a complete, connected view. The platform brings together core HR, payroll, benefits administration, and talent management with embedded AI, insights, and workflows to simplify people operations and improve decision-making. With more than 30,000 customers in over 190 countries and over 3 million employee records, BambooHR helps leaders align their people, drive growth, increase efficiency, and stay compliant. Media Contact SOURCE OneKonnect

HRTech Cube

Oct 9th, 2026

BambooHR announced the launch of connector for Claude.

BambooHR announced the launch of connector for Claude. 4 hours ago HR teams, managers, and employees can run reports, request and approve time off, and look up colleagues inside their Claude conversations, each scoped to the permissions that person already holds in BambooHR BambooHR(R), the leading People Intelligence Platform for small and mid-sized businesses, today announced its Claude connector, letting anyone on the team handle everyday HR work in plain language without leaving the conversation they are already in. The connector is the first built on the BambooHR MCP, a new connection layer between a customer's BambooHR account and the AI tools their teams use. The BambooHR Claude connector lets customers ask questions about their HR data, pull reports, and take action from inside Claude. Once a customer connects their BambooHR account, the connection is available in every Claude conversation, and every answer is designed to respect the permissions that person already has in BambooHR. The Claude connector continues a multi-year BambooHR effort to put AI where HR work actually happens. Customers already use Bamboo AI(TM) inside the product; the Claude connector carries the same data and the same permissions out to Claude, where much of the workday now takes place. "HR is some of the most consequential work a company does, and more of it now starts inside an AI assistant," said Brian Crofts, Chief Product Officer at BambooHR. "AI is already part of that work. Whether it helps depends on whether the system of record is in the conversation with it. The Claude connector puts the BambooHR platform right there, with the data, the controls, and the ability to act on both. Customers shouldn't have to leave the AI they prefer to reach the HR platform they trust. Now they don't." What the Claude Connector Enables for HR Teams and Leaders The BambooHR Claude connector is built first for HR admins and leaders, who have the widest access in BambooHR and the most to gain: * Reporting: An HR admin can list the saved reports they have access to, run one, and have the results summarized in plain language. * Headcount and org questions: An HR admin can ask Claude how many employees are in each department, or group employees by location, manager, or custom field. * Hiring: An HR admin can review open job postings, see how many candidates are in each pipeline, and pull recent applicants. * Work that spans systems: An HR leader can ask for an email summarizing everyone who has not had a raise in two years, and Claude will pull the BambooHR data, draft the message, and cross-reference it against other systems the customer has connected. What the Claude Connector Enables for Employees and Managers Managers and employees get answers to everyday questions directly in Claude, drawing only on what they can already see in their BambooHR account: * Time off: An employee can ask how many days they have left and submit the request from the same reply. * Who is out: A manager working through a deadline can ask who on their team is out that week and get the answer inside that planning, rather than in a separate tab. * Employee lookups: Someone drafting a message can ask for a colleague's department or reporting line and keep writing. * Goals: Someone preparing for a check-in can ask which of their goals are past due and have Claude pull them into the notes they are already writing. Customer Impact Early beta customers have used the BambooHR MCP in Claude for work that previously required weeks of manual review or outside help. "The BambooHR connector in my Claude account let me build our 2027 multi-state handbook in a week instead of a month," said Sherie Darden, Global VP of Human Resources at Advanced Input Systems. "Since our policies and the 2026 handbook are stored as files in BambooHR, Claude was able to review all of them and flag recommended updates I hadn't even considered." Availability The BambooHR Claude connector is available now in open beta and is included at no additional charge for BambooHR customers with an active Claude account.

TechStartups

Oct 7th, 2026

HireQuotient Announces an Integration with BambooHR to Bring AI-Native Recruiting to Frontline Industries.

HireQuotient Announces an Integration with BambooHR to Bring AI-Native Recruiting to Frontline Industries. San Francisco, United States, October 7th, 2026, TechnologyWire HireQuotient, a leading AI-native recruitment technology company, today announced an integration with BambooHR, the leading People Intelligence Platform for small and mid-sized businesses. The integration connects HireQuotient's flagship platform, EasySource, with BambooHR's Applicant Tracking System (ATS), empowering organizations with hyper-specialized hiring tools built specifically for frontline industries in North America. With a strong footprint serving more than 30,000 customers, BambooHR is widely recognized for its robust payroll and Applicant Tracking System (ATS) capabilities. Some employers need recruiting tools beyond applicant tracking to support high volume hiring. EasySource by HireQuotient helps to address this demand by offering an intelligent, automated operating system for proactive candidate sourcing and engagement. Supporting Hiring Needs The integration can support HR teams managing large applicant volumes. "We are thrilled to welcome HireQuotient to our partner ecosystem," said Ryan Orme, Partner Account Manager at BambooHR. "The integration gives customers another option for sourcing and candidate engagement alongside BambooHR." This strategic vision is strongly echoed on the front lines of customer success. Paul Wiscombe, Account Executive at BambooHR, noted: "HireQuotient is exciting because it helps fill important gaps for frontline hiring teams, whether through candidate texting, AI calls, or proactively finding candidates who have not yet applied. It offers employers a cost-effective way to pair BambooHR's HR platform with additional recruiting capabilities." Supporting Employers With Large Hiring Needs The integration gives organizations another way to connect recruiting and HR workflows. Dr. Bernd Waltermann, Former Chairman of BCG SEA and Board Member at HireQuotient, highlighted the strategic synergy: "Under Smarth's leadership, the team has built a deeply impactful platform that addresses the realities of today's labor market. Clients have been using BambooHR to do heavy financial transactions. This creates a definitive win-win for both companies and unprecedented value for the end user." Prateek Agrawal, Chief of Staff & Product Head of HireQuotient, emphasized the proven impact of the platform: "Our mission has always been to empower frontline industries with AI tools that deliver immediate, measurable business impact. By pairing our hyper-specialized AI sourcing capabilities with BambooHR's industry-leading platform, we aim to replicate the high-ROI success we've consistently delivered for our customers - slashing manual effort and driving real cost savings for BambooHR customers." Proven ROI Across Frontline Industries EasySource is rapidly emerging as the top AI-native recruiting platform for frontline industries in North America, delivering transformative ROI across multiple sectors: * Construction & Building Services: Delivering up to a 70% reduction in manual recruiting effort. (Read the Alliance Building Services Story) * Insurance: Achieving an 80% reduction in manual sourcing workflows. (Read the W3 Insurance Story) * Healthcare: Driving $60,000 in immediate cost savings for at-home therapy providers. (Read the Stern at Home Therapy Story) * Retail: Delivering highly efficient talent pipeline solutions for high-turnover retail environments. (Read the Retail Story) About HireQuotient HireQuotient is an AI-native recruitment technology company that helps organizations source, engage, and hire top talent with unprecedented speed and efficiency. Its flagship product, EasySource, is a hyper-specialized platform designed to automate proactive candidate outreach and streamline hiring for frontline industries across North America. About BambooHR BambooHR is a People Intelligence Platform that helps small and mid-sized businesses bring clarity to their workforce and act with confidence. As AI reshapes roles, workflows, and skill requirements, BambooHR enables organizations to understand what matters most and what to do next by unifying their people data into a complete, connected view. The platform brings together core HR, payroll, benefits administration, and talent management with embedded AI, insights, and workflows to simplify people operations and improve decision-making. With more than 30,000 customers in over 190 countries and over 3 million employee records, BambooHR helps leaders align their people, drive growth, increase efficiency, and stay compliant. Contact. Communications Manager Kunal Agrawal HireQuotient [email protected]

Yahoo Finance

Oct 1st, 2026

BambooHR partners with Employee Navigator to automate benefit deductions and payroll sync

BambooHR has partnered with Employee Navigator to create a two-way integration between benefits enrolment and payroll systems. The partnership automatically synchronises employee demographic data, benefit deductions, and employer contributions between both platforms, eliminating duplicate data entry. The integration addresses a common challenge where brokers and employers must manually enter the same information across multiple systems, which creates administrative burdens and potential data discrepancies. Employee demographic data from new hires in BambooHR flows automatically into Employee Navigator, whilst deduction data from open enrolment and life events transfers directly to BambooHR Payroll. Employee Navigator serves more than 200,000 companies and 7,000 brokers nationwide, connecting to over 600 insurance carriers, payroll companies, and third-party administrators.

BambooHR

Security Operations Manager - AI-Native

About the job