Northstar Distribution · Director preview
People control centre
Human judgement. Governed automation.
Define the hire.
Define the hire.
Prove the decision.
Automate the journey.
APS connects the People work that normally lives across inboxes, spreadsheets and disconnected HR tools — from hiring intent to onboarding, probation and verified legal controls.
UK + Northern Ireland
Human decision gates
Evidence trail
Automation around judgement
APSCONTROLSynthetic preview
Today
5 decisions
What needs a person
Proof layer
Every material action has an owner.
Signal→Evidence→Approval→Audit
APS is designed so a recommendation and the employment decision remain visibly separate.
Legal Intelligence
Controlled2 changes in review
Detected rule changes cannot alter customer controls until the configured review path is complete.
One People record
Hiring intent follows the employee into probation.
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Quick navigation
Find work without hunting through modules.
Role-scoped navigation only. This preview does not claim a live AI agent or autonomous action.
People recordOne source of truth.
One source of truth.
Different access by role.
Employee identity, manager structure and employment state sit on the authoritative record. More sensitive data remains separated behind tighter permissions.
PersonRoleSiteStatusManager
3 sites
Site-aware permissions and jurisdiction context can follow the workforce record.
Private fields separated
Candidate and employee private data are intentionally separated from broad operational records.
Designed for simple use
Employee-facing actions should remain narrow, guided and understandable without HR-system training.
Leave & absenceSee capacity before
See capacity before
approving the absence.
APS is designed to automate routine eligibility and collision checks while keeping exceptions and sensitive absence decisions with authorised people.
December 2026
Coventry warehouseAssigned team capacity
Mon 782%3 away
Tue 891%1 away
Wed 974%5 away
Thu 1088%2 away
Fri 1179%4 away
2 leave requests
Annual leave2 days · warehouse team
No collisionAnnual leave5 days · operations
Capacity riskDemo only: APS does not auto-reject sensitive or exceptional leave cases from a synthetic capacity score.
Absence signal
Patterns are prompts for review, not diagnoses.
3.1%Rolling absence rateOrganisation
4Return-to-work conversationsOutstanding
0Automated adverse actionsBy design
Recruitment OSStart with success.
Start with success.
Not a recycled job description.
The Success Blueprint structures what matters, the AI interview gathers job-related evidence, and the Decision Passport records the accountable human outcome.
Success Blueprint
Define job-related outcomes and the evidence you need before opening the vacancy.
Exploring a stage does not approve a decision. Invented records and a simulated interview only.Maya Campbell · Warehouse Team Lead
Success Blueprint, interview and named human decision completed before onboarding.
18 applicants6 interviews3 reviews
Replay hiring workflow
Interview on their terms.
Thinking time, text fallback and transparent AI disclosure are designed into the interview protocol.
Open candidate interview →AI recommends. A person signs.
Material hiring outcomes are separated from AI evidence and recorded to an accountable reviewer.
Historical Decision Passport™ · APS-CAN-121
Human decision recordedMaya Campbell · Warehouse Team Lead
AI evidence positionStrong shortlistAdvisory only
Evidence confidenceHighSource-linked
Human outcomeProgressed by Leila AhmedRationale and timestamp recorded
Challenge routeEnabledCandidate-facing
OnboardingThe hire is not finished
The hire is not finished
when the offer is signed.
APS converts the approved hire into an owned onboarding plan. The same outcomes defined before recruitment become context for the employee's first months.
Historical pre-start snapshot · 8 September
56% readyMaya Campbell · Warehouse Team Lead
Overall readiness: 5 of 9 required steps complete (56%). This card shows five key milestones.
7 active journeys
Routine reminders and task creation can run automatically; exceptions remain visible.
5 on track2 need attention0 blocked by system error
What success meant before the hire does not disappear after the hire.
Establish credibilityDiagnose operational weaknessDeliver process improvementChallenge constructively
ProbationReview against the job
Review against the job
you actually hired them to do.
Probation evidence is anchored back to the Success Blueprint rather than vague recollection. The outcome remains an explicit human decision.
Current snapshot · 30 November 2026
Decision dueMaya Campbell · Warehouse Team Lead
Team credibilityStrong evidenceManager + onboarding evidence
Daily control routineDeliveredObserved for 6 weeks
Exception escalationDevelopingTargeted support still active
Safety leadershipStrong evidenceNo outstanding concerns
Human outcome required
5 reviews due
2 ready for decision2 evidence gathering1 manager reminder sent
No silent auto-fail.
Probation outcomes require an authorised person. APS can prepare evidence and reminders but cannot complete the employment decision on their behalf.
Legal IntelligenceDetect change.
Detect change.
Verify before action.
APS separates Great Britain and Northern Ireland rule packs and keeps detected changes out of operational controls until the configured expert review path is complete.
Change review queue
Synthetic rulesDetected does not mean applied.
SYN-GB-RECRUIT-002Recruitment candidate notice
GBAwaiting expert reviewSYN-GB-ONBOARD-003Future onboarding control
GBFuture-datedMachine detection is not legal authority.
Detected items are versioned and queued rather than silently becoming employment rules.
NI is not a GB fallback.
Northern Ireland stays distinct in the resolver and scenario harness.
Approval level travels with the rule.
Rules can notify, prepare changes for approval or require expert review depending on the control.