Kanban for hr teams

StarLink is a leading IT compliance and next-generation threat driven solutions provider in the Middle East. They are recognized as a “Trusted Security Advisor,” a “True Value Added Distributor” and a market leader by more than 500 customers to secure critical enterprise assets.

When you want something safe, they’re the right people to ask. They are using Kanbanize in order to coordinate their HR operations internally. They use their Kanban boards to determine the right people who will have an opportunity to join this prestigious team and how their needs are met during their time in the company.

In HR, there are standard stages of a process that every employee undergoes as part of the company. The process begins at Recruiting and, at some point, Offboarding for reasons that can vary from switching companies to retirement.

The typical recruitment process will look something like this:


Mapped to a Kanban board in Kanbanize, the process steps will become columns on the board and become separated by swimlanes indicating the priority or some other type of organization structure.

Each card on the Kanban will represent an employee of Company X and will move through the phases as the employee completes parts of their training and received feedback from the company.

Recruitment could be structured like so on a Kanban board.


Vacation requests could also be visualized in a Kanban board with the following structure.


We caught up with their Human Resources department head, Mr. Adeel Mirza to find out how Kanbanize is working for them.

How would you describe what StarLink does in brief?

We provide information security services to large enterprises, parts of the government, several banks and intelligence agencies. You can check out our vendors on our website.

What is the role of your team within the company?

I’m currently the Group HR Director.

How has using Kanbanize improved your process?

Work Flow Scheduling has definitely become easier. Now, we are able to keep our 24/7 service level agreement not only with our customers but also with our employee base.

How have you structured your boards within the account?

We actually have one board with all our users on it and we track employees on it from the moment they are interviewed and start at the company to the moment they leave or retire. It’s an easy way for us to track communications and respond to their needs as quickly as possible.

What is the most useful feature of Kanbanize to you and your team?

The Kanbanize Analytics that we have made available to the line manager, as well as the team (in our case), means that it is easier to track the trends of our work, when we are completing something and when we are relegating if required.

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