Weekly probation review sweep from CharlieHR

Every Monday at 9am (company time), run a probation-end review sweep across the whole company and prep the manager touchpoints so nobody's probation window slips.

Build this as an agent workflow with a weekly cron trigger. Treat probation length as a configurable input, defaulting to 3 months from start_date, with an optional override per team or per person (some teams use 6 months). Also expose the reminder window (default: probation end is 7 to 10 days away) and a fallback Slack channel (default: #people-ops) as configurable inputs.

Each run:

1. Use CharlieHR List Team Members to fetch everyone active. For each person, compute probation_end = start_date + probation_length. Keep only people where probation_end is between 7 and 10 days from today. CharlieHR is not in pollProviders, so this cron-plus-in-workflow-filter pattern is correct.

2. For every match, call CharlieHR Get Team Member to pick up the full profile including role, team, start date, and the manager relationship.

3. Before doing anything else for that person, call CharlieHR List Team Member Notes and skip them if a note with the marker "probation-review-reminder" already exists for this probation cycle. This is the idempotency guard so the same manager never gets pinged twice.

4. Use Google Docs Create Document to spin up a review doc titled "[Employee Name] — Probation Review — [probation_end YYYY-MM-DD]". Then use Google Docs Batch Update Document to fill in a pre-populated template with these sections: employee snapshot (name, role, team, start date, probation end date, manager), performance highlights, areas to develop, goals for next quarter, and a decision block with three options (confirm probation, extend probation, end probation). Leave placeholders for the manager to fill in.

5. Use Slack Bot Send a Message to DM the direct manager a short prep brief. Write the DM in a warm, action-oriented tone, first person, no jargon. Include: employee name, role, team, start date, days until probation ends, a direct link to the freshly created Google Doc, and a clear nudge to schedule the review conversation this week. If the manager can't be resolved from the CharlieHR profile (missing manager field, no Slack account, etc.), fall back to posting in the configured People Ops channel with the same context.

6. After the DM (or fallback message) sends successfully, call CharlieHR Create Team Member Note on that employee with a body that includes the marker "probation-review-reminder" plus today's date and the Google Doc URL. This is what future runs read to know the reminder already fired.

Also produce a small run summary at the end: how many people were in the probation window, how many reminders were sent, how many were skipped as already-notified, and how many fell back to the People Ops channel. Post that summary in the People Ops channel so the team has a weekly heartbeat that the sweep ran.

Tone for all manager-facing copy: warm, respectful of the manager's time, one short paragraph plus a bullet list of the key facts and a single action ask. Never quote the employee's salary or sensitive review history in the DM.