fynk lets you create offer letters from approved templates, route them through clear approval steps, and collect digital signatures in one workflow. No email forwarding, no version confusion, and no waiting for manual updates.

Yes. You can build one approved contract structure using Templates, Dynamic Fields and Conditional Logic, allowing safe adjustments (like role, salary, or entity) while protecting critical clauses from accidental changes.

Approvals are managed through Checkpoints. You define who needs to review or approve, and the contract cannot move forward until that step is completed. All participants are notified automatically, and status is visible at any time.

Yes. Dashboards and Kanban-style Stages give you a clear overview of what is drafted, under review, sent for signature, or signed. HR, Legal, and hiring managers can see status without chasing updates.

fynk supports SES (Simple Electronic Signature), AES (Advanced Electronic Signature), and QES (Qualified Electronic Signature). This allows you to choose the appropriate level of compliance depending on role, country, and regulatory requirements.

Yes. You can bulk upload existing contracts from shared drives or inboxes. AI-powered data extraction pulls key details such as start dates, notice periods, and contract types automatically, turning static PDFs into structured data.

Key dates and durations can be extracted automatically and structured as Metadata. You can then set reminders and track probation periods, notice deadlines, and contract end dates centrally. You can also track specific KPIs in custom Dashboards.

Yes. fynk supports multi-entity setups, allowing you to manage different companies, templates, and workflows within one workspace while keeping data clearly separated.

Yes. fynk is built with a European, GDPR-first approach. Data is handled according to strict European data protection standards, making it suitable for HR teams operating across EU markets.

HR teams can use fynk independently for offer letters, employment contracts, and approvals. Legal can be involved where needed through defined checkpoints, but HR retains clear ownership of the hiring workflow.