Carry a person from offer to first salary on one checklist.
Recruitment & Onboarding carries a person from offer to first salary. The usual gaps never open. Offer, acceptance, documents collected, ID card, bank details, tax and pension numbers, uniform and tools issued all sit on one checklist with a name against each line. The employee record is made once. Payroll starts from it.
Joining a small company is usually a chair and a form. Somebody says come tomorrow. The ID copy goes into a file, the bank details go to accounts on WhatsApp, and the pension number turns up three weeks later.
A joining checklist shows the work. Each item names who owns it and when it is due, so nothing waits on a person who did not know it was theirs.
What your team uses today.
The module takes over these, one at a time, so nothing has to stop while it is set up.
- A joining form on paper
- A chat thread with the candidate
- A separate sheet for items issued
- A diary of probation dates
The problems this is meant to ease.
What recruitment & onboarding does.
What this looks like in a working week.
Illustrative scenarios, written to show the shape of the work. They are not accounts of client systems.
The people who open this every day.
From first conversation to daily use.
Mapping hiring steps
We review how you move from offer to first salary. You describe who does what. You get a written checklist back to correct.
Templates and roles
Offer letters and joining forms are copied in. You approve who owns each checklist line.
Employee record link
The candidate becomes an employee without retyping. Payroll and attendance are tested to read that record.
Trial with a recent joiner
A past joiner’s journey is replayed on the screen. Gaps in the checklist are added.
Live for the next hire
HR and managers are trained before the next joining. The paper joining form is set aside.
How you would know it is working.
Record where you stand before it goes live, so the change is measured against your own figures.
- Offers pending acceptance, by age
- Joiners with documents still outstanding
- Checklist lines not done by the joining date
- Probation reviews falling due and overdue
- Time from acceptance to a complete employee record
It is one part of a system, not an island.
A module earns its place by what it passes to the next one. These are the connections we set up most often.
- Candidate tracking
- Employee database
- Payroll management
- HR document management
- Attendance and time tracking
Products that include it.
How we would put it in.
Questions owners ask about recruitment & onboarding.
Can the new joiner fill in their own details before arriving?
Yes. A link sent after acceptance lets the joiner enter address, bank and emergency contact, and upload documents from home. HR checks the entries. Nobody types them again, so day-one delays mostly vanish.
Does this cope when we hire in batches before the season?
It does. Twenty people joining on the same Monday get the same checklist, and the screen shows which of them still lack a bank account or a safety induction.
Does this handle contract and agency staff too?
Yes, with their own checklist. Agency workers usually need police verification, a contractor reference and a shorter document list. Our software for schools and colleges handles the same step for teachers joining before an academic year.
Is a joining form on paper still acceptable?
Two or three joinings a year? Paper copes. What breaks is the sixth month, when somebody asks for a document that was filed in a cupboard by a person who has since left.
What are the main drivers of price for onboarding?
Headcount hired, templates and the links to payroll and attendance set the scope. Candidate self-service forms are an extra part. After we have read your steps, the quotation separates every part. Take out any you can do without.
What governs the date HR starts working on it?
How clearly you describe joining steps moves the schedule. Offers, checklists and the employee record sit in the starting release. Letter templates are yours to supply. The proposal gives dates.
Businesses that ask for this.
Modules that work with it.
Tell us how you handle recruitment & onboarding today.
A spreadsheet, a register or another system: say which, and we will tell you plainly what is worth changing.
What happens after you share your requirements
- A senior engineer reads your answers. Nobody phones first.
- Within one business day you get a written note: what we understood, what we would start with, and the questions we still have.
- If it fits, a proposal follows with the order of work, what we need from you and what you receive at each step.
- No call is booked and nothing is paid until you have read the note. Your details stay with us.
Start with your requirements
Seven short steps that tell us what you need. A senior engineer reads them before anyone gets in touch.
Share your requirements