Hiring and onboarding stop starting from a blank page.
The HR lane writes the job post, screens the replies against what you said matters, runs the onboarding packet, tracks time off and keeps the file you will be very glad exists.
One config, written from your answers, drives every node on every lane.
What today looks like
You already know how this part goes.
Every hire starts with writing a job post from nothing, at the point you are already short-handed.
Onboarding is a folder somebody meant to send and did not.
Time off lives in text messages, which works fine until the week it does not.
The nodes on this lane
Each one handles its piece the way you would.
Every node reads the same config. When your answer changes, the behaviour changes with it.
- 01
Recruiter
Writes the post, puts it where your people actually look, and screens replies against what you told it matters.
- 02
Onboarder
Sends the packet, chases the signatures, and makes sure day one has everything ready.
- 03
Timekeeper
Handles time off requests against your rules and keeps the schedule honest.
- 04
Recordkeeper
Keeps the file current as it happens, so you are not reconstructing a year of it later.
A day on this lane
What it actually does while you work.
Day 1
You say you need another tech. The post is drafted in your voice and waiting for your approval that afternoon.
Day 3
Nineteen replies. Five meet what you said matters and are summarized in a paragraph each.
Day 9
An offer goes out, signed and back the same day. The onboarding packet sends itself.
Day 14
Day one arrives with the paperwork done, the accounts made, and nobody scrambling.
Ongoing
Time off requests get answered against your rules, and the ones that conflict come to you.
What it plugs into
It works inside the tools you already pay for.
- Indeed, Facebook groups, and wherever your people actually look
- E-signature for offers and handbooks
- Your payroll provider
- Calendar and SMS
If something you rely on has no way in, we tell you during the consultation rather than after you have signed.
Guardrails
What it will never do without you.
- It never makes the hire and never makes the firing decision. It gets you to a short list.
- It stays inside the questions you are legally allowed to ask.
- Anything with legal weight goes to you and your attorney, not into an automated reply.
What we ask you
A real sample from the HR consultation.
There are a lot more than five. These are the ones that shape the most of your config, so you can see what kind of answers we are after before you sit down with us.
- Q1What does a good hire look like for you, honestly, beyond the resume?
- Q2What is in your onboarding today, and what gets skipped when you are busy?
- Q3How does somebody ask for a day off right now?
- Q4What has gone wrong with a hire before that you never want repeated?
- Q5Who signs what, and who needs to know about it?
Questions about this lane
Is this legal advice?
No. The lane keeps your process consistent and your records straight. Employment law questions go to your attorney, and the lane is built to route them there rather than answer them.
We are five people. Is this overkill?
At five people the value is mostly onboarding and records, which is exactly what small crews skip and later regret. You can open this lane narrow and grow it.
Can it handle scheduling too?
Crew scheduling sits in the operations lane, and the two share your configuration, so time off and the schedule stay in agreement.
Open the HR lane first.
Tell us how this part of your business runs today. You will leave the first call knowing whether this is the lane worth opening, even if the answer is that another one matters more.
The other lanes