Job descriptions and pay
The role written properly, with compensation research behind the range so the number is defensible before you advertise it.
Recruiting, hiring & onboarding
From “we need someone” to “welcome to the team”.
Finding an employee is only part of hiring. Between the decision to hire and a productive first day sit about thirty small tasks, and every one of them is the kind that gets skipped when you are busy.
No recruiter retainer
Works with your ATS or without one
Managers get interview support
Not a PEO
What this is for
Hiring goes wrong in the gaps, not the interview.
Most small businesses can find candidates. What breaks is everything around the finding, and it breaks quietly.
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01
The job posting is a paragraph somebody typed on a Tuesday
No clear scope, no pay range, no must haves. The applicants who arrive are wrong, and three weeks disappear sorting that out.
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02
Four managers interviewed her and asked four different things
Two of them asked something they legally should not have. Nobody wrote anything down, and now the decision comes down to who liked her most.
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03
The offer was verbal and the details moved
Start date, rate, title and what was promised about reviews. It was all in a phone call, and the two sides remember it differently.
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04
He starts Monday and nothing is ready
No I-9, no payroll profile, no laptop, no login, no plan for day one. His first impression of the company is that it is disorganised.
We help create a hiring process that is organized, professional and easier on your managers.
What is covered
Defining the role through to day ninety.
Brandi's full hiring and onboarding list, in the order the process actually runs.
Job postings
Written to attract the person you actually want and posted where they will see it, rather than everywhere at once.
Screening and resume review
Applicants filtered against the description so your managers only spend time on people worth their time.
Interview coordination
Scheduling, candidate communication and a structured set of questions, so four interviewers assess the same things.
Checks and screening
Reference checks, background check coordination and pre employment screening, run consistently on every candidate.
Offers and documentation
Offer letters that state the terms in writing, so what was agreed is what everybody has a copy of.
Onboarding administration
New hire paperwork, I-9 coordination, payroll setup, benefits enrollment, handbook acknowledgements, equipment and system access.
Orientation and check ins
An orientation schedule, training plan, manager introductions and 30, 60 and 90 day check ins that actually happen.
How it works
Three steps, and you still choose the person.
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1
We define the role with you
What the job is, what it pays and what good looks like. Most hiring problems are decided here, before anyone applies.
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2
We run the process
Posting, screening, scheduling and communication. Your managers meet a short list instead of a pile of resumes.
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3
We handle day one
Offer, checks, paperwork and setup, so the person arrives to a desk that is ready and a plan for their first week.
This is a fit if
- You are hiring a handful of people a year, not fifty
- Managers are interviewing with no training and no structure
- A hire has not worked out recently and you are not sure why
- Onboarding currently means someone remembering on the day
Probably not if
- You want a contingency recruiter paid on a percentage of salary
- You are hiring at a volume that needs a full time in house recruiter
- You want executive search for a senior leadership role
We are not a recruiting agency and there is no placement fee, so nobody here is paid more for talking you into a higher salary. We run your hiring process. You decide who gets the job.
Client stories
What changed for them.
They completely improved our onboarding process. New employees now receive clear communication and a much more organized and professional experience.
Our onboarding process is smoother, our documentation is better, and our managers have much more confidence handling employee matters.
Their team has helped us with recruiting, onboarding, policies, benefits, and employee support. It is reassuring to know we have experienced HR help when we need it.
Questions
What owners ask about hiring support.
No. Agencies are paid a percentage of the salary when a candidate is placed, which means they are paid more when you pay more. We are not, and there is no placement fee. We run the process and you make the decision.
Either. We can write and place the posting and screen everyone who applies, or you can bring us candidates you have already sourced and we take it from there. What we do not do is headhunt passive candidates, which is an agency's job.
Yes, and a lot of clients start there. If your hiring works but people arrive to chaos, we build the onboarding process and run it. It is one of the fastest things to fix and employees notice immediately.
We coordinate both. I-9 in particular has timing requirements on the first days of employment, and it is one of the most commonly mishandled documents in a small business file.
Yes, quite a lot, and it is worth a conversation before the offer goes out rather than after. Registration, pay rules and required notices all differ, and some of it has to be in place before the first paycheck.
If you want us to. More often we prepare the questions, brief the managers and debrief afterwards, which builds the skill inside your team rather than making you dependent on us being in the room.
Tell us what is on your plate.
Twenty minutes, no pitch. Brandi will tell you what she would take on, what she would leave with you, and roughly what it costs. If you are not ready for us yet, she will say so.
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