Loading...
Loading...
Screening, assessments, onboarding structure, policies, and light analytics - without enterprise contracts, long setup, or an HR department to run it.
What’s at stake
Founders and early operators juggle hiring and HR alongside product and ops - there’s no room for heavy systems or long setup.
Without a clear bar, gut-based choices stack into skill and culture gaps that get expensive to unwind as you grow.
What worked at ten people cracks at thirty - onboarding stalls, training never lands, and “we’ll write that policy later” becomes liability.
You still need credible hiring and HR outcomes - without enterprise price tags, contracts, or a team to run the stack.
What you get
Hire with structure, onboard with clarity, and stay policy-ready - so your next stage doesn’t force a painful reset.
Even when you’re wearing five hats, you see who fits the role first - without reading every application by hand.
Ready-to-go assessments for engineers, PMs, sales, marketing, and ops - so you’re not drafting from a blank page.
30/60/90-day structure without a full L&D team - people know expectations and you see progress from week one.
Leave, conduct, remote work, and the basics - drafted in minutes so you’re covered before the first tricky situation.
A simple org picture that stays current - new hires orient faster; leadership sees structure as you add heads.
Pipeline and early team signals in one place - so fundraising and hiring conversations rest on facts, not memory.
Your path
Screen applicants, spin up assessments, and generate core policies the same day you sign up - no months-long implementation.
AI-assisted screening plus role checks from hire one - structure before you hire a dedicated people team.
More roles, managers, and modules when you need them - same platform from single digits to triple digits.
Grows with your headcount
Use what you need now, add training, analytics, and enterprise controls later - same product from a handful of people to hundreds.