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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.
Free tier, no card, no lock-in—see ranked candidates and core HR pieces in place quickly.