For in-house hiring & people teams

Hiring and HR, finally in the same place.

One system from the job opening to the leaver's last day — screening, offers, onboarding, time, leave, payroll, equipment and offboarding. Nobody gets typed in twice.

Start free See how onboarding works

You've outgrown the spreadsheets but you're not buying enterprise HR.

A cheap hiring tool that forgets the person the moment they accept.
A leave spreadsheet that only one person really understands.
A separate signing tool, billed separately, for two documents a month.
Every new hire retyped into a second system — with the errors that creates.
Onboarding as a checklist in a document, done slightly differently each time.
Nobody entirely sure who still has the old laptop, or which logins the last leaver kept.

You're at the size where this breaks, and below the size where a six-figure HR platform and its implementation project make any sense.

Hiring

Fill the role without reading four hundred CVs.

A careers page you don't have to build, with your branding, plus a feed you can embed in your own site.
Every CV scored and summarised on arrival — strengths, concerns, seniority, expected pay — and ranked against that specific role.
Candidates book their own interviews against your real calendar. No scheduling thread.
Scorecards your hiring managers actually fill in, against criteria agreed before anyone interviewed.
Offer generated and signed on a link — no separate signing subscription.

Onboarding

They accept in the morning. They're set up by lunch.

One click turns your new hire into an employee record, and the onboarding runs from there.

Contract generated from your own Word template and sent for signature — legal's wording, none of the copy-pasting.
The documents their role requires get requested, chased and reviewed, so you always know who's outstanding.
Equipment assigned and signed for. System access granted and recorded.
Probation reminders and welcome emails schedule themselves.
Their own login, from day one, for timesheets, leave, documents and payslips.

People operations

The admin stops arriving in your inbox.

Employees enter their own time, leave, sick leave, documents and payment details. You approve by exception.
One leave calendar the whole company can see, respecting company and team non-working days and your holiday calendars.
Payroll from data already captured — attendance, contract terms, bonuses and allowances — with payslips printed and emailed from the same place.
Goals, tasks and one-to-ones recorded, so career conversations exist as a record rather than a memory.
Equipment and access tracked per person, and on their last day, closed out with proof.

One person, one record, start to finish.

You open a role. It publishes to your careers page and your own site.

Applications arrive pre-scored and summarised. You shortlist from a ranked list.

They book their own interview. The panel files scorecards and records a decision.

The offer goes out and comes back signed.

One click and they're an employee: contract, documents, equipment, access, probation timer.

From then on they file their own time and leave. Payroll runs from it. Goals and reviews sit on the record.

When they leave, the same record runs the exit — what's owed, what comes back, and proof every login is closed.

Fair questions

We're not big enough for an HR system.

Then don't buy one — start with hiring, and turn the rest on when the spreadsheet next breaks. It's the same system either way, so there's no migration waiting for you later.

We already have an HR tool.

Most of them start at the employee. This starts at the applicant, which is why nothing gets retyped when someone is hired. If your current tool asks you to enter a new hire from scratch, that's the difference.

Can we get our own contracts and documents in?

Yes — upload your existing contract as a Word template with the fields marked, and it merges and signs from there. Your legal wording, unchanged.

Who else uses it?

We're early, and we'd rather say so than pad a page with logos. In exchange you get direct access to the people building it and a product you can evaluate yourself without talking to sales.