AC
Office coordinator
Interview scorecard · sampleRole knowledge: 4 / 5Communication: 3 / 5Recruiter review required
FROM APPLICATION TO EMPLOYEE FILE
Hiring and HR,
in one place.
One record follows your people.
Bring hiring, onboarding, time off, documents and reviews together—without retyping between systems.
Have drivers? DOT compliance is built in.
AppliedHiredEmployeeFiles
AC
PERSON RECORD · SAMPLE-001
Avery Cole
Office coordinator
Emailavery.cole@example.com
DepartmentOperations
Application receivedApplied
Offer e-signedHired
Employee record createdEmployee
Documents in one placeFiles
Same record throughoutNo re-entry
The details you collect keep moving with the person.
HiringOnboardingEveryday HRDriver compliance
The next stage starts
with the same record.
- 01HireApplication to signed offer
- 02WelcomeEmployee file and onboarding
- 03ManageEveryday HR and documents
01 / FIND YOUR NEXT PERSON
See the person.
Move the hiring forward.
Applications arrive from your careers page, job feeds or text-to-apply. Review the candidate, schedule the interview, and move the same record through each stage.
Open a name to see the candidate record. Drag the grip, use ← / → on a card, or choose “Move to.”
Applied1
Screening1
JE
CDL driver
Knockout: failedInterview scorecard · sampleRole knowledge: 4 / 5Communication: 3 / 5Recruiter review required
Interview1
MR
Operations manager
AI screening suggestionSample summary: operations experience matches the role. Confirm team-management scope in the interview.
Interview scorecard · sampleRole knowledge: 4 / 5Communication: 3 / 5Recruiter review required
Offer1
CB
CDL driver
Interview scorecard · sampleRole knowledge: 4 / 5Communication: 3 / 5Recruiter review required
Onboarding1
TQ
Office coordinator
Interview scorecard · sampleRole knowledge: 4 / 5Communication: 3 / 5Recruiter review required
Hired1
RS
CDL driver
Interview scorecard · sampleRole knowledge: 4 / 5Communication: 3 / 5Recruiter review required
Employee recordOnboarding: 0 of 5 tasksDQ file: 0 of 6
Six sample people. One path from application to employee.
Bring the role into the review. Knockout questions and interview scorecards keep the job’s requirements beside the candidate.
Let candidates find a time. Self-scheduling and video interviews stay inside the hiring flow.
02 / MAKE THE HANDOFF
Signed offer.
Employee record.
Same person.
Generate an offer from a template. Collect the e-signature. On hire, the employee record appears automatically with the details you already have.
Onboarding tasks and document collection continue in the candidate portal.
See the complete flowOffer → employee fileSAMPLE RECORD
OFFER LETTER · TEMPLATE
Welcome, Avery Cole.
Name
{{recipient_name}}Role
{{job_title}}Avery ColeE-signed
Hire creates the employee record
01Employee
Avery Cole
SAMPLE-001 · Operations
Onboarding0 of 5 tasks
Candidate portal · Tasks and documents
Confirm profile detailsSubmit requested documentsReview and sign policies
03 / KEEP THE DETAILS TOGETHER
Good HR keeps going
after the hire.
Give employees a simple way to request time off. Give HR the records, approvals, policies and review tools to manage what comes next.
Everyday HRINTERACTIVE EXAMPLE · FICTIONAL PEOPLE
Explore the workspaceA request from the employee.
A decision from HR.
Send a portal link. The employee enters their first day away and return date. HR approves or denies the request, and the employee sees the result.
EMPLOYEE PORTALEmail + PIN access
HL
Hi, Harper.
Harper Lane · Warehouse
Your requestPending
HR WORKSPACE1 pending
Leave requests
HL
Harper Lane
PendingVacation · Warehouse
- First day away
- Sep 16, 2026
- Return to work
- Sep 21, 2026
- Working days
- 3 days
- Comment
- Family event
Awaiting HR review.
Balances and accruals stay with the employee.
PTO policies and request history are part of the same HR workspace.
Try approving or denying the example. The status changes in the employee portal. No real request is sent.
The employee file
starts with the application.
Profiles, departments, reporting lines and job history stay together. Open the record with the information already collected during hiring.
Employee record
FICTIONAL EXAMPLEAC
SAMPLE-001
EmployeeAvery Cole
Office coordinator · Operations
- Reports to
- Cameron Vale
- Department
- Operations
- Job history
- Office coordinator
Created from the hired candidate.
The details are already here.
Performance reviews
One cycle. Three perspectives.
SelfManagerPeer
Private document vault
Offer letterHR document
Medical documentAdmin only
Medical documents restricted to administrators end to end.
Employee directory
EXAMPLEAC
Avery Cole
ActiveOffice coordinator · Operations
avery.cole@example.comHL
Harper Lane
ActiveWarehouse associate · Warehouse
harper.lane@example.comRS
Riley Shaw
ActiveCDL driver · Transportation
riley.shaw@example.comFictional employee records.
Signed policies.
Documented reviews.
Send policies in bulk with reminders and per-person attestation evidence. Run performance reviews with self, manager and peer perspectives.
Policy signatures
SAMPLEEmployee handbookAvery Cole
SignedAttestation evidencePer person
Send policies in bulk. Keep the evidence and follow up with automatic reminders.
Performance review
EXAMPLEAC
Avery Cole
Office coordinator · Operations
Self reviewSubmitted
Manager reviewIn progress
Peer reviewPending
One review cycle, with each perspective kept together.
A clear close
to the employee journey.
Track offboarding work alongside the employee record. Keep the departure details and task progress visible to HR.
Offboarding
FICTIONAL EXAMPLERBIn progress
Rowan Bell
Mechanic · Maintenance
Voluntary resignationLast day: Sep 18, 2026
Task progress4 of 14 tasks
IF YOU HAVE DRIVERS
The same record.
A dispatch answer
you can read.
The DQ file is built from the person’s existing record. DOT §391 documents, MVR tracking, Clearinghouse queries and med card expiries stay connected to the employee file.
Every required check must pass. Missing data means DO NOT DISPATCH. An expired date fails, too.
Try the sample checklist. This is a six-check product demonstration, not a determination for a real driver.
Jordan Ellis
INTERACTIVE DEMODriver qualification file
Demo today September 8, 2026
DISPATCH ANSWERDO NOT DISPATCH
Clearinghouse query data unknown.
KEEP AN EYE ON WHAT’S NEXT
Dates move.
Your view should, too.
Med cards, CDLs, annual reviews, MVRs and recert training have different deadlines. Credential expiry alerts help keep those dates in view.
90-DAY EXPIRY RADAR · FICTIONAL FLEET
Eight drivers. One view.
8 / 8dispatchable in this sample
Driver / credential
Day 0306090
StatusJordan EllisMed card
UpcomingDue in 9 days
Casey BrooksCDL
UpcomingDue in 18 days
Riley ShawAnnual review
UpcomingDue in 28 days
Quinn ParkerMVR due
UpcomingDue in 36 days
Drew LaneRecert training
UpcomingDue in 47 days
Skyler HayesMed card
UpcomingDue in 61 days
Dakota WellsCDL
UpcomingDue in 74 days
Cameron BlakeMVR due
UpcomingDue in 86 days
All eight sample drivers have an upcoming deadline. No credential is due or expired today.
Sample rule: all other checks are valid. A credential is due on its deadline and expired the next day; expired credentials reduce the dispatchable count.
ASSISTANCE INSIDE THE HIRING FLOW
A second read.
You make the call.
Parse a resume. Compare a candidate against the job. Review an interview transcript. Check a job description for bias. These are suggestions for a recruiter to review, never automatic hiring decisions.
Hiring reviewAI suggestion
Candidate scoring against the job
01
Job requirements and candidate information
02
Assistive analysis inside the hiring flow
03
Recruiter reviews the result
THE PERSON MAKES THE DECISION
THE PLATFORM, AT A GLANCE
The full HR workspace.
Already connected.
From the first application to ongoing HR, with DOT and safety compliance for companies that need it.
Hiring
- Kanban, knockout questions and interview scorecards
- Company careers pages, RSS and Indeed XML feeds
- Chat/text apply, self-scheduling and video interviews
- LinkedIn and CareerPlug links
Onboarding, offboarding & e-sign
- Candidate portal, onboarding and offboarding task tracking
- Document templates with variables
- E-signed offers and automatic reminders
- Bulk policies with per-person attestation evidence
Employee records
- Profiles, org structure and job history
- PTO accrual policies and email + PIN time-off portal
- Self, manager and peer performance reviews
- Private HR document vault
AI assistance
- Resume parsing
- Candidate scoring against the job
- Interview-transcript analysis
- Job-description bias check
DOT & safety compliance
- DQ checklist, Clearinghouse queries and MVR tracking
- Med card and credential expiry alerts
- Background checks, disciplinary actions and training recertification
- OSHA 300 / 300A log with ITA e-file export
Reports & audit
- Create, change, delete and sign-in events
- User, time and IP recorded
- Complete per-company audit log
- CSV exports
Security & trust
- Strict per-company data isolation
- Microsoft 365 SSO and authenticator-app 2FA
- Per-session revocation and company IP allowlists
- GDPR export and erasure
Connect the tools you already use.
Microsoft 365 / Outlook mail and calendar · Google Calendar · LinkedIn · CareerPlug · Checkr background checks · Outbound webhooks
TRUST IS IN THE DETAILS
Specific controls.
Clear records.
HR holds information that needs boundaries. Access, audit history and recovery are part of the platform.
- Your company’s data stays separate.Multi-tenant architecture with strict per-company isolation.
- Control who gets in.Microsoft 365 single sign-on, authenticator-app 2FA, per-session revocation and per-company IP allowlists.
- Medical documents have their own boundary.Administrator-only access end to end for the ADA separate-file rule.
- Keep a record of what happened.Every create, change, delete and sign-in logged with user, time and IP. A complete audit log per company, with CSV exports.
- Support data rights.GDPR export and erasure.
- Have a recovery path.Hourly backups and point-in-time database recovery.
- Check changes before they ship.Automated tests on a real database and a rehearsed backup restore are required before every release.
SEE IT WITH YOUR TEAM
See how your
HR work connects.
Tell us about your team. We’ll walk through hiring, everyday HR and, if you employ drivers, the compliance tools built in.
Book a demo
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