Hire and onboard
Hiring one barista shouldn't require an HR platform — but doing it from memory is how interviews double-book and first days start with no login and no plan. This pack keeps the admin straight: who applied, when they're coming in, what you'll cover, and what must be ready before they start.
For: Small businesses hiring a few roles a year, without an HR team.
What “done” looks like: Done: every applicant is on one list with a next step, interviews are scheduled and planned around the job, and the new hire's first week is ready before they walk in.
The flow
- Step 1Track who appliedCandidate Tracker
Applications start arriving and the pile needs one list.
You decide: Who moves forward. The tracker records your decisions — it doesn't make them.
- Step 2Schedule the interviewsInterview Schedule
It's time to set the actual times.
All candidates come over — you delete the ones you're not interviewing.
- Step 3Plan each interviewInterview Agenda
Before each interview — topics, minutes, and who asks.
You decide: Your criteria, defined by the job. The agenda holds factual notes, not rankings.
- Step 4Get ready for their startOnboarding Checklist
They said yes — list everything that must exist before day one.
Record any equipment handed over; the property-return receipt closes that loop if they ever leave.
- Step 5Plan the first weekFirst-Week Plan
The final piece — a day-by-day first week you can hand them on arrival.
The new hire's name, role and start date carry over; the start date becomes the week.
Interviews rarely happen at a desk you control. The agenda prints clean with an empty notes column — run it from a phone or on paper, and write facts, not scores.
What you get
This is the actual Interview Agenda before you type anything — brackets are the blanks you fill. Every document downloads as PDF or Word.
| Topic (job-related) | Minutes | Who asks | Notes (facts) |
|---|
What this pack doesn’t do
- No scores, rankings or hiring recommendations — the documents record your process; the decision stays yours.
- Background checks, I-9 and E-Verify are separate, regulated processes this pack doesn't touch.
- Pay, offer letters and employment terms aren't here — those are commitments with their own rules, not scheduling admin.
Questions people actually ask
- Why is there no scorecard?
- Numeric scores feel objective but invite comparisons a small business can't stand behind. The agenda keeps notes factual and job-related — what was said and shown, in your own criteria.
- What should interview topics stick to?
- The job: skills, experience, availability. EEOC guidance says to keep pre-hire questions limited to what determines qualification — topics like age, family plans and health invite discrimination risk, so keep them off these documents. Rules also vary by state.
- Where does candidate information go?
- In this browser, and in the files you download — sent to us only for the moment a file is produced, and not kept. Names are optional and there are no contact fields.
These documents organize and record your hiring admin. They do not score, rank or compare candidates, make hiring decisions, or cover background checks, I-9/E-Verify, pay or employment terms — those have their own rules.