End-to-end hiring workflow from job posting to offer acceptance.
Ensure all approvals, budget and role details before opening a position.
Prepare interview panels, questions and evaluation criteria.
Standardise resume screening and shortlisting criteria.
Verify education, employment history and criminal records.
Structured questions and steps for contacting candidate references.
Cover responsibilities, qualifications, benefits and SEO keywords.
Verify salary, benefits, start date and legal clauses before sending.
Ensure inclusive language, diverse panels and equitable processes.
Plan campus drives, presentations, tests and offer rollouts.
Adapt screening, interviews and onboarding for remote candidates.
Evaluate AI tools for sourcing, screening and bias mitigation.
Complete onboarding workflow from day one to first review.
Workspace setup, introductions, IT access and welcome kit.
Tax forms, NDAs, policy acknowledgements and emergency contacts.
Provision laptop, email, software licences and security training.
Ship equipment, schedule virtual intros and set up remote tools.
Assign mentors, set learning goals and plan project milestones.
Introduce team, clarify expectations and align on goals.
Schedule product training, compliance modules and role-specific sessions.
Set milestone goals for the first three months of employment.
Send welcome email, documents and access credentials before day one.
Stay current with federal and state employment law updates.
Review accommodations, accessibility and interactive process steps.
Track eligibility, notice requirements and return-to-work steps.
Secure personal data, consent forms and retention schedules.
Standardise questions and scoring for consistent candidate evaluation.
Prepare STAR-based questions to assess past performance.
Set up coding challenges, system design prompts and rubrics.
Cover role fit, salary expectations and availability efficiently.
Test tech setup, lighting and structured question flow.
Coordinate panellists, assign question areas and align scoring.
Brief hiring managers on role requirements and evaluation criteria.
Define competencies, rating scales and decision thresholds.
Collect feedback, compare scores and make data-driven decisions.
Prepare self-assessments, manager reviews and development plans.
Document achievements, areas for growth and compensation changes.
Define measurable objectives aligned with company strategy.
Set clear expectations, timelines and support for underperformers.
Collect peer, manager and direct report feedback systematically.
Check progress on goals and adjust priorities for the second half.
Summarise yearly performance, calibrate ratings and plan next year.
Cover resignation acceptance, handover and final settlements.
Document cause, legal review and communication plan.
Plan notifications, severance, WARN Act compliance and support.
Capture critical knowledge, documentation and project handoffs.
Gather candid feedback on culture, management and improvements.
Revoke access, recover devices and archive accounts.
Process last pay, PTO payout, COBRA and benefits termination.
Cover blockers, priorities and quick feedback in 30 minutes.
Review goal progress, career growth and team dynamics.
Connect with indirect reports on engagement and concerns.
Reflect on yearly achievements and set expectations for next year.
Build rapport, understand working styles and align on expectations.
Ensure video-on, structured agenda and follow-up action items.
Align pay bands, budget allocation and market benchmarks.
Evaluate performance, tenure and equity before approving raises.
Guide employees through health, dental, vision and 401k options.
Analyse compensation gaps across gender, race and role levels.
Define eligibility, metrics, payout timelines and communication.
Plan timelines, materials, sessions and deadline reminders.
Design questions, set cadence and plan action on results.
Track engagement drivers like recognition, growth and belonging.
Run quick check-ins on morale, workload and manager support.
Measure satisfaction with role, compensation and work environment.
Evaluate values alignment, inclusion and team collaboration.
Plan events, budgets and participation for in-person and remote teams.
Review policies, compliance, records and process effectiveness.
Verify completeness of employee records and documentation.
Check tax withholdings, overtime calculations and deductions.
Confirm enrolment accuracy, vendor contracts and cost trends.
Update policies for legal changes and company practice shifts.
Establish payroll, policies, compliance and HR infrastructure.
Navigate offer letters, tax setup and onboarding for employee #1.
Draft essential policies, code of conduct and benefits overview.
Evaluate HRIS, ATS, payroll and engagement tools for startups.
Cover EIN, state registration, labor law posters and insurance.
Register under state-specific Shops & Establishments Act with required documentation.
Ensure EPF registration, contributions, returns and EPFO compliance.
Manage ESI registration, contribution rates and employee coverage thresholds.
Register and remit professional tax per state-specific slabs and deadlines.
Track eligibility, calculations and Form F/I/Q under the Payment of Gratuity Act.
Calculate and distribute statutory bonus per the Payment of Bonus Act 1965.
Constitute ICC, conduct training and maintain complaint redressal mechanisms.
Contribute to state labor welfare funds per applicable rates and deadlines.
Verify wage rates against central and state minimum wage notifications.
Prepare for the four new labor codes covering wages, social security, OSH and IR.
Maintain mandatory registers for wages, attendance, leave, fines and overtime.
File annual statutory returns for PF, ESI and professional tax on time.
Ensure compliance with minimum wage, overtime and recordkeeping requirements.
Manage FMLA eligibility, notice requirements and job restoration obligations.
Review accommodations, interactive process and accessibility requirements.
Ensure non-discrimination policies and reporting are up to date.
Inspect workplace hazards, training records and incident reports.
Audit I-9 forms for completeness, accuracy and timely reverification.
Manage qualifying events, election notices and premium collection timelines.
Track ALE status, offer coverage and file Forms 1094-C and 1095-C.
Protect employee health information with privacy and security safeguards.
Correctly classify workers to avoid misclassification penalties.
Meet salary disclosure requirements across jurisdictions.
Prepare and submit annual EEO-1 Component 1 data to the EEOC.
Track varying state requirements for wages, leave, posting and reporting.
Ensure plan documents, SPDs, fiduciary duties and Form 5500 compliance.