One simple platform for hiring and onboarding
HoistHR connects interview management, candidate tracking, onboarding, documents, collaboration and status visibility, so your whole team works from one clear picture.
Hiring should not live in six different tools
Nothing talks to anything else, so candidates go cold, feedback gets lost, and the handoff from hired to first day is a scramble every time.
One connected workflow
Every interview, score, candidate stage and onboarding task lives in the same place. The person who said yes on Friday has a laptop, an account and a first task waiting on Monday.
Everything from first interview to first week
Six capabilities for hiring and onboarding, one workflow, without the enterprise complexity you will never use.
Panels that run themselves
Schedule interviews, organize panels and assign each interviewer the competencies they own.
- The candidate picks a time with no login
- Double booking is checked for everyone
- An overdue interview says so
The decision follows the evidence
Consistent questions and an anchored rating scale for every candidate in a role, so the outcome is not decided by the loudest voice in the debrief.
- Each panelist scores independently
- Scores stay hidden until you submit your own
- Divergence is flagged for the debrief
| Competency | You | Panel |
|---|---|---|
| Problem solving | Hidden until you submit | |
| Communication | Hidden until you submit | |
| Ownership | Hidden until you submit |
Nobody stalls in silence
One board shows every candidate's stage at a glance, from first screen through offer.
- A careers page on your own domain
- Resumes parsed on upload
- Repeat applicants matched to their existing record
| Candidate | Problem solving | Communication | Ownership |
|---|---|---|---|
| A. Rivera | |||
| M. Chen | |||
| L. Park |
An accepted offer becomes a plan
Accounts, equipment, documents, introductions and a first week plan, each with an owner and a due date.
- Templates by role
- Tasks go to HR, the manager, IT or the new hire
- Runs through the first 90 days
Ready for day one, and you can see it
Collect signed offers, tax forms and policy acknowledgements without chasing email threads.
- See who is ready and who is missing something
- The I-9 handled as a form with its deadlines
- Overdue items surfaced before they matter
Loop in one more person, freely
Hiring managers, recruiters and interviewers work from shared notes and ratings, with unlimited team members on every requisition.
- One person can hold more than one role
- Everyone sees who still owes feedback
- The record carries on after the hire
The same record runs the rest of employment
Onboarding is where teams start. The employee record, time, performance and reporting are why they stay.
One record, hiring history included
The person you interviewed is the person on the payroll. The record that started with an application carries the role, the manager, the documents and every change since.
- Interview notes and the signed offer stay with the employee
- Changes to pay, role or manager go through approval
- Documents are kept on the record, not in a shared drive
Requests, approvals and timesheets in one place
Time off follows the policy you set, and time worked follows an approval path, so nobody reconciles a calendar against a spreadsheet at the end of the period.
- Time off balances accrue by policy
- Managers approve requests and timesheets
- Approved time is ready for payroll
Reviews that start from what was agreed
The goals set at the 30, 60 and 90 day check-ins do not disappear when onboarding ends. They become the starting point for the first review.
- Goals carry over from the onboarding plan
- Reviews, goals and feedback sit on the employee record
- Managers see what is due and what is overdue
Answers without an export
Headcount, hiring and onboarding figures come from the same record, so the report matches what people see on screen. The compliance items carry their own deadlines.
- Build your own reports from live data
- Form I-9 deadlines are tracked, not remembered
- Access follows the role, and changes leave an audit trail
Built for growing and mid-market teams
The ones who have outgrown a hiring spreadsheet but do not need, or want to pay for, an enterprise HR suite with a six month implementation.
If two or three of these sound familiar, HoistHR will feel like a relief and not another tool to maintain.
- You are hiring for several roles at once and losing track of where candidates stand.
- Interview feedback is scattered across inboxes and docs, so decisions drag.
- Your panels disagree, and the debrief comes down to whoever argues hardest.
- Onboarding is different every time, and new hires wait on tasks nobody is tracking.
- You want structure, but not enterprise bloat.
Built to elevate people, not just process them
The name is deliberate: hoist means to elevate. A fair, structured interview is a better experience for the candidate. They are assessed on the same criteria as everyone else, and they hear back. When they accept, a well run first week tells them they joined a company that takes its people seriously.
Hiring and onboarding are not two separate problems bolted together. They are one arc, from first interview to a settled employee, and HoistHR is built to carry it end to end.
Want the full walkthrough?
Book a demo and we will show you the whole flow, from first interview to first week, with your hiring in mind.
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