Service 06 · Hiring, roles, payroll and HR systems, reviews
Hire, onboard and grow people with a system.
As a business grows, the people side often runs on memory: hiring from scratch every time, roles nobody wrote down, payroll and HR tools half set up, and reviews that never happen. I set up the processes and systems around your people so hiring, onboarding and reviews run the same way every time.
Fixed-scope project. You get one price in a written proposal after the call.
Sound familiar?
This is for you if you are saying:
Owners who are hiring, or whose people processes live in their head.
- Every hire is a scramble.
- Nobody knows exactly what their job is.
- Reviews and raises happen when someone complains.
What I set up
- Hiring process: intake, job posting, screening steps, interview structure and offer workflow
- Role definitions: outcomes, responsibilities and the decisions each role owns
- Applicant tracking setup, for example in Lever
- Payroll and HR system setup and cleanup, for example in Rippling or Gusto: onboarding flows, documents, time off and approvals
- Employee onboarding and offboarding checklists, including system access
- Employee review and performance process: cadence, forms and how results connect to pay decisions
- Bonus structure design support: what is measured, how it is tracked and how it is communicated
- People SOPs and a simple handbook outline for your attorney or HR professional to review
What you walk away with
- A documented hiring process and role definitions
- Configured applicant tracking, payroll and HR tools, tested on a real hire
- Onboarding, offboarding and review workflows
- A bonus structure outline and people SOPs
How the project runs
Diagnose, design, implement, verify, stabilize.
- DiagnoseLook at how hiring, onboarding, payroll and reviews happen today and where they break.
- DesignDefine roles, the hiring and review process and what each system needs to do. Agree a fixed scope.
- ImplementSet up the applicant tracking, payroll and HR tools and the workflows around them.
- VerifyRun a real hire, onboarding or review cycle through the new process.
- StabilizeSOPs, short training for managers and a follow-up check.
Ongoing support is available after a project if you want it.
Tools I work in
I work in the tools you already have where they can support the process. These are tools I have worked in; it is not a list of partnerships, and I do not resell software.
- Rippling
- Gusto
- Lever
- QuickBooks Time
- Google Workspace
- Microsoft 365
- Slack
- 1Password
- DocuSign
- Dropbox Sign
Where my work stops. I am not an employment attorney, HR-certified advisor or payroll tax professional. Employment law, classification, benefits, compensation compliance and payroll tax questions go to your attorney, CPA or HR professional. I set up the process and the systems around it.
Portfolio
Sample projects on this path
Sanitized sample projects. Fictional companies, illustrative data.
15-Minute Systems Fit Call
Not sure where to start? Start with a 15-minute call.
You do not need to know which service you need. Bring the problem. On a free 15-minute call:
- I learn what you need and what is getting in the way.
- You tell me how you want to solve it: your timing, your tools, how hands-on you want to be.
- I tell you straight whether and how I can help, or who might be a better fit.
- If it is a fit, you get a fixed-scope proposal with the work, the deliverables and one price. No obligation.
Free · 15 minutes · No pitch deck
It is a conversation about fit, not a sales script and not free consulting. If I am not the right person, I will say so.
Book a 15-Minute Systems Fit Call
Contractor with a job costing question? Try the free Job Cost Readiness Scorecard first.
Operator Notes
Related reading
A few straight answers.
Can you set up Rippling or Gusto?
Yes. I have worked in both, and in Lever for applicant tracking. I set up onboarding flows, documents, approvals and the processes around them. Payroll tax and benefits decisions stay with your payroll provider, CPA or HR professional.
Do you design bonus plans?
I help design the structure: what is measured, how it is tracked and how it is communicated. Tax treatment and employment-law questions go to your CPA and attorney.
Do you write employee handbooks?
I can outline people policies and SOPs from how your business actually runs. A handbook should be reviewed by your employment attorney or HR professional before you use it.
A note on advice
Kelly is not an accountant, CPA or lawyer. What she provides is operational guidance and implementation based on her personal experience running businesses and operations departments, not accounting, tax, legal or financial advice. For those, please talk with your own CPA, attorney or financial professional.