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SPECIALIST #12Coming soon

Hiring & SOPs

Recruits, screens & onboards

Screening in hours — not weeks of back-and-forth

Posts your roles, screens every applicant, schedules the interviews, and prepares onboarding packets — so a new hire is days of work, not weeks.

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Included on
CorePlusPro
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Recruits, screens & onboards
What it does

Meet your Hiring & SOPs Agent

Posts open positions across Indeed, Craigslist, ZipRecruiter

Screens applicants against your shop's baseline criteria

Schedules interviews around your calendar

Generates onboarding paperwork (W-4, I-9, SOP acknowledgments, handbook)

Hosts your SOPs as a searchable reference for new hires

Coming soon — planned capability

This specialist is in development. The flow, interactions, and value below reflect its intended design for the Pro tier.

Availability

Available in 49 states at launch. California's employment-law paperwork — wage-theft notice, harassment-training tracking, worker classification — needs its own treatment, so CA onboarding is planned after a dedicated regulatory review rather than shipping incomplete. CA shops can still use posting, screening, and interview scheduling.

How it supports you, in action

From an open role to a signed new hire

User flow · Hiring & SOPs
You / customerYou flag an open roleRole, pay band, schedule, location
SpecialistComposes & posts the listingIndeed, ZipRecruiter, local boards — on your OK
SpecialistAuto-screens & scoresQualifying questions by text or email
SpecialistSurfaces a shortlistRanked candidates, not a full inbox
Your callYou pick who to interviewBooked on your calendar — your call
Hand-offPrepares the onboarding packetW-4, I-9, safety — handed toward HR & Payroll
What it will do

Capabilities, by phase

We’ve designed the full set. The first wave ships when this specialist goes live; the rest follows as a Rev 2.0 fast-follow.

Composes job listings from your inputs
At launch
Auto-responds & screens applicants by SMS/email
At launch
Scores applicants and surfaces a ranked shortlist
At launch
Schedules interviews on your calendar
At launch
Pre-fills federal onboarding packets (W-4, I-9)
At launch
Maintains a versioned SOP library for your crew
At launch
Auto-publishes to Indeed & ZipRecruiter, imports applicants
Rev 2.0
Background-check vendor integration (Checkr, Sterling)
Rev 2.0
State-specific onboarding paperwork
Rev 2.0
Works with the team

Where it sits in the line

Hiring & SOPs starts the people pipeline and hands off cleanly — applicant messaging runs through Customer Communication, and a new hire flows to Compliance, Payroll, and HR.

Feeds in
Customer Comms
carries applicant messages
Hands off to
Compliance
W-2 vs 1099 classification
Bookkeeping / Payroll
onboarded → first paycheck
HR
post-hire lifecycle
Value to the business

What it’s worth to the shop

Adding people stops eating your month. The posting, the screening, the scheduling, and the paperwork are handled — you spend your time choosing the right person, not reading résumés.

From 47 résumés to a shortlist

Every applicant auto-screened against what you actually need, so you review a ranked short list instead of an overflowing inbox.

You make every call

It posts, screens, and schedules; the hire decision and every offer stay entirely yours — it never hires on its own.

Onboarding ready day one

Pick someone and the federal paperwork — W-4, I-9, safety acknowledgments — is pre-filled and ready to sign.

49 states
available at launch
Hours
to a screened shortlist
Your call
on every hire
Where you’ll use it

On your dashboard, and through your Office Manager

On your dashboard

Open roles, new applicants this week, and interviews scheduled — at a glance, with pipeline state and aging per role.

Just ask your Office Manager
  • “How many open roles do I have?”
  • “Any new applicants for the lead tech role?”
  • “Schedule me with that applicant”
  • “Generate onboarding for my new hire”
  • “Show me my SOPs”
You stay in charge

What runs automatically vs. needs your approval

Runs automatically
  • Auto-responding to and screening every applicant
  • Following up with applicants who go quiet
  • Surfacing a ranked shortlist
  • Flagging open roles that have gone stale
  • Flagging SOPs that need a refresh
Waits for you
  • Publishing a job listing
  • Scheduling an interview
  • Generating and sending an onboarding packet
  • Referring a candidate for a background check

Planned for Rev 2.0. The agent posts, screens, and prepares — it never makes a hire, termination, or offer decision on its own.

Ready to meet the team?

Put Hiring & SOPs to work.

Get started. Your whole team starts working in ten minutes.

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