Featured offering
Run hiring as an outsourced process — source, screen, coordinate — under your brand and approvals.
Also in this group
Fill many similar roles in a wave, with a staffing plan rather than one-at-a-time search.
Read CVs and do first calls against a scorecard before your panel is involved.
Book panels, chase diaries, send briefs, and keep candidates informed so interviews actually take place.
Plan rosters, attendance, and headcount for outsourced or deployed teams so shifts are covered and reported.
Write HR policies that match how the organisation actually employs people, not a generic template pack.
Produce an employee handbook from those policies so staff have one place to look.
Set offer letters, joining packs, and personnel files so records stay consistent.
Run background checks that the employer specifies, with the candidate's consent.
Set review cycles, goals, and the paperwork managers use, without promising a culture change.
Advise on labour and workplace documentation the employer must keep. Not a substitute for litigation counsel.
Draft POSH policy, committee papers, and awareness materials the Prevention of Sexual Harassment Act requires.
