New-hire forms signed electronically, checklists that assign themselves.
No folder of PDFs and no reminder email on day nine.
Three things HR no longer chases.
Each of them used to be a person with a folder.
Paper Forms
New-hire forms are completed and signed electronically.
The Checklist in Someone’s Head
Onboarding checklists assign tasks to the right people when a hire is recorded.
The Follow-Up Email
Tasks that are overdue are visible, so the reminder is a click, not a memory.
A clear path from offer to elected benefits.
First impressions form in the first week.
Tasks in Order
What to do, in what order, with what is due.
Benefit Elections in the Same Place
Elections are made in the same system as the rest of the paperwork.
Policies to Acknowledge
Handbook and policy acknowledgments are collected and recorded.
Where everything stands.
Without asking anyone.
Status at a Glance
Who has finished, who has not and what is outstanding.
Records That Land Correctly
What a new hire enters flows to payroll and the benefits record without retyping.
An Audit Trail
What was signed and when.
Questions that come up.
Short answers to the questions we hear most. Each links to the full page.
What do new-hire forms look like without paper?
New-hire forms are filled out and signed online, so there is no stack of PDFs to manage. Checklists assign tasks to the right people when a hire is entered. Overdue tasks show on screen, so HR checks status instead of sending reminder emails from memory.
What does a new hire experience from offer to benefit elections?
The new hire sees tasks in order, with what to do, in what sequence, and by when. Benefit elections are made in the same system as the other paperwork, and handbook and policy acknowledgments are collected and recorded along the way.
How can HR see who has finished onboarding without asking around?
HR gets a status view showing who has finished, who has not, and what is still open. New-hire data flows to payroll and the benefits record without being retyped, and an audit trail records what was signed and when.
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General information, not legal or tax advice. Plan-specific questions belong with the plan documents, the carrier and counsel.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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