Guides For managers
Hiring, contracts and leavers
One record per person from the day you offer them the job to the day they hand back the keys.
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Post the job on Staff'd
If you use Staff'd, applicants come through your own careers page. When you hire one, they arrive here as a starter with their details already filled in — that's the whole point of the two being one company.
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Onboard the starter
Details, role, venue, rate, start date. This one record is what Time, Holidays, HACCP and Training all read. Enter it once, properly.
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Issue the contract
Pick a template, check the terms, send. They sign on their phone. There is no per-signature fee — signing is built in, because an industry that hires constantly shouldn't pay by the envelope.
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Send the policies
Handbook, allergen policy, whatever you require them to have read. Acknowledgements are recorded with a date, which is the bit that matters if it's ever questioned.
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Assign their training
Anything you've marked as required is assigned automatically the day they're hired. You don't have to remember.
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When they leave
One leaver action closes the record, revokes their access across every module, takes them off the tablet and issues their statement of service. Access is revoked first and the paperwork follows — a missing letter template must never be the reason an ex-employee can still clock in.
When it doesn't go to plan
- Do not delete a leaver. Employment and working-time records must be kept for years after someone goes. Marking them a leaver keeps the record and removes the access, which is what you actually want.
- The contract template isn't right for us. Templates are a starting point, not legal advice. Edit yours, and have them looked at before you issue them to thirty people.
Stuck on something that isn't here? Mail hello@hospitech.ie and tell us what you were trying to do. The gap is ours, not yours.