Onboarding is a checklist that lives in one person's head until they are on leave the week someone joins. Turning it into a template that assigns itself means the fifth hire gets the same first day as the first — and nobody spends day one chasing a laptop.
No credit card at signup. No trial clock. Your organisation gets its own isolated database.
Build an onboarding template once per role or department, then apply it to every joiner instead of rewriting the list.
Each task has an owner — IT, HR, the reporting manager — so nothing sits unclaimed waiting for someone to notice it.
Generate and issue offer letters from templates, kept against the employee record rather than in an inbox.
ID proofs, certificates and signed contracts stored against the person from the start.
New starters complete their own profile, upload their own documents and see their own checklist progress.
Record which laptop, phone or access card went to whom — the same register that makes exit straightforward.
List every task a new joiner needs, who owns each one, and when it should be done relative to the start date.
Create the employee and attach the template. Every task is created and assigned in one action.
IT provisions accounts, HR collects documents, the manager sets first-week expectations — each sees only their own tasks.
Progress is visible in one view, so an unfinished item is caught during week one rather than at the first appraisal.
Onboarding is rarely forgotten — it is done inconsistently. The first few hires get an excellent experience because a founder or an early employee personally handles them. Then hiring accelerates, the person who knew the process is busy, and the quality quietly degrades:
The cost is real but diffuse — a slower ramp, a worse first impression during the period when people decide whether they made the right choice, and a compliance gap where a signed document is missing.
Writing the process down helps only if the document is opened. A template that creates and assigns the tasks is different: applying it to a new hire produces a real checklist with real owners, and an unfinished task is visible rather than theoretical.
Most onboarding software treats the new starter as the object of the process rather than a participant. In practice they can do a good share of it themselves, and would rather than sit waiting:
This removes a real chunk of chasing from HR, and it gives someone a productive first hour rather than a seat and a wait.
The value of doing this in the same system as everything else shows up later. Documents collected at joining are the documents produced at audit. Assets assigned on day one are the assets recovered at exit. The employee record created at onboarding is the same one that carries attendance, leave, payroll and performance for the next several years.
The mirror image is exit management, which runs the same way — a structured checklist covering handover, asset recovery, access revocation and full-and-final settlement. Organisations that handle joining well and leaving badly usually discover it when a laptop cannot be found.
Once someone is in, the modules that carry a new joiner through their first months are already there: an internal LMS for training content, OKRs and goals for setting first quarter expectations, 360° feedback and performance reviews, a visual org chart so a new starter can work out who everyone is, and an HR helpdesk for the questions they do not want to ask their manager.
Onboarding is one of the genuinely portable parts of HR — a checklist is a checklist wherever you hire. Each organisation sets its own country and dial code, currency symbol and working hours, and the interface is available in English, Hindi, Arabic, French, German and Spanish. Nothing about templates, tasks, documents or the joiner portal is India-specific.
| ADMINFACE | Typical HR platform | |
|---|---|---|
| Cost | Free for unlimited employees | Per employee, per month |
| Templates | Unlimited, reusable per role | Often limited on lower tiers |
| Joiner self-service | Included — profile and documents | Commonly a higher-tier feature |
| Asset assignment | Same register used at exit | Usually a separate tool |
| Exit workflow | Included, mirrors onboarding | Frequently sold separately |
| What happens after onboarding | LMS, OKRs, reviews already included | Typically separate products |
"Typical HR platform" describes the pricing and packaging patterns common across the category — per-employee monthly billing, feature tiers and time-limited trials. Individual products vary; check current terms with any vendor you are comparing.
Yes. Templates are reusable and you can create as many as you need — per role, per department or per location. A field sales hire and a developer do not have the same first week, and the templates reflect that without anyone rewriting the list each time.
Any user — HR, IT, the reporting manager, facilities, or the new joiner themselves. Each person sees only the tasks they own, and progress across the whole checklist is visible in one view so an unfinished item surfaces during week one.
Yes. New starters get their own login and can complete their profile, upload identity documents and certificates, add family details and see their own outstanding items. This removes a large amount of chasing from HR and gives the joiner something useful to do on day one.
Yes. Offer letters are generated from templates and kept against the employee record rather than living in an inbox, so the issued document is retrievable later without searching email.
Exit management mirrors onboarding — a structured checklist covering handover, asset recovery, access revocation and full-and-final settlement. Because assets were recorded at joining, recovery at exit is a list rather than an investigation.
Yes, and it is one of the most portable parts of the platform — templates, tasks, documents and the joiner portal have nothing country-specific about them. Each organisation sets its own country, currency and working hours, and the interface runs in six languages.
Yes, in full, for unlimited employees — templates, task assignment, document collection, offer letters and the joiner portal. There is no onboarding-specific tier.
The whole platform at no cost, for unlimited employees — funded by ads in the app rather than per-seat fees.
HR built for teams of 5 to 200, without the per-seat maths or the enterprise implementation project.
Clock in/out, shifts, overtime, GPS and biometric sync feeding one attendance register.
Leave types, balances, approval chains, holidays, comp-off and encashment in one place.
Salary structures, PF, ESI, professional tax, approval workflow, PDF payslips and EPFO ECR files.
Sync eSSL, ZKTeco and Hikvision devices straight into attendance — pull or ADMS push.
Build your onboarding template, apply it to your next hire and watch every task find an owner. Free for unlimited employees.