Solutions
Onboarding, simplified.
Prepare offer letters, contracts, and policy acknowledgements for browser-based signing before a new starter's first day.
A better day one
Prepare suitable new-starter documents for signature before the first day and reduce printing, scanning, and filing.
- Offer Letters & Contracts: Collect documented signatures without printing or scanning.
- Policy Acknowledgements: Distribute handbooks and require a signature confirming receipt.
- Performance Reviews: Document formal appraisals with sign-off from both manager and employee.
Separate signing from employment checks
Build the signing request from an approved offer or contract and confirm the employer entity, candidate name, role, pay, dates, and authorised company signatory. If the offer is conditional, state and manage those conditions in the proper HR process. An electronic signature does not perform right-to-work, identity, qualification, reference, or background checks.
Use recipient fields only for information that belongs in the document. Avoid collecting unnecessary health, equality, bank, or identity material in a general signing workflow. Test the invitation on a phone, provide a contact for questions, and do not treat an opening event as proof that the candidate understood the terms.
After completion, review the PDF, update the HR system deliberately, and apply an approved access and retention policy. For candidate-focused agency paperwork, see recruitment workflows. The audit-trail guide explains the limits of recorded events.
Control workspace access
Application roles help restrict workspace actions. Customers must assign memberships and roles carefully and apply their own HR access and retention policies.
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