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What We Do
Finding the right people is hard enough. Losing them because your hiring and onboarding process is inconsistent, rushed, or unclear is even more expensive. We help you design and run a talent acquisition and onboarding approach that reflects your culture, protects your time, and sets new hires up to succeed.
Whether you’re hiring your first HR‑supported roles or filling multiple positions across the business, we bring structure to how you attract, select, and welcome people so managers aren’t reinventing the wheel every time.
Structured Hiring Process
A clear, repeatable path from job intake to offer.
Better Interviews, Better Decisions
Structured questions and criteria so teams choose with confidence.
Onboarding That Goes Beyond Day One
30/60/90‑day plans so new hires know what “good” looks like.
Support For Hiring Managers
Coaching and tools so managers can ramp people faster.
What we offer
You can work with The Happy People Advisory on a project basis, as part of a broader HR engagement, or through an ongoing retainer.
Here are some of the ways we support talent acquisition and onboarding.
Hiring Process Design
We map and document a clear, step‑by‑step hiring process from job intake to offer, so every role follows the same thoughtful path instead of ad‑hoc decisions.
Service features
- Intake form and workflow for new roles
- Standardized hiring stages (screen, interviews, decision)
- Clear responsibilities for HR, managers, and interviewers
- Candidate communication templates (updates, rejections, offers)
- Simple tracking method so nothing falls through the cracks
Investment:
Investment varies based on the number of roles and locations. This work can be a one‑time project or part of an ongoing HR partnership.
Ready to clean up your hiring process?
Ready to clean up your hiring process? Use our contact form to tell us what’s happening and we’ll recommend the best next step.
Offboarding & Exit Interviewing
Support your team through smooth transitions and learn from every departure. Our offboarding process protects your organization and helps you improve for the future.
Service features
- Step-by-step offboarding checklists
- Exit interview design and facilitation
- Documentation and compliance support
- Knowledge transfer planning
- Final pay and benefits guidance
- Analysis of exit trends and actionable feedback
Investment:
Flat fee per exit or included in retainer packages. Most clients gain valuable insights and reduce risk with every transition.
Want to turn exits into opportunities for growth?
Book a call to set up a better offboarding process.
Job Profiles & Role Clarity
We create or refine job profiles so each role has clear responsibilities, expectations, and a shared picture of what “great” looks like.
Service features
- Updated job descriptions aligned to business needs
- Clear success measures and key responsibilities
- Distinction between similar or overlapping roles
- Input from leaders and managers to ensure buy‑in
- Version control so profiles stay current over time
Investment:
Investment depends on the number of roles and level of redesign. This can be a focused project or built into a broader HR engagement.
Need clearer roles and expectations?
Need clearer roles and expectations? Share your current challenges and we’ll outline options.
Structured Interview Guides
We design structured interview guides so your team evaluates candidates consistently and focuses on what actually matters for the role.
Service features
- Role‑specific interview questions and prompts
- Defined competencies and rating scales
- Interviewer briefing and debrief templates
- Guidance to reduce bias and “gut feel” decisions
- Simple tools to compare candidates side by side
Investment:
Investment varies based on the number of roles and interview stages. Often paired with Hiring Process Design for maximum impact.
Want interviews to feel more consistent?
If interviews feel inconsistent or subjective, tell us what’s happening and we’ll recommend a structured approach.
Offer & Pre‑Start Experience
We help you standardize the offer and pre‑start experience so candidates feel informed, valued, and confident from “yes” to day one.
Service features
- Standard offer letter templates and checklists
- Clear communication plan from acceptance to start date
- Pre‑start information for IT, payroll, and managers
- Simple welcome touchpoints to keep candidates engaged
- Coordination with onboarding so nothing is missed
Investment:
Investment depends on the number of locations and stakeholders involved. Can be delivered as a standalone project or part of an onboarding redesign.
Losing candidates between offer and day one?
If candidates are going quiet or showing up uncertain, share your current process and we’ll help you tighten it up.
Onboarding Plans & 30/60/90‑Day Ramps
We build practical onboarding plans and 30/60/90‑day ramps so new hires know what to focus on and managers know how to support them.
Service features
- Role‑specific onboarding checklists and timelines
- 30/60/90‑day goals and milestones
- Manager guides for early feedback and support
- Integration touchpoints with key teams and stakeholders
- Simple tools to track progress and address issues early
Investment:
Investment is based on the number and type of roles included. Often bundled with Hiring Process Design or Manager Support.
Want new hires to ramp faster?
If new hires aren’t ramping the way you’d like, tell us what’s happening and we’ll suggest a better onboarding approach.
Manager Support for New Hires
We coach managers on how to welcome, integrate, and support new hires so people ramp faster and stay longer.
Service features
- Simple expectations for managers during onboarding
- Conversation guides for week 1 and month 1
- Tips for giving early feedback and course corrections
- Tools for tracking new hire progress and concerns
- Optional training sessions or office hours for managers
Investment:
Investment depends on the number of managers and level of support. Can be delivered as training, coaching, or ongoing advisory.
Not sure managers are setting new hires up to succeed?
If managers are unsure how to support new hires, share what you’re seeing and we’ll recommend a practical support plan
Audit of Current Hiring & Onboarding
We review your current hiring and onboarding approach, highlight risks and gaps, and provide a prioritized action plan.
Service features
- Review of current job postings, interviews, and offers
- Assessment of candidate and new hire experience
- Identification of compliance and process risks
- Clear, prioritized recommendations by impact and effort
- Optional support to implement the highest‑impact changes
Investment:
Investment is based on scope and number of roles reviewed. Many clients start here to understand where to focus first.
Not sure where to start?
Not sure where to start? Tell us about your current hiring and onboarding, and we’ll let you know if an audit is the right first step.
When you partner with us on a monthly retainer, you get ongoing access to core performance and development support without additional fees:
- Performance review and form updates
- Manager coaching on real-time performance issues
- Support with PIP design and documentation
- Guidance on promotions, demotions, and role changes
- Ongoing refinement of your performance processes
Want ongoing support instead of one-off fixes?
Explore our retainer packages.
Accelerate Package
- Everything in Foundation, plus:
- Proactive workforce and org design support
- Performance and development systems for managers and teams
- Support with complex employee relations and investigations
- Quarterly strategy sessions with leadership
Executive Package
- Everything in Accelerate, plus:
- Strategic HR advisory for executives and senior leaders
- Change management support for major initiatives and restructures
- Advanced analytics on people, risk, and turnover trends
- Ongoing support for multi‑state or multi‑site operations
