HR Tools For Startups

HR tools for startups get bought either far too early or well after the damage is done. Adding them in order works better.

First hire. Somewhere to hold contracts, employment terms and the required information statements. That is the obligation and it starts immediately.

Around ten. Leave, because balances stop being memorable and terminations start producing figures somebody has to defend.

Around twenty. Onboarding, because the founder stops running each one personally and steps start being quietly missed.

Around thirty. Policies and training with acknowledgement recorded, because informal culture stops covering conduct at about that size.

Performance, engagement and analytics come after all of that rather than before it. Buying them early is easily the most common mistake founders make here.

The Fair Work Ombudsman sets out what a first hire triggers. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s HR software and workplace compliance system.