Hiring, onboarding & performance

Hiring

HR → Hiring — job postings, your public careers page and every applicant from first contact to hire.

Job postings

1. New job posting — title, position, department, employment type, Job description, Requirements, and optional Location and pay (Pay from / Pay to, per hour or year).
2. Add Screening questions for the apply form, e.g. "Are you available on weekends?".
3. Leave List on the public careers page on to advertise it, or turn it off to track applicants you add yourself.
4. Publish (or Save as draft).

• A posting is Draft, Open (accepting applications) or Closed. Use Close / Open / Back to draft to change it; Show closed lists old ones.
• Copy link copies the posting's link on your careers page.

Your careers page

Your facility's public careers page is your facility's address followed by /careers, e.g. https://<your-facility>.alphaleaguesports.com/careers (the Careers page button opens it). It lists open postings with an apply form: name, contact details, availability, a note about themselves, a resume (PDF, Word or image, up to 5 MB) and your screening questions.

• The form has a bot check, so spam applications are blocked.
• Applicants get a confirmation email; managers are emailed about new applicants (HR → Settings → Notifications).
• Turn the page on or off and write its introduction under HR → Settings → Hiring.

The applicant pipeline

Applicants are shown in columns: Applied → Screening → Interview → Offer → Hired, plus Rejected.

• Drag a card to another column, or use its Move to menu. Filter by posting or search by name.
• Add applicant for walk-ins, referrals or job-board applicants (the Source is recorded).
• Open an applicant to see their answers, cover letter and resume, give a star rating, and add Notes for the hiring team.
• Schedule interview — time, length, Interviewer and Where. The interviewer gets an email; tick Email the applicant to send them the details. Afterwards Mark done and rate how it went.
• Reject with a reason (kept for your team only), optionally emailing a short, polite note. Reconsider brings them back.

Hire

Hire from the applicant's details: choose the Start date, position, pay and payroll classification, optionally create a sign-in, and pick the Onboarding packet (the default from settings, another one, or No onboarding). This creates the employee and sends the packet.

Onboarding

HR → Onboarding — new-hire paperwork: send a packet, follow progress, and check uploaded forms.

Packets

On the Packets tab, New packet and add the steps a new hire completes, in order:

Step type	The employee…
Personal information	Enters legal name, home address and date of birth
Emergency contact	Adds someone to call
Direct deposit	Gives bank name, account type and the last 4 digits only — full numbers go to the payroll provider, never here
Tax form (W-4 / W-9)	Downloads, fills in and uploads the form
Work eligibility (I-9)	Uploads the completed I-9
Sign a document	Reads and signs one of your company documents
Certification	Uploads a certificate
Task	Ticks it off (e.g. Pick up your uniform)
Time clock PIN	Chooses their kiosk PIN

Each step can be Required to finish onboarding or optional. Packets can be Suggested for employees or contractors; the defaults sent at hire are set in HR → Settings → Hiring. Packets already sent keep their own copy of the steps.

Assign and follow progress

• Send onboarding packet — pick the employee, the Packet and an optional Complete by date. They get an email and complete the steps under My Work → My Documents.
• Assignments shows each person's progress (required steps done, %), overdue packets and what's waiting.
• Uploaded forms wait as Waiting for review: open them, then Approve, or Reopen to ask again. You can also Mark done or Skip a step, or Cancel onboarding.
• Uploads to check also show on the Overview and in Approvals.

Performance

HR → Performance — recognition, formal reviews and how reliably everyone shows up.

• Shout-outs — Give a shout-out with a badge (Thank you, Team player, Hustle, Customer hero, Leadership, Reliability) and a message. The colleague gets an email and it shows on the team feed. Staff can give them too, from My Documents.
• Reviews — New review for an employee and period, then rate each criterion and Overall, and write Strengths, Areas to improve and Goals.

Review status	Meaning
Draft	Only managers see it
Waiting for acknowledgement	You clicked Share with employee (an overall rating is needed); they see it in My Documents
Acknowledged	They read it, added their comments and clicked Acknowledge

• Attendance — for a period (this month, last 30 or 90 days, or custom dates): on-time rate, late arrivals, no-shows, missed clock-outs and average shift rating per person, most punctual first.
• Manager notes — on the employee's profile → Performance tab: General, Praise, Coaching or Warning. Private to managers — never shown to the employee.
• Review criteria are edited under HR → Settings → Lists (defaults: Reliability, Quality of work, Teamwork, Customer service, Communication, Initiative).