A newly opened dispensary was struggling to keep up with employee paperwork, compliance checklists, and onboarding logs required by local regulators. Team members were being hired quickly — but with no system to store IDs, training certs, or signed policies in one place.

With frequent staff turnover, multiple bar managers, and chaotic shift coverage, the team struggled to keep track of who was working when — and important updates often got lost in group texts.

The club was expanding to two locations and needed better systems to manage dancer agreements, shift scheduling, and compliance — especially around worker classification and pay.

A small but growing production company was hiring freelancers, creatives, and tech staff across multiple projects — but had no consistent process for hiring, onboarding, or paying people on time.

The client had no centralized system for HR documents — employee contracts, onboarding forms, and other sensitive files were spread across email, SharePoint, and local folders with no clear structure.

The business was preparing to grow quickly but didn’t have any real HR infrastructure in place — no digital systems, no formal onboarding, and no central hub for employee data.

A recent grad with no formal work experience was struggling to land a job — and feeling overwhelmed by how to even get started.

The team had a 30+ page handbook that hadn’t been touched in over a year. It was legalistic, outdated, and didn’t reflect the company’s culture.

New hire onboarding was handled differently across departments, causing confusion, delays, and missed steps.