Recruitment & onboarding
Hire well, then make the first week count.
From working out what the role actually needs to a first day where the paperwork is already done — a hiring process that protects your time and your reputation.
The approach
Most hiring mistakes are made before anyone is interviewed: a role written from habit, a job advert that attracts the wrong people, and interviews improvised around a busy week.
We take the process end to end, or the parts you would rather not do — and keep you in the decisions that matter.
Onboarding is treated as part of the same job. A new starter who is set up properly in week one stays longer and gets useful faster.
What's included
The work, in plain terms.
- Role definition
- What the job is really for, what good looks like and what you can realistically pay for it.
- Adverts & sourcing
- Job adverts written to attract the right applicants, posted where they will actually see them.
- Shortlisting
- Consistent, criteria-based sifting so you only spend time with credible candidates.
- Interviews
- Structured questions, scoring and fair, comparable notes for every candidate.
- Offers & checks
- Offer letters, contracts, references and right-to-work checks handled without delay.
- Onboarding plan
- A first week and first month plan with owners, so nobody is left working out what to do.
What changes
You interview fewer people and meet better ones.
Offers go out quickly enough to win the candidate you want.
New starters have contracts and access on day one.
Managers know what the first month is meant to achieve.
Monday Morning provides practical HR support, templates and guidance. We are not a law firm and our services do not constitute legal advice. Where specialist legal advice is required, we will recommend that you speak to an appropriately qualified adviser.
Next step
Not sure what support you need?
That’s okay. Tell us what’s going on and we’ll help you work out the next step.