Sanitized recreation People and Hiring Systems
People operations
Employee Lifecycle System
Small businesses often do not have an HR problem so much as a consistency problem. This recreation maps the employee lifecycle into eight stages with one owner each, then builds a hiring pipeline, a day-1-to-day-90 onboarding plan, a documented performance and corrective-action path, and an access map so offboarding shuts everything off the same day. Anything legal is reviewed by the client’s own counsel.
Quarry Lane Hospitality Group (fictional) · Illustrative data. A fictional company and fictional data, built to show the same type of work Kelly has really done.
The scenario
- Two restaurants and a bakery with 45 employees and steady turnover (illustrative).
- Each manager hires differently. Offer letters and paperwork vary by location.
- New hires often start without logins, schedules or uniforms (illustrative).
- Performance conversations happen when something goes wrong, and are not written down.
- When people leave, accounts stay open.
The ask: “I want every new hire to have the same first week, and every departure to be clean.”
The approach
- Map the lifecycle first: eight stages, one owner each, and the handoffs between them.
- Structure the hiring pipeline with the same stages and a scorecard for every role.
- Make offers and paperwork repeatable with templates and e-signature.
- Plan onboarding from before day 1 through 90 days.
- Separate performance check-ins from corrective action, with a review step before anything formal.
- Document system access so offboarding removes everything the same day.
Deliverables
- Employee lifecycle map with owners and handoffs
- Hiring pipeline with scorecard and interview guide
- Offer-letter and paperwork templates
- Onboarding checklists for pre-day-1 through 90 days
- Performance check-in template and corrective-action path (for legal review)
- Offboarding checklist, people systems map and manager dashboard
What is real here
Kelly has handled hiring, onboarding, training, performance management and corrective action, built onboarding and training resources, and has worked in Lever, Rippling and Gusto. The group, people and numbers are fictional.
Service path: People and Hiring Systems
Related: Growing a contractor business
The storyboard
Quarry Lane Hospitality Group (fictional) · Illustrative data. Images are 16:9 slides from the sample project.
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