PoPs HR
PoPs HR
From prospect to payroll — one real hire, nothing re-typed.
Who it's for
Owners and office staff hiring and onboarding crew, without a dedicated HR person.
The pre-hire pipeline PoPs Suite was missing — prospect to structured interview to a hire that lands straight in PoPs Ledger, already payroll-ready.
Most construction companies have no real system for hiring — a prospect tracked in a phone or a spreadsheet, an interview improvised on the spot, and a new hire’s pay rate and paperwork re-typed by hand into payroll once they start. PoPs HR is construction HR software built to own that pre-hire lifecycle directly: prospect, structured interview, background-check tracking, offer, and a real “Convert to Employee” click that hands a complete record straight to PoPs Ledger — nothing re-typed.
Every pipeline stage — interview, background check, offer — is toggle-able per company, so a company with no dedicated HR manager gets a simple checkbox-driven flow by default: add a prospect, check off what’s done, convert to employee. Structured interview questions can be generated directly from a candidate’s resume, tailored to the specific role rather than a fixed script, with a real human-review step required before a generated set counts toward the pipeline. I-9 compliance is tracked and reminded, never a hard gate — the employer carries the same legal responsibility the law already requires either way.
Already-working staff don’t have to go through the pipeline at all — a separate Add Existing Employee path brings them in one at a time or by bulk CSV import, straight to active status. And when a prospect is hired, the negotiated pay rate travels with them — one real field that flows into the same payroll record PoPs Ledger already uses, so a rate never gets typed twice by two different people.
PoPs HR isn’t sold on its own — it’s included with PoPs Ledger, Enterprise’s real back-office layer, so a company already running payroll here gets the hiring pipeline as part of the same system, not a separate purchase.
What it does
- Full pre-hire pipeline: Prospect → Structured Interview → Background Check → Offer → Convert to Employee
- Every pipeline stage toggle-able per company (works with or without a dedicated HR manager)
- AI-generated, per-resume structured interview questions with required human review
- Negotiated pay rate flows straight into PoPs Ledger on hire
- Add Existing Employee path — one at a time or bulk CSV import
- I-9 tracking and reminders (never a hard gate)
FAQ
Is PoPs HR sold as its own product?
No — it’s included with PoPs Ledger, not a separate purchase. Any account with Ledger has it.
Do I need a dedicated HR person to use it?
No — every pipeline stage is toggle-able per company, so with no HR manager you get a simple checkbox flow: add a prospect, check off what’s done, convert to employee.
What happens to employees I already have?
A separate Add Existing Employee path — one at a time or bulk CSV import — brings already-working staff in directly, skipping the hiring pipeline entirely.
Does it handle I-9 compliance?
I-9 is tracked and reminded, not a hard gate — the employer keeps the same legal responsibility the law already requires either way.