What you'll walk away with
A taste of the process and the finished product — before you enter an email address.
1 · Decisions, not blank pages
You never draft from scratch. For each policy, the builder asks the operational questions an HR consultant would ask, with recommended defaults and plain-language explanations. For example, from the PTO workflow:
Is unused PTO paid out at separation?
Leadership choiceIn Texas, your written policy controls. "No payout" is lawful if stated. If you pay out, conditions (like notice worked) must be written here.
2 · Honest classification
Every policy is labeled so you always know what the law requires versus what is your call:
Legally required Required at threshold Strongly recommended Optional benefit Management decision Legal review advised
3 · A finished, coherent handbook
Professionally formatted, with your organization's facts used consistently in every section. Here's the kind of language the builder produces (from the overtime policy, with sample answers):
Overtime
Nonexempt employees receive overtime pay at one and one-half times the regular rate for hours actually worked over 40 in the workweek.
All overtime must be approved in advance by your supervisor. Working overtime without approval may result in discipline — but every hour worked will be paid, approved or not.
Plus: a decision summary for your records, a list of anything you deferred, and a policy-practice gap report — the things a consultant would leave behind, not just a document.
Ready to build yours?
Free, autosaved, and honest about what's required. Most organizations finish in one or two sittings.
Start your handbook