Forms, assessments and AI reports for the whole employee lifecycle — for HR teams, people managers and consultants. Copy any template, customize it and run it today.
← All templatesStatic HR forms collect rows; these templates collect decisions. Every scored assessment — retention risk, burnout check, 360 feedback, training evaluation — turns each response into a personalized AI report with scores, themes and suggested next actions, printable as a branded PDF. Browse by lifecycle stage below, or jump straight to what you need.
From candidate intake to offer confirmation — structured, evidence-based hiring instead of gut feel.
Capture candidate basics, role applied for and source channel in one structured intake, so recruiters replace inbox chaos with a clean pipeline record.
View template →Score every phone screen on five fixed dimensions with anchored 1–5 ratings, then get a one-page AI report per candidate so hiring decisions stay consistent.
View template →Interviewers score every candidate on the same dimensions, with evidence per rating — a comparable, defensible hire / no-hire record.
View template →Every candidate hears the same questions, panelists rate answers on shared anchors, and an AI report stacks the scorecards for the debrief.
View template →Collect each interviewer's rating and verdict on a candidate, compare scores side by side, and turn disagreement into a clear hire / no-hire record.
View template →Collect written, itemized candidate authorization before a background check, with signature and date, and keep the dated record with the requisition for audit.
View template →Interviewers score a candidate against your team's working-style dimensions — autonomy, feedback, collaboration — with evidence, and get an AI fit report.
View template →Test role knowledge item by item before or after training, score each skill dimension, and get an AI report with pass rates and topics to reteach.
View template →Ask candidates for salary expectations early — base, bonus, equity and start date — so offers are grounded before anyone is shortlisted too far.
View template →Candidates confirm accept or decline with terms reviewed, start date and a typed name plus date, giving HR one clear acceptance record to start pre-boarding.
View template →Registration, checklists, 30-60-90 plans and first-week feedback that make day one to month three count.
New hires confirm personal details, contacts and system-account needs before day one, so onboarding starts from complete records instead of a form chase.
View template →Track every first-week onboarding task — accounts, paperwork, introductions and training — with owners and due days, so no new hire lands into missing things.
View template →Request, issue and sign off new-hire equipment, accounts and badges in one list — what was given, when, and who took responsibility for it.
View template →Set learning, ownership and results goals for a new hire's first 30, 60 and 90 days, review them at each milestone, and get an AI recap per checkpoint.
View template →Check what new hires absorbed in week-one training, sign attendance, and get an AI report showing who is ready and who needs a follow-up session.
View template →Ask new hires at day seven how onboarding actually felt — clarity, tools, people, pace — so HR fixes the experience from honest first-week feedback.
View template →Managers rate a new hire's ramp on clarity, fit, support and pace after week one — with an AI report turning notes into concrete next support steps.
View template →Managers review a probationer on fit, skills, learning speed and teamwork with evidence, and get an AI report behind the pass or extend recommendation.
View template →Let employees apply for an internal move with current role, target team and manager-awareness fields, giving HR one reviewable record per request.
View template →Reviews, calibration, competency models and development plans — feedback people can actually act on.
Employees assess their own period on wins, growth edges and evidence, and get an AI summary that turns raw notes into discussion points for the review talk.
View template →Managers score each direct report on the same dimensions with evidence, write the summary once, and get an AI review report that keeps ratings fair and comparable across the team.
View template →Managers and employees set the quarter together — objective, measurable KPI, owner and check-in rhythm — captured as one written alignment.
View template →Bring rating spreads from every manager into one worksheet, resolve outliers against evidence, and lock a consistent rating curve before feedback goes out.
View template →Rate each person on performance and potential, place them on the 9-box grid, and get an AI talent review pack: successors, flight risks, priorities.
View template →Rate an employee against your competency model from self and manager views, and get an AI report of strengths, gaps and a prioritized growth path.
View template →Turn a development conversation into a written plan: skill goals, practice assignments, manager support and a review rhythm — reusable every quarter.
View template →Short anonymous ratings from reports, peers and the manager's own self-assessment on one rubric, merged into a single AI report of strengths and gaps.
View template →A full circle of anonymous ratings — self, manager, peers and reports — on one competency rubric, merged into an AI development report.
View template →Managers log agenda, career topics, blockers and actions in every 1:1, so commitments survive between meetings instead of living in someone's head.
View template →Managers nominate promotion candidates with evidence of work already done at the next level, and an AI report assembles the case the panel reads.
View template →Pulse, eNPS, burnout and retention signals — catch them before the resignation letter arrives.
Quarterly anonymous engagement survey with an eNPS headline score, driver breakdowns and an AI report that says what to fix first, team by team.
View template →Short weekly pulse survey to track team morale anonymously, spot dips early and see trends per team without long questionnaires.
View template →Measure how employees actually feel about the work, the team, the manager, growth and pay — one anonymous survey with area scores, themes and a ranked fix list.
View template →Let employees submit ideas with category, impact and effort fields, and give every suggestion a routed owner and a visible answer — with an anonymous option.
View template →A self-check on exhaustion, distancing and slipping effectiveness that flags early warnings and suggests concrete workload adjustments — support, not diagnosis.
View template →Spot employees likely to leave early: score growth, manager support, workload and pay fairness, then get an AI risk report with suggested retention actions.
View template →Ask departing employees the questions that reveal real reasons to leave — trigger, manager, growth, pay, workload — in a structured form you can aggregate.
View template →Measure how included, respected and heard employees actually feel — anonymously, sliceable by team — with results that pinpoint where inclusion breaks down.
View template →The team anonymously rates psychological safety, clarity, dependency, feedback and delivery rhythm, and an AI report shows where views diverge before the retro.
View template →Needs analysis, course sign-up, pre/post tests and Kirkpatrick-style effectiveness proof.
Ask teams where their skills fall short before planning training, score the gaps by role, and get an AI report that ranks your curriculum.
View template →Run training sign-ups with session choice, seat counts and special-need fields, so L&D teams turn scattered replies into one clean attendee list.
View template →The same quiz before and after the session, scored per learner: knowledge gain, topic weak spots and a printable AI report that proves the training landed.
View template →End-of-course feedback in two minutes — content, delivery, materials, relevance — with comments merged into an AI summary of what to fix next session.
View template →Rate the trainer, not the catering: clarity, pacing, materials and Q&A — anonymous comments per session, merged into an AI report on the person teaching.
View template →Rate a program across reaction, learning, behavior and results, and get an AI report showing which Kirkpatrick level your training actually reaches.
View template →Employees rate where they actually stand on each step of their role's learning path, flag what to tackle next, and get an AI plan for the next two steps.
View template →Check what employees really know from the handbook with scored policy questions, and get an AI report listing the clauses the team keeps misreading.
View template →Run certification exams with pass marks and timed scoring, then issue completion certificates — the AI report summarizes results by cohort.
View template →Certify your HR team's practical knowledge — recruiting, onboarding, performance, engagement and compliance — with a timed scored exam and an AI result report.
View template →Attendance, headcount requests, consent records and compliance self-audits with a clean paper trail.
Employees file leave, sick days and overtime through one form, managers approve with a note, and every record lands in a monthly log you can export for payroll.
View template →Managers request a new or backfill position with business reason, salary band and approval routing, so HR reviews every staffing ask on one consistent form.
View template →Collect clear, dated employee consent for personal data collection and processing — what is gathered, why, who sees it and how to withdraw — with a signature record.
View template →Score your HR operation against core compliance areas — contracts, payroll, working time, leave, data and policy — then get an AI report that ranks the gaps to fix first.
View template →Walk payroll, contracts, working time, leave and data handling on one checklist, mark every rule with evidence, and get an AI gap report before audits.
View template →Employees confirm each policy update with a typed name and date, giving HR a traceable sign-off log — record-keeping, not legally binding signatures.
View template →Related templates from other categories that HR teams frequently use.
Self-assess leadership across Vision, Execution, People, Agility, and Resilience. AI generates a leadership profile, blind spot analysis, and 30-day action plan.
View template →Assess workload, recognition, resources, and burnout risk. AI generates a wellbeing index with engagement vs burnout profile and stress management recommendations.
View template →Collect candidate info, education, experience, and resume uploads for hiring. 15 customizable fields for HR and recruiting teams.
View template →Collect anonymous job satisfaction, work-life balance, and workplace culture ratings. 10 customizable fields for HR teams.
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