Project Management for HR Managers
A candidate moves from application to hire to onboarded, and each step tends to live in a different tool. ShipSprint gives HR one place to run all three.
People move through stages, the tools rarely agree on which one
Hiring and onboarding are both, at heart, a person moving through a sequence of stages. A candidate goes from applied to interviewed to offered to hired. A new joiner goes from paperwork to laptop to first-week checklist to fully ramped. The trouble is that this journey usually crosses three or four separate tools, and none of them talks to the others, so a hiring manager asks "where's this candidate at?" and the honest answer is "let me check two places and get back to you."
Policies compound the problem. The leave policy lives in a PDF from two years ago, the onboarding checklist lives in a doc someone duplicated for each new joiner, and neither is anywhere near the actual work of getting a new hire set up.
ShipSprint's HR template puts pipeline, onboarding and policy in the same workspace as everything else the company runs, so a candidate's stage, a new joiner's checklist, and the policy that governs both are one search away rather than three.
The template isn't a generic board with HR labels stuck on it. Pipeline stages, checklist structure and policy pages are built around how people actually move through hiring and onboarding, so setting it up doesn't mean bending a project tool into a shape it wasn't designed for.
Built for people moving through stages
The HR template covers pipeline and onboarding as board work, not as a separate system to reconcile.
Every candidate is a card moving through columns, applied, screened, interviewed, offered, so anyone with access can see where a role stands without opening a spreadsheet or asking the recruiter.
Each new joiner gets a checklist that runs as tasks with owners and dates, IT provisioning, paperwork, first-week schedule, instead of a document someone half-remembers to duplicate and half-remembers to follow up on.
The built-in wiki holds policy pages with full page history, sitting in the same workspace as the onboarding checklist and the pipeline, not a separate drive nobody thinks to check.
When a policy page mentions a step that isn't happening yet, that sentence can become a task directly, closing the gap between "we wrote this down" and "someone is actually doing it."
Leave requests, access requests, offboarding requests, they land in a triage inbox rather than your personal messages, so nothing depends on you seeing a Slack ping at the right moment.
No screenshots, no keystroke logging, no activity tracking for anyone on the team, including new joiners in their first week, when trust matters most.
The owner command center rolls up open roles, pipeline movement and onboarding progress in one screen, so a founder or ops lead can see hiring health without pulling HR into a meeting to explain it.
HR sits on the same subscription as engineering, marketing and operations, each with its own template. When a new hire needs an engineering account provisioned, that's a handoff on the same board, not an email to a different tool.
Following one candidate through to their first month
A candidate applies for a role. On ShipSprint that's a card entering the pipeline board, not a row in a spreadsheet that gets updated whenever someone remembers. As they move through screening, interviews and an offer, the card moves columns, and a hiring manager can see the stage without pinging the recruiter for an update.
Once they accept, the same workspace generates their onboarding checklist: laptop request, access provisioning, first-week schedule, the introduction to their team's board. Each item has an owner and a date, so "did IT actually set up their accounts" has an answer that doesn't depend on asking IT.
If a question comes up about leave entitlement in their first month, the policy page is a search away, in the same wiki as the onboarding checklist, not a PDF from a shared drive that may or may not be the current version. And if the policy is unclear on some edge case, that gap can become a task to fix the page, rather than an email thread that answers the question once and then evaporates.
Three months in, when someone asks whether that new hire actually completed every onboarding step, the checklist has the answer, with dates. Nobody has to reconstruct it from memory or ask around. That's usually the moment an HR lead notices what changed: the checklist stopped being a document people trusted on faith and became something you can actually point at.
What it costs
HR is a template inside the same subscription as engineering, marketing and operations, so running pipeline and onboarding on ShipSprint doesn't need a separate line item.
| Plan | Price | Fits |
|---|---|---|
| Free | ₹0, 5 users, 2 projects | A single pipeline and onboarding board, to try the workflow first |
| Team | ₹299/user/month, ₹2,899/user/year | Full HR operations for up to 40 users, alongside other teams |
| Business | ₹599/user/month, ₹6,499/user/year | Forecasts and the owner command center for headcount and hiring visibility |
Every paid plan starts with a 14-day full-access trial on Business, sample project preloaded, no card required.
What this replaces
- A spreadsheet of candidates that's out of date the moment two people edit it at once
- An onboarding checklist copy-pasted into a new document for every hire
- A policy PDF nobody can find, let alone confirm is the current version
- Asking a hiring manager to check three tools before answering "where's this candidate?"
- New joiners chasing their own onboarding steps because nobody assigned them
- Losing institutional knowledge about "how we onboard people" when the person who built the process moves on
The underlying idea is the same one as everywhere else in ShipSprint: capture what's needed from work that's already happening, rather than adding a reporting layer on top of it. HR sits on the same subscription as engineering, marketing and operations, each with its own template and vocabulary, so hiring doesn't need its own purchase order. See the product page for the full set, or pricing for plan details.
Common questions
ShipSprint gives you a candidate pipeline as a board, stages, cards, and visibility for anyone who needs it, built on the HR template. Whether it replaces a dedicated ATS depends on how sophisticated your hiring process is; for many teams the pipeline board plus onboarding checklist covers the whole loop.
In the built-in wiki, with page history so you can see what changed and when. Policy pages sit in the same workspace as the pipeline and onboarding checklists, not in a separate drive.
Yes. Any sentence on a wiki page, including an onboarding checklist page, can become a task with an owner and a date, so the checklist isn't just a document someone reads and forgets.
No. There are no screenshots, no keystroke logging and no activity tracking anywhere in ShipSprint, for any team. What's visible is work outcomes, pipeline stage, checklist progress, hours logged where relevant, not how someone spent their day.
HR is a template, not a separate product, so it's included in whichever plan you're on. Free covers 5 users and 2 projects forever; Team is ₹299 per user per month; Business, at ₹599 per user per month, adds the owner command center and forecasts. Full detail on the pricing page.
Anyone with a seat on the workspace can be given visibility into the pipeline board for their own open roles, so they can check candidate stage themselves instead of asking the recruiter for a status update on every single one.
Yes. The onboarding checklist is a template you shape per role or department, so an engineering hire's first-week checklist can look different from a sales hire's, while both still run as tracked tasks with owners and dates.
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