Most Companies Wing It. That’s Expensive.
For most growing companies, onboarding is a checklist of tasks nobody owns — and offboarding is an afterthought that happens after someone already gave notice. Both are compliance landmines waiting to go off.
Without structured programs, you’re exposed to I-9 errors, missing acknowledgments, wage claims from improper final pay, confidentiality breaches, and system access that never gets removed.
- New hire paperwork errors that create I-9 and tax liability
- No 30/60/90 plan — new hires flounder and quit early
- Managers improvising without HR guardrails or documentation
- Final pay errors and improper separation processing
- System access, company property, and data exposure at offboarding
How Catapult Solves It
We turn ad-hoc chaos into documented, repeatable processes that protect you and impress your employees.
New Hire Paperwork & I-9 Compliance
Complete onboarding packet management — federal/state tax forms, direct deposit, required acknowledgments, and I-9 verification done correctly from day one.
30/60/90 Day Onboarding Plans
Structured milestone frameworks for each role that set expectations, assign ownership, and measurably reduce early attrition.
Role-Specific Orientation Programs
Customized orientation content by department — so employees understand their responsibilities, tools, and who to call when something goes wrong.
Offboarding Protocol Design
Step-by-step separation checklists covering final pay, equipment return, system access revocation, COBRA notices, and reference policy.
Exit Interview Programs
Structured, confidential exit interviews that capture real turnover data — and surface the patterns before they become retention crises.
Policy & Documentation Standards
Offer letters, employment agreements, NDAs, PIAs, and separation documentation templates reviewed for compliance and enforceability.
What Our Clients Say
“We used to lose half our new hires in the first 60 days. After Catapult redesigned our onboarding program, 90-day retention went up dramatically. They built something we could actually run ourselves.”
“When we had a surprise termination of a senior employee, Catapult walked us through every step — final pay, COBRA notice timing, reference policy, system access. We didn’t miss a single requirement.”
The Cost of Getting It Wrong
Employee lifecycle mistakes are expensive — and mostly preventable.
Early Turnover
Replacing an employee who leaves in their first year costs 50–200% of their annual salary in recruiting, training, and lost productivity.
Final Pay Violations
Improper final paycheck timing can trigger penalty wages of 30 days’ pay per violation under many state laws — separate from the wages owed.
I-9 Documentation Errors
Paperwork errors discovered in an audit carry fines from $272 to $2,701 per violation. An employer with 50 employees may have dozens.
Offboarding Data Exposure
Former employees who retain system access or take company data create CFAA liability and trade secret risk that’s difficult and costly to remediate.
Certified HR Practitioners. Real-World Experience.
Our advisors hold SHRM-CP, SHRM-SCP, PHR, and SPHR certifications — and have built onboarding and offboarding programs across industries ranging from manufacturing and healthcare to professional services and tech.
We don’t hand you a template. We build programs tailored to your headcount, growth stage, hiring volume, and compliance environment — then train your managers to run them.
Ready to Build a Lifecycle That Works?
From offer letter to exit interview, Catapult builds the programs that make your people feel valued — and keep your company protected.