Hire, onboard and stay compliant — without an HR department.
From writing the job post to onboarding with Form I-9, W-4 and E-Verify, She Assist manages the hiring and HR cycle for small teams — plus an employee handbook and worker-classification guidance.
The hiring and onboarding tasks that keep small teams compliant and organized.
Clear job descriptions posted on the right boards to attract qualified candidates.
Scheduling and candidate follow-up so you only spend time on the final decision.
Professional, consistent offer letters ready to send to your chosen candidate.
Onboarding paperwork collected and retained correctly, with E-Verify where you participate.
A clear handbook and PTO policy tailored to your business and state.
Guidance on employee (W-2) vs. contractor (1099) to help you reduce misclassification risk.
Offer letter sent, accepted and filed — with start date confirmed.
Form I-9, W-4 and state withholding forms collected and verified.
New-hire state reporting, E-Verify and payroll setup completed.
Handbook acknowledgment and a smooth first-day welcome kit.
This is general information, not legal advice. Employment law, worker classification and required notices vary by state and change over time. She Assist provides administrative HR support; for legally sensitive matters we recommend review by a licensed employment attorney or CPA.
We help with job postings and candidate sourcing, interview scheduling, offer letters, onboarding paperwork (Form I-9, W-4 and state forms), E-Verify where used, new-hire state reporting, an employee handbook and basic HR policies. We tailor it to small teams that don't have a dedicated HR person.
Yes. We help you collect and retain Form I-9 correctly for each new hire and run E-Verify where you participate. Employers remain responsible for verifying work authorization; we make the process organized and consistent.
We can walk you through the common factors that distinguish employees (W-2) from independent contractors (1099) and flag risk areas. Because misclassification carries penalties and the tests vary by agency and state, the final decision should be confirmed with a CPA or employment attorney.
Yes. We prepare a clear handbook covering core policies — PTO, conduct, pay practices and more — tailored to your business and state. For legally sensitive policies we recommend an attorney review before rollout.
Making your first hire — or your tenth? We'll handle the HR side.
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