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The HR modules · Premium plan

Your people, from the first interview
to every day after.

Five modules that talk to each other and to the attendance data you already have: who applies, who joins, who learns, who grows, who reports to whom. No spreadsheet in between.

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Everything switched on for fifteen days, no credit card.

One person, all the way round.

These are not five products to be wired together: it is one story, and every step knows what happened before it.

  1. 1 Applies One ad, one link, every application in one place.
  2. 2 Joins The joining path runs itself, step by step.
  3. 3 Learns Courses, certificates and expiry dates that warn you early.
  4. 4 Grows Review cycles with the numbers for the period already inside.
  5. 5 Finds their place Who reports to whom, drawn by dragging.

The CV of the person joining is already in their documents. The text of the ad is already their job description. The period you are reviewing is already in their clock-ins.

What BadgeBox does for people.

Recruiting

The open positions, and who came forward.

Open a position, write the ad — or tell it in your own words and the assistant writes it — and publish the link. Whoever opens it reads and applies: uploads a CV, answers the questions, consents to data processing. The application lands here, not in your inbox.

  • A reusable application form: you decide the questions
  • One public link per position, switched off by regenerating it
  • Where candidates come from, without talking to any job board
  • Ratings and notes from several people on the same application
  • Whoever you take on moves into onboarding: their documents are already there

The assistant reads the CV and says how far it answers the requirements — ticking them one by one, with the quote it understood them from. It never says whether to hire.

Onboarding and offboarding

The first day, without the list on a sheet of paper.

A template is the sequence of steps for whoever joins: data to collect, documents to read, files to upload, things to do internally. The person sees them one at a time, you see where they are — and when they are done, what they wrote goes into the employee record with one click.

  • Different templates by role, site or contract
  • The person fills it in from their phone, before day one
  • Whoever manages sees the answers next to the data already on file
  • Leaving too: badge, accounts, where to send the tax form
  • If the template is blocking, the platform waits until it is finished

Whoever does not feel like filling in a form can just talk: the assistant asks the questions and fills the fields. What comes out is confirmed by the person, not by the machine.

Training

Courses, certificates and expiry dates that warn you early.

Courses with their sessions, who attended, the certificate with its expiry date. And plans by role: whoever does that job needs these courses — and the platform can tell you who does not have them yet.

  • Certificates with an expiry date, and the warning before they expire
  • Training plans by role: who is missing shows up
  • Hours and costs of every session, per person
  • Certificate documents stay in the person's file

An expiry date that goes unnoticed is a risk, not an oversight. Here you see it coming.

Reviews

How people are doing, with the numbers next to it.

You build a form — sections and questions — and open a cycle: who is reviewed, over what period, by when. The person reviews themselves, the manager fills in their part, and the form is shared when it is ready. Until then, neither one sees the other.

  • The numbers for the period are already in the form: days, hours, overtime, activities, certificates
  • Photographed when the cycle opens: the judgement stays readable next to the numbers it was given on
  • Self-review and review side by side, and the distance between them
  • Who reviews whom is read from the teams, the same ones that approve leave
  • The team in one row per person: the last score, the one before, and the direction

The real question is not “how much are they worth”, it is “are they getting better” — and that one can only be answered with two points in time.

Org chart

Who sits with whom, and who reports to whom.

You draw it by dragging, and it is not a drawing: it is the same structure that decides who approves leave, who reviews whom and who sees what. Changing a line here changes tomorrow's work, not a picture to print.

  • Built by dragging, and exported
  • Empty boxes are the positions to fill: a recruitment starts from there
  • Whoever owns a group approves its requests
  • And the same structure says who reviews whom

An org chart that decides nothing is out of date in a month. This one decides, so it stays true.

Contracts and company policies signed without printing a thing.

You send the PDF, the person opens it on their phone and signs it with a code they receive by email or SMS. The original and the signed copy stay in their documents.

  1. You upload the PDF to the person’s profile and tick “Request signature”. In onboarding it’s one step of the path.
  2. The person gets the link, reads the document and asks for the code: it arrives by email or SMS.
  3. They type in the code and their name. The document is signed, with a stamp on every page.
  4. The original and the signed copy stay in their documents, and you follow every signature from a single table.

Simple electronic signature, admissible as evidence across Europe (eIDAS): file fingerprint, one-time code and a trail of every step.

Included in the Core, Plus and Premium plans.

The assistant, in here

It reads, measures, sums up. It does not decide.

When it comes to people, an assistant that gives opinions is a problem, not a feature. Here it does the boring work and stops one step short of the decision — and that is not a promise written in a contract: it is how the thing is built.

What it does

  • Writes the ad, or works it out from three lines told in your own words
  • Reads the CV and proposes the fields, which the candidate then confirms
  • Ticks the requirements one by one, with the quote and the page
  • Writes pros, cons, interview questions and what the CV does not say
  • Collects joining data by talking, instead of handing over a form
  • Prepares the facts for the period before a review

What it does not do, and cannot do

  • Never says whether to hire, and never ranks candidates
  • Never scores a person, neither in recruiting nor in a review
  • Never looks at age, photo, origin, marital status, health or opinions
  • Never moves an application along the pipeline: a person does that
  • Never sees colleagues' ratings and notes, nor the other applications
  • Never writes the judgement of a review in place of whoever signs it

There is no column to write a verdict in, and the match has four steps in words instead of a number: a number gets sorted, and a row of people sorted by a machine is a machine decision dressed up as data.

A CV is a person, not a file.

Whoever applies is giving you their name, their history and their contact details before they have even met you. What happens to that data is written down, not implied.

Consent is informed

The form tells applicants that the assistant will read their CV, and that a person makes the decision. If the assistant is off, it does not say so: because it does not happen.

The assistant is switched on per position

It starts off. Without it the module works in full: collecting, reviewing, rating, hiring, onboarding.

What leaves, and what does not

The CV and the text of the ad go to the model. Not your employees' names, not the other candidates, not colleagues' comments, not pay, not internal notes.

CVs are not downloaded by accident

A candidate document opens only from the Recruiting section, with the section permission: being in the same company is not enough.

Who decides, and who sees

Nineteen sections, one permission for each, four levels. Whoever runs interviews can rate without being able to open everyone's record.

Data in Europe, and the certifications

Encrypted channel, ISO 9001 and 27001. A landing page is not where you read the privacy notice: that is written, and you will find it at the bottom.

Consent records what was accepted, not just that somebody ticked a box: a fingerprint of the text shown that day is kept.

Going deeper.

The other pages of this site: the same things, looked at from closer up.

The overview

What BadgeBox does in a working day: attendance, shifts, expenses, documents.

The pricing

The price list with the usual questions answered, at an address you can send to whoever asks.

Try it in your own company.

Fifteen days with the HR modules switched on, no credit card. If it does not work out for you, you pay nothing.

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Rather see it first? Half an hour together, on your own shifts.