Get every new hire framed in before they walk.
A 90-day onboarding system built for field crews. Paperwork, certifications, training, and reviews in one app that works from the job site. Hire them right, keep them longer, and document every step along the way.
Hiring isn't the hard part. Keeping them is.
In the trades, new hires make up their mind fast. A bad first week, a missing piece of gear, a manager too busy to check in, and they're gone before they ever got productive. Then you're back to square one, paying to hire and train all over again.
Day-one chaos
No gear, no badge, no plan. The new hire stands around while everyone's too busy to onboard them.
Certs nobody tracked
OSHA cards and drug tests expire quietly. You find out when an inspector or a GC asks for them.
Paperwork in a glovebox
Signed forms live in trucks, inboxes, and text threads. Good luck pulling a file when you need it.
The signature chase
Managers spend their week hunting down completed tasks and reviews instead of running the job.
One system that frames a new hire in. From the offer to Day 90, every step is structured, tracked, and documented.
Onboard them like you'd frame a build.
FramedIn moves every new hire through six clear stages. Tasks unlock when they should. Two human checkpoints keep a manager in the loop at the start and the finish. Everything in between advances on its own as tasks get done and the days tick by.
Set them up before day one
Paperwork, gear requests, required reading, and starting certifications all handled before the new hire ever sets foot on site. They show up ready, not lost.
Manager signs off to advanceGet the first week right
Safety orientation, team introductions, and first assignments. The new hire works a checklist from their phone while their manager tracks progress without chasing anyone down.
First real check-in
A two-sided review: the manager rates performance, safety, and fit, and the new hire rates the job, the support, and the environment. The manager sets one to three SMART goals for the next 30 days.
Course-correct early
Review progress on the Day 30 goals, then set the next set. This is where you catch a problem while you can still fix it, instead of finding out at the 90-day mark.
Make it official
Final review, a short employee survey, and goals that carry past onboarding into the regular performance plan. Every rating and note is saved to the record.
Manager marks them onboardedA documented, retained crew member
They're fully onboarded with a complete paper trail behind them. Certs tracked, reviews on file, goals in motion. The exact thing you reach for when an audit, a dispute, or a promotion comes up.
Everything onboarding needs.
Nothing your crew won't use.
Built around how construction actually hires, trains, and documents people. No bloated enterprise HR suite. No features you'll never touch.
Onboarding templates
Build a checklist once and reuse it for every hire. Set company-wide standards or tailor a template per role, with due dates that calculate from each start date.
Safety & cert tracking
OSHA 10 and 30, drug tests, background checks, and any custom cert. Automatic expiration alerts at 90, 60, 30, 14, 7, and 1 day so nothing lapses quietly.
30/60/90 reviews
Structured two-sided reviews and SMART goals at every milestone. Neither side sees the other until both submit, so the feedback stays honest.
Job-site chat
New hires message their manager directly, one hand, on the phone in their pocket. No new app for the office, no group text chaos in the field.
Team feed
Welcome posts, milestones, and announcements that pull a crew together. Birthdays and work anniversaries post automatically, scoped to each company.
Live org chart
A reporting chart that builds itself from your people. When someone leaves, their spot turns into an open seat automatically, so the structure always reflects reality.
Document library
Policies, handbooks, and forms in one place with version history and role-based access. Upload a new version and the old one archives on its own.
Reporting & retention
Onboarding completion, turnover, and separation reporting with voluntary vs involuntary breakdowns. Export any report to PDF or Excel for the leadership meeting.
Role-based access
Owner, admin, manager, and field employee each see exactly what they should.
What it actually does for the business.
Keep more of who you hire
A structured first 90 days gives new hires a reason to stay. Fewer walk-offs means less money burned hiring and training the same role twice.
Stay audit-ready on certs
Every cert tracked with alerts before it expires. When a GC or an inspector asks for documentation, you pull it in seconds instead of scrambling.
Get crews productive faster
Clear tasks and check-ins ramp a new hire up instead of leaving them guessing. Less downtime, fewer mistakes, faster contribution on the job.
See your real turnover, finally
Know where in the lifecycle you're losing people and why. Real numbers on voluntary vs involuntary separations, not a gut feeling.
If they can't use it from the truck, it doesn't get used.
FramedIn was designed phone-first for people who don't sit at a desk. Clean, fast, and simple enough to run one-handed in the sun. The office gets the full picture on a laptop.
New hires onboard from their pocket. Tasks, documents, and certs, no laptop required.
Managers approve from the job site. Review tasks and sign off between calls, not at the end of the week.
One invite, password, done. A new hire taps the email, sets a password, and lands on their first task.
We didn't build FramedIn after reading about construction. We built it because we live in it every day, fixing the same onboarding and people problems for crews like yours.
Software from people who do this work.
FramedIn comes out of Building Force Solutions, a fractional HR firm built specifically for construction, trades, and field-based businesses. The same risk, documentation, and discipline that goes into the consulting work is baked into the product.
One plan. Priced by your crew, not by tiers.
A flat base plan plus a small rate per active employee. Everything is included, and it scales with your headcount so you only pay for the people actually using it.
Stop losing good people in the first 90 days.
Start a 30-day free trial or book a quick setup call. We'll get FramedIn dialed in for your crew and your first template built so you can onboard your next hire the right way.