Junior recruiter job description templates for small teams: 6 role variants with pay bands, FLSA status, ramp plans, and age-bias wording notes. Free DOCX.
6 free templates for the first rung of a recruiting team: in-house junior recruiter, agency trainee desk, sourcer, high-volume hourly, junior technical recruiter, and paid recruiting apprentice. Download as DOCX.
The first recruiting hire almost nobody gets right is the junior one. A founder decides hiring has become a second job, cannot justify a full recruiter, and posts something titled junior recruiter that describes a senior one at half the pay. The applications arrive, none of them fit, and the conclusion is that junior recruiters do not exist.
They do. What is usually missing is a decision about which half of recruiting the person actually owns. A junior recruiter is defined by the work that stays with you, not by the work that moves. Write that split down and the posting writes itself, the pay band becomes obvious, and the wage and hour classification stops being a guess.
At FirstHR we build hiring templates for small teams without a dedicated HR department. The six below cover an in-house junior recruiter, an agency trainee desk, a sourcer, a high-volume hourly seat, a junior technical recruiter, and a paid recruiting apprentice, each with the classification and ramp language the generic versions leave out.
TL;DR
A junior recruiter owns the repeatable half of hiring: ads, screening to written criteria, first-round screens, scheduling, and records. The judgment stays with you until the ramp completes. Most junior recruiters are non-exempt, so track hours and pay overtime. Budget roughly $45,000 to $60,000 base. Six templates below, downloadable as DOCX.
What a Junior Recruiter Actually Owns
A junior recruiter owns execution, not judgment. They run the parts of hiring that have a defined standard: job ads, application screening against written criteria, first-round phone screens on a scorecard, scheduling, candidate communication, and records. Everything requiring a call on quality stays above them until the ramp says otherwise.
That is the whole definition, and it is why the role is cheaper than a full recruiter. You are not buying less capability per hour. You are buying a narrower scope and keeping the expensive decisions yourself, which is a real trade with a real cost in your own time.
Owns the repeatable half
Volume work with a defined standard
Job ad drafting, application screening against written criteria, first-round phone screens on a scorecard, interview scheduling, candidate communication, record keeping, and the weekly pipeline report. All of it is real work, and all of it follows a standard someone else set.
Does not own the judgment calls
Where the seniority actually sits
Setting the hiring bar, running the intake meeting with a hiring manager, deciding who advances past a close screen, negotiating an offer, and closing a candidate who has two others. Those move to the junior recruiter as the ramp completes, not on day one.
Junior is a scope word, not an age word
Write it that way
Junior describes the size of the job, the pay band, and the level of supervision. It says nothing about how old the person is or when they graduated. Keep the posting on scope and the qualification lines stay defensible.
The seat has a shelf life
Plan the exit before the hire
A good junior recruiter outgrows the definition inside a year. If there is no written promotion path and no criteria attached to it, you are training someone for whoever hires them next. Put the ramp in the posting.
Write the Escalation Rule Before the Posting
The single sentence that makes a junior recruiter work is the one that says what gets escalated. Something like: any candidate you would rate a borderline pass, any offer conversation, and any hiring manager who wants to change the criteria mid-search. Without that rule the person either escalates everything, which costs you more time than doing it yourself, or escalates nothing, which is how a good candidate gets rejected in week three. Write it down before you post the job.
The role sits between two neighbors that are easy to confuse. A recruiting coordinator is a permanent process specialist rather than a training seat. A full recruiter owns the bar, the intake meeting, and the close from day one. Pick the wrong one and you either overpay or lose the hire in under a year.
What Belongs in the Posting
A junior recruiter posting has to do something most job descriptions skip: sell a career step. The candidate pool is people choosing between this and a job with a clearer title, so the ramp and the promotion criteria are not extras, they are the offer.
The parts that set expectations
What the company does, in two sentences
How many roles a year the person will touch
Who the role reports to and who decides
Which parts of the process are theirs on day one
The parts that filter honestly
Weekly call and screen volume, stated as a number
Any degree requirement, only if the job truly needs one
Schedule reality: evenings, weekends, site travel
Language or vertical requirements, marked required or preferred
The parts that protect you
FLSA status stated on the posting
Pay or a good-faith range where required
Equal opportunity statement with no age proxy language
Commission plan referenced as a written document
The parts that win the hire
A written ramp with months attached
The promotion criteria, published up front
Who trains them and how often
A named person to apply to and a real deadline
The most common omission is the number. Junior recruiter postings say fast-paced environment where they should say twenty phone screens a week across four open roles. Candidates who want that volume self-select in, and candidates who do not stop reading, which is the entire job of a posting.
6 Junior Recruiter Job Description Templates to Download
Download all six as one file or copy them individually. Each follows the same structure: company overview, position summary, key responsibilities, required qualifications, a ramp or progression block, a classification and compliance note, an equal opportunity statement, and how to apply. The bracketed fields are the only parts you need to change.
Download All 6 Junior Recruiter Job Description Templates
In-house, agency trainee, sourcer, high-volume hourly, junior technical, and paid apprentice. All in one download.
In-House Junior Recruiter
First recruiting hire
The standard entry seat at a company that hires steadily, with a written ramp from scheduling through to owning first-round screens.
Agency Trainee Desk
Base plus commission
For a staffing firm building a candidate-side trainee, with activity targets, a written commission plan, and the overtime rules commission does not remove.
Junior Recruiter / Sourcer
Top of funnel only
For pipelines where strong people never apply: search strings, outreach, qualifying calls, and a handoff measured by qualified candidates, not message volume.
High-Volume Hourly
Multi-site frontline hiring
For retail, food service, warehouse, and care operations: same-day contact, structured screens, hiring events, and show rate tracked by site.
Junior Technical Recruiter
Engineering funnel
For an engineering pipeline, with a stack learning plan, loop coordination, and a plain statement that no engineering degree is required.
Recruiting Apprentice
Paid entry track
For a structured paid entry program with a written conversion decision, and the intern classification question answered by paying the person.
Template 1: In-House Junior Recruiter (Standard)
The standard entry seat at a company that hires steadily, with a written ramp that moves screening decisions from the hiring manager to the recruiter across the first year.
For pipelines where the strong candidates never apply to a posting: search strings, outreach, qualifying conversations, and a handoff measured in qualified candidates rather than messages sent.
FLSA status: Non-exempt employee, paid at least minimum wage and overtime
Compensation: $_ per hour
ABOUT THIS ROLE
[Company Name] is opening a paid entry track into recruiting for people with no
recruiting background. The seat is a real job with real pay, structured to teach
the craft in [duration] and to convert into a junior recruiter role if the work
is good.
POSITION SUMMARY
The Recruiting Apprentice learns and then performs the core recruiting tasks
under close supervision: writing job ads, screening applications, scheduling,
candidate communication, and record keeping. Every task starts as shadowing and
graduates to independent work on a published schedule.
KEY RESPONSIBILITIES
•Schedule interviews and manage candidate communication end to end
•Screen applications against written criteria with review by [title]
•Draft job ads for review before posting
•Keep candidate records and stage changes accurate
•Prepare the weekly pipeline report from our own data
•Sit in on intake meetings and interview debriefs as an observer
•Complete the structured learning plan: [named modules or curriculum]
•Present one process improvement at the end of the term
REQUIRED QUALIFICATIONS
•No recruiting experience required
•Clear writing and comfort talking to strangers on the phone
•Reliability and follow-through on small commitments
•Available [hours] per week for [duration]
CONVERSION
At month [number] we make a decision in writing: an offer as Junior Recruiter at
$_, an extension, or an honest close with a reference. The criteria are
[named criteria], and they are shared on day one.
CLASSIFICATION AND COMPLIANCE NOTE
Pay this role. The Department of Labor uses a primary beneficiary test to decide
whether an intern at a for-profit employer is actually an employee, weighing
factors such as whether the work is tied to formal education, whether the intern
displaces paid staff, and whether either side expects compensation. An unpaid
intern who does the recruiting work you would otherwise hire for is an employee
owed minimum wage and overtime. A paid apprentice at an hourly wage removes the
question entirely, and it is the honest structure anyway. Track hours, pay
overtime past 40 hours in a week, and confirm your state's rules on internships
and youth employment where applicable. This is general information, not legal
advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer. This program is open to
applicants of any age and does not require current enrollment or a recent
graduation date.
COMPENSATION AND HOW TO APPLY
Compensation: $_ per hour, [stipend], [conversion offer target]
To apply, email __ with a short note on why recruiting.
Overtime and the Exemption Most Junior Recruiters Fail
Most junior recruiters are non-exempt, which means hourly and entitled to overtime past forty hours in a week. The exemption employers reach for is the administrative one, and the duty that defeats it is the exact duty that makes the role junior.
The Department of Labor sets out the test in its fact sheet on the administrative exemption: the primary duty must include the exercise of discretion and independent judgment with respect to matters of significance, and applying well-established techniques or standards from a manual, along with recurrent, repetitive, or routine work, does not qualify. Human resources work can meet that bar once the person genuinely decides things, which is why the senior version of this job often is exempt.
The administrative exemption is the one that fails
Almost every misclassified junior recruiter was called exempt under the administrative exemption. That exemption requires the primary duty to include the exercise of discretion and independent judgment with respect to matters of significance, and the Department of Labor is explicit that applying well-established techniques, procedures, or standards described in a manual does not count, and neither does recurrent, repetitive, or routine work. Screening against criteria someone else wrote, booking interviews into a calendar, and sending templated status updates is the definition of the second category. Human resources work can qualify for the exemption once the person genuinely decides things, which is why a senior recruiter often is exempt and a junior one usually is not. Classify on what the day contains. This is general information, not legal advice.
Salary and commission do not create an exemption
Two shortcuts cause most of the damage. The first is paying a salary and treating that as the whole test: the salary basis is a threshold you must clear, not a substitute for the duties test, and clearing it proves nothing on its own. The second is assuming that a commission plan makes an agency trainee exempt. The outside sales exemption requires the employee to be customarily and regularly away from the employer's place of business, which a recruiter working a phone at a desk is not, and the retail commission exemption has its own narrow conditions that a staffing agency rarely satisfies. If a junior agency recruiter is non-exempt, overtime is calculated on total earnings including commission, not on base alone. This is general information, not legal advice.
Non-exempt means the hours have to be tracked
Classifying a junior recruiter as non-exempt is the easy part. The part small teams get wrong is what counts as hours worked once they have. Evening hiring events count. Travel between sites during the work day counts. Answering candidate calls after hours because someone finally picked up counts. Time spent in required training counts. None of that is optional, and none of it disappears because the person volunteered for it or because the schedule said forty hours. Give the role a real timekeeping method from day one rather than reconstructing it later, set an expectation in writing about after-hours contact, and approve overtime deliberately instead of discovering it. This is general information, not legal advice.
Reclassifying later is normal, misclassifying now is not
Managers hesitate to start a role non-exempt because it feels like a demotion to the candidate. It is not, and the honest framing works better anyway: this seat is hourly while the duties are execution, and it moves to salary when the duties move to judgment, with the criteria written down. That is a promotion path a candidate can hold you to, which is exactly why it recruits well. The reverse, starting someone exempt because the title sounded professional and correcting it after a complaint, is the version that produces back pay for unpaid overtime, liquidated damages, and a two or three year lookback depending on whether the violation is found to be willful. This is general information, not legal advice.
Junior recruiter setup
Likely FLSA status
Why
In-house junior, screening to criteria someone else wrote
Non-exempt
Execution against a defined standard, with decisions escalated upward
Agency trainee on base plus commission
Non-exempt
Commission is not an exemption; the desk is not outside sales
Sourcer, outreach and qualifying only
Non-exempt
Research and outreach to given criteria, no matters of significance
High-volume hourly recruiter across sites
Non-exempt
Scheduled, scripted, repetitive work by design
Junior technical recruiter in ramp
Non-exempt
The computer employee exemption covers building software, not hiring for it
Paid recruiting apprentice
Non-exempt employee
Pay at least minimum wage and overtime; do not run this unpaid
Same person after taking over intake, bar setting, and offers
Reassess for exempt
Duties have moved to judgment; document the change in writing
The practical rule for this seat: start non-exempt, track hours properly, and treat the move to exempt as a documented promotion rather than a quiet edit to the offer letter.
The Word Junior and the Age Bias Problem
Junior is a scope word and it is safe. The risk is in the qualification lines employers attach to it, because phrases like recent graduate and digital native function as age proxies even when age is never mentioned.
The Age Discrimination in Employment Act protects workers aged forty and over, applies to employers with twenty or more employees, and generally makes it unlawful to include age preferences, limitations, or specifications in job notices or advertisements, with a narrow exception where age is a bona fide occupational qualification. The Equal Employment Opportunity Commission looks past explicit age references to language that does the same work indirectly. Many state laws start below the twenty-employee threshold, so a smaller team is not automatically outside the rules.
Phrase to cut
Why it is a problem
Write this instead
Recent college graduate
Direct proxy for age and graduation year
0 to 2 years of experience in a customer-facing role
Digital native
Proxy for a generation, not a skill
Comfortable learning a new system in a week
Young and energetic team
Describes the people, not the job
Twenty phone screens a week across four open roles
Looking to start your career
Excludes career changers and returners
No recruiting experience required; we train the craft
High-energy self-starter
Says nothing and screens for nothing
Works a call list without being reminded
Junior Recruiter (level in the title)
Not a problem; it describes the scope and pay band
Keep it, and define the scope in the summary
The rewrite in the right-hand column is not a compliance tax. Every one of those replacements tells a candidate something concrete about the job, which is why postings written this way get better applicants and not just safer ones.
What to Pay a Junior Recruiter
There is no federal occupation called recruiter, junior or otherwise, so this benchmark has to be triangulated. The Bureau of Labor Statistics folds recruiting into human resources specialists, a classification that blends junior recruiters with experienced generalists, so its median is far above a junior band.
The Two Classifications That Bracket This Role
According to the Bureau of Labor Statistics Occupational Employment and Wage Statistics survey (May 2025), human resources specialists earned a median annual wage of $75,940, with the tenth percentile at $47,180 and the twenty-fifth at $58,610 (BLS OEWS, 13-1071). Human resources assistants, except payroll and timekeeping earned a median of $50,610, with a tenth percentile of $37,340 and a seventy-fifth of $59,800 (BLS OEWS, 43-4161). A junior recruiter lives in the overlap between them.
Benchmark (BLS OEWS, May 2025)
Annual wage
How it maps to a junior recruiter
HR assistants, 10th percentile
$37,340
Below a realistic junior recruiter offer in most markets
HR assistants, 25th percentile
$44,030
Floor for an administrative junior desk in a low-cost market
HR specialists, 10th percentile
$47,180
Common entry point for a first in-house recruiting hire
HR assistants, median
$50,610
Midpoint for a scheduling-heavy junior or apprentice conversion
HR specialists, 25th percentile
$58,610
Top of a junior band, or a junior technical recruiter in a major metro
HR assistants, 75th percentile
$59,800
Where a strong second-year junior usually lands before promotion
HR assistants, 90th percentile
$68,280
Ceiling of the administrative classification entirely
HR specialists, median
$75,940
Full recruiter, not junior; the target after the promotion
HR specialists, 90th percentile
$128,720
Senior and lead recruiters; the ceiling of the ladder
The practical band for a junior recruiter is roughly $45,000 to $60,000 base in most US markets, with agency trainee seats using a lower base against commission and junior technical recruiters in expensive metros at the top. Employment in the human resources specialists classification was about 944,300 in 2024, with roughly 81,800 openings projected each year through 2034, so you are hiring into a deep but competitive pool. Publish a good-faith range where pay transparency laws apply.
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The Ramp Belongs in the Posting, Not the Onboarding Doc
Publish the ramp in the job description itself. A junior recruiter posting competes against jobs with clearer titles, and a written path from scheduling to owning screens to owning searches is the strongest thing a small employer can put on the page.
It also protects you. A ramp with months and criteria attached is the document you point to when the person asks about promotion at month seven, and it is the record that supports reclassifying the role to exempt when the duties genuinely change. Both conversations go badly without it.
All screening decisions and any change to criteria
Months 4 to 6
First-round screens against the scorecard for named role families
Borderline candidates, offer conversations, new role intake
Months 7 to 12
Intake meetings and sourcing for their role families
Compensation decisions and any hire outside the agreed bar
Month 12 review
Promotion decision against published criteria
Classification reassessed in writing if duties have shifted
Attach two or three real measures to that timeline rather than a vague sense of progress. Screens per week, qualified handoff rate, and time from application to first contact are the three that tell you most early.
Hiring a Junior Recruiter Without an HR Department
Small teams fail this hire in three predictable places: they expect time savings before the ramp is finished, they write the posting around a person instead of a job, and the first-of-kind paperwork lands on the one person least able to absorb it. Each has a fix.
You are hiring a recruiter because you have no time, and a junior recruiter costs you time first
This is the trap. A junior recruiter is cheaper than a full one because the judgment stays with you, which means the first two months add work rather than removing it. If you hire one with nothing written down, you will answer the same question forty times and conclude the hire failed. The fix is to spend one afternoon before the posting goes live producing three artifacts: the must-have criteria for each open role, the phone screen question set with what a good answer sounds like, and the rule for what gets escalated to you. Those three documents are what turn a junior recruiter from an interruption into leverage, and they take about three hours to write.
You wrote a posting for a person, not a job, and now the qualification lines are a liability
Junior recruiter postings drift toward describing a person: energetic, recent graduate, digital native, looking for someone at the start of their career. Those phrases feel harmless and they are the exact language that turns a scope word into an age proxy. Rewrite each one as a requirement of the work: state the weekly call volume instead of energetic, state the years of experience band instead of recent graduate, state which tools the person will use instead of digital native. The posting gets more useful to candidates and more defensible at the same time, which is the rare case where the compliant version is also the better version.
The recruiter hire and the paperwork behind it land in the same week as everything else
The junior recruiter is usually a first-of-kind hire, which means there is no existing packet to reuse. Offer letter, classification decision in writing, timekeeping setup for a non-exempt role, commission plan if there is one, handbook acknowledgment, confidentiality agreement covering candidate data, tax and eligibility forms, tool access, and the ramp plan itself, all at once, for the one person whose job is to make hiring less chaotic. FirstHR was built for that moment. The onboarding wizard runs the same sequence every time, e-signature handles the offer and the acknowledgments, document management keeps the classification decision and the commission plan on file against the employee profile, and training modules deliver the ramp curriculum instead of leaving it in someone's head. Applicant tracking is coming soon to FirstHR. Note that FirstHR is an onboarding and HR platform, not a payroll provider.
Once the offer is signed the work shifts to a repeatable onboarding checklist, and for this role that checklist carries two items most do not: the classification decision in writing and the timekeeping setup that a non-exempt seat requires from the first week.
Key Takeaways
A junior recruiter owns execution against defined criteria: ads, screening, first-round screens, scheduling, communication, and records. The judgment stays above them until the ramp transfers it.
Most junior recruiters are non-exempt, because screening to criteria someone else wrote is the routine work the administrative exemption explicitly excludes; neither a salary nor a commission plan changes that.
Track hours from day one for a non-exempt seat, including evening hiring events, travel between sites during the work day, after-hours candidate calls, and required training.
Junior and entry level describe scope and are safe; recent graduate, digital native, and young and energetic act as age proxies under the ADEA and should be rewritten as requirements of the work.
Benchmark pay between two BLS classifications (OEWS, May 2025): HR specialists at a $75,940 median with a $47,180 tenth percentile, and HR assistants at a $50,610 median, giving a practical junior band of roughly $45,000 to $60,000 base.
Publish the ramp with months and criteria in the posting itself: it recruits better, it answers the promotion question at month seven, and it documents the eventual move to exempt.
A first recruiting hire arrives with paperwork no one has built a packet for yet. FirstHR runs the same onboarding sequence every time, with e-signature for the offer and the acknowledgments, document management holding the classification decision and the commission plan against the employee profile, and training modules delivering the ramp curriculum instead of leaving it in someone's head. Applicant tracking is coming soon to FirstHR.
Frequently Asked Questions
What does a junior recruiter do?
A junior recruiter runs the repeatable half of hiring under someone else’s direction. That means drafting and posting job ads, screening applications against written must-have criteria, running first-round phone screens on a fixed scorecard, scheduling interviews across hiring managers and candidates, sending status updates and rejections on a set timeline, keeping candidate records accurate, coordinating references and background checks, and producing the weekly pipeline report. What the role does not own on day one is the judgment: setting the hiring bar, running the intake meeting, deciding who advances past a close call, negotiating the offer, and closing a candidate weighing other options. Those responsibilities transfer as the ramp completes. The distinction matters beyond the org chart, because it is also what determines whether the role is exempt or non-exempt under federal wage and hour rules.
Is a junior recruiter exempt or non-exempt under the FLSA?
Usually non-exempt, meaning hourly and entitled to overtime past 40 hours in a week. The exemption most employers reach for is the administrative one, which requires the primary duty to include the exercise of discretion and independent judgment with respect to matters of significance. The Department of Labor states directly that applying well-established techniques, procedures, or standards described in manuals does not meet that standard, and neither does recurrent, repetitive, or routine work. A junior recruiter screening against criteria someone else wrote, booking interviews, and escalating decisions upward is doing precisely that. Paying a salary does not change the answer, because the salary basis is a threshold rather than a substitute for the duties test. Commission does not change it either. Reclassify to exempt in writing when the duties genuinely shift to judgment. This is general information, not legal advice.
How much should I pay a junior recruiter?
There is no federal occupation called recruiter, so the pay question has to be triangulated between two classifications. According to the Bureau of Labor Statistics Occupational Employment and Wage Statistics survey (May 2025), human resources specialists, the classification that covers recruiting, screening, interviewing, and placing workers, had a median annual wage of $75,940, with the tenth percentile at $47,180 and the twenty-fifth at $58,610. Human resources assistants, except payroll and timekeeping, the classification closest to an administrative junior desk, had a median of $50,610, a tenth percentile of $37,340, and a seventy-fifth of $59,800. A junior recruiter realistically lands in the overlap: roughly $45,000 to $60,000 base in most markets, with agency trainee seats using a lower base plus commission and junior technical recruiters in major metros sitting at the top of that band.
Can I say recent graduate or entry level in a junior recruiter job posting?
Entry level is generally safe. Recent graduate is not. The Age Discrimination in Employment Act protects workers aged 40 and over and makes it unlawful to include age preferences, limitations, or specifications in job notices or advertisements, except in the rare case where age is a bona fide occupational qualification. The Equal Employment Opportunity Commission looks past explicit age references to proxies, and recent college graduate, digital native, and young and energetic all function as proxies even when age is never mentioned. Entry level and junior describe the scope, supervision, and pay band of the job rather than the person, which is why they survive scrutiny. The safest rewrite is to state the requirement of the work: a years-of-experience band, a weekly call volume, a named tool. The ADEA applies to employers with 20 or more employees, and many state laws start lower.
What is the difference between a junior recruiter and a recruiting coordinator?
A recruiting coordinator is a permanent process role; a junior recruiter is a training seat on the way to a full recruiter job. The day-to-day overlaps heavily at first, since both schedule interviews, communicate with candidates, and keep records clean, but the trajectories differ. A coordinator gets better at logistics, interview operations, and candidate experience, and a strong one stays a coordinator for years and grows into program or operations work. A junior recruiter is expected to take over screening, then intake meetings, then sourcing and closing, on a published timeline. If you write a junior recruiter posting for what is really a coordinator role, you will hire someone who leaves in eleven months when the promotion does not arrive. Decide which job you actually have before you pick the template.
Do I need a degree requirement in a junior recruiter job description?
Almost never, and including one costs you candidates for no gain. Recruiting is one of the few functions where the strongest entry-level performers routinely come from hospitality, retail, call centers, and sales, because the job is high-volume structured conversation with strangers plus disciplined follow-through. A degree requirement filters that pool out while adding nothing you can point to in performance. It also narrows the applicant pool in ways that make a diverse slate harder to build. Write the requirement you actually have instead: clear written communication, comfort making a stated number of calls a week, and the organization to hold several open roles at once. If a specific credential genuinely matters for your vertical, say so and say why. Otherwise leave it out and let the screen do the work.
How long does it take a junior recruiter to become productive?
Plan on three months to net-neutral and six to genuinely productive, and staff accordingly. The first month is a cost: shadowing screens, learning the roles, and asking questions that interrupt whoever is training them. Months two and three usually cover their own overhead through scheduling and candidate communication. By month four a junior recruiter running first-round screens against a solid scorecard is saving a hiring manager several hours a week. That timeline collapses or stretches based on one variable: whether you wrote down the must-have criteria, the screen question set, and the escalation rule before day one. Teams that skip those three documents typically add three months to the ramp and often conclude the hire was wrong when the preparation was. Applicant tracking is coming soon to FirstHR.
