Connect plant managers, central HR and employees through clearer hiring, onboarding and everyday people support.
A little less chasing. A little more clarity.
See a plant manager and HR clarify a maintenance vacancy before the hiring process begins.
Fictional product walkthrough. Sample people and actions. No live messages, integrations or AI calls.
Hirebrew HireThe plant manager records the location, role and replacement need in a sample requisition.
We need a maintenance technician replacement at the Ogun plant. Please review the role brief.
HR asks who will provide the technical interview evidence and own the welcome.
Who will join the technical panel and who owns the administrative welcome?
Emeka names the maintenance supervisor and the site onboarding coordinator.
Ifeoma will join the technical panel. Sade will own the administrative welcome.
HR records both owners and moves the request to the next agreed approval step.
Owners are recorded. The request can move through the remaining approvals; specialist site clearances stay in their established process.
A scripted illustration, not a customer result or a promise of production availability. People review decisions.
A replacement request starts at a plant. Approval happens at head office. Interviews involve a technical supervisor, while a different team prepares the new starter. When each handoff lives in its own conversation, nobody sees the whole journey. Hirebrew brings these people workflows into one product direction, with named responsibilities from requisition to the first manager check-in.
Capture the role, location and hiring rationale before recruitment begins. Give site leaders and HR a shared starting point for discussing vacancies instead of reconciling separate lists at the end of the week.
Bring supervisors into interview panels and use scorecards to record role-relevant evidence. Keep candidate questions in the hiring conversation so practical details do not disappear between central recruitment and the site.
Assign onboarding tasks to the people who can complete them. Follow the welcome with employee requests, learning conversations and manager check-ins, connecting plant and office employees to the same people-service approach.
A proposed pilot for one plant and one job family. Use sample records to test where central and local responsibilities meet.
Illustrative workflow. Explore the ownership at each handoff.
Raise a requisition with the location and role requirements. Route the request through the agreed approval path before HR opens the candidate pipeline.
Coordinate candidate stages, panel participation and structured feedback. Use two-way messaging to resolve candidate questions before the next step.
Make the welcome, introductions and local onboarding responsibilities visible. Keep specialist safety sign-off with the qualified team and its established system.
Explore leave, letters and employee requests alongside development goals. Use early check-ins to identify where a new colleague still needs support.
See connected sample interactions in the product tour.
Explore the productStart with a focused workflow. Connect more of the employee journey as your evaluation develops.
Give each site's hiring need a clear starting point and decision owner.
Explore the capabilityBring role-specific interview evidence into a shared hiring discussion.
Explore the capabilityCoordinate the people responsible for the first week and early check-ins.
Explore the capabilityExplore the headcount and department context needed for planning conversations.
Explore the capabilityBrew AI concepts can help draft a role-specific onboarding outline from approved requirements. A site leader reviews the language, responsibilities and omissions. The website demonstrates illustrative drafting, not live safety guidance or automated decisions.
Explore Brew AIWalk through a sample vacancy with a supervisor, recruiter and employee representative. Agree what successful ownership looks like before expanding to other sites.
Download the starting briefLocation-specific responsibilities are a useful pilot scenario for Hirebrew's task-based onboarding. Test the setup with your actual operating model before making a multi-site rollout commitment.
No. The focus is hiring and employee coordination. Production planning, clocking, shift scheduling and safety systems remain specialist tools; any required connection must be scoped separately.
Include both frontline and office participants, realistic connectivity conditions and the languages used for employee support. Validate those access needs rather than assuming a desktop-first process will suit every site.