HelmRow, screen by screen.
Three things people actually do: bring someone in, run everyday work, and record and review labor. Every screen below is the application itself, populated with fictional demonstration data.
The platform is connected around the person.
Taylor Morgan is hired once. Everything after that attaches to the same record instead of starting again somewhere else.
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Candidate selected Selected
Senior Systems Engineer · SE-2026-03
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Employee active Active
Engineering · Reports to Marcus Bell
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Onboarding 7 of 10
Routed across HR, IT and the supervisor
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Handbook acknowledged Signed
Issued by the onboarding workflow
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Leave requested Awaiting
Vacation · balance checked at request
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Time recorded Submitted
MER-001-T1 · 40.0 hrs
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Supervisor approved Approved
Approved by someone other than the employee
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Historical record Preserved
Every step above, kept
Bring someone in.
A public careers page under your own name, a pipeline the whole hiring team can see, and an employee record created from the candidate’s page when the offer is accepted.
Ready to hire, with the checks visible.
A candidate’s page shows the readiness gate as a list: interview completed, a recommendation on file, compensation approved, clearance verified, government approval received. Nothing is recommended for hire until every required item is met, and the offer follows from there.
The record starts from the application.
When the offer is accepted, HR presses Create employee record on the candidate’s page. The name, opening, hiring manager, position and start date carry over; HR adds the employee number, work email and time zone, and can launch onboarding and the sign-in in the same step. The onboarding checklist then runs across HR, IT and timekeeping queues, each task with an owner, a due date and its own history.
One record, effective-dated.
The employee record carries employment, time and benefits, development and activity. A change is a dated version with an approval, so a promotion effective next month waits its turn and never rewrites what was true before it.
Run everyday work.
One home screen per person, a To do list that carries its actions, request queues with due dates and escalation, documents to sign, and leave that posts itself to the timesheet.
The work, and the news about it, kept apart.
Updates tells a person something arrived. To do holds the work itself, due date first, each row with its action. Requests is the queue a team works, with handlers, due dates, and escalation when a request goes overdue.
Documents and leave on the same record.
Policies and agreements are issued to a person, signed with a typed name or acknowledged, and filed on their record. Leave is requested against a ledger balance, waits as pending on the timesheet, and posts as hours once approved.
Record and review labor.
Decimal hours against authorized charge codes, certified by the person who worked them and approved by someone who did not, with readiness visible before close and every change kept as a revision.
Certified, then approved.
At period end the employee affirms the attestation under an authenticator code; the certification binds the exact revisions shown. The supervisor sees the recorded time and its revision history and decides under a second factor: approve, reject with a reason, or ask a question. They cannot edit the employee’s time.
Corrections keep the original.
A correction to certified time withdraws the certification and says so on the employee’s own timesheet, with the reason. A rejection comes back with the supervisor’s note and the days to correct. Every change is a new revision; nothing is overwritten.
Readiness before close, close in accounting.
Timekeeping administration sees, per period, who has not certified, what awaits approval, who has no timesheet, pending leave and late entries by reason. Accounting closes the period from the same facts, then runs labor distribution and the payroll and general-ledger exports.
Built for the contracts you actually hold.
The same platform, with the labor controls a government contractor is examined on.
HelmRow provides tools designed to support compliant timekeeping practices. DCAA compliance depends on an organization’s complete policies, procedures, internal controls, and implementation.
The full list, if you want it.
The tour above is the short version. This is every area in the current application, checked against the build the screenshots came from.
People and hiring
Requisitions and openings, a public careers site under your name, applications without an account, a staged pipeline from first contact through interviews, clearance checks, government approval, offer and hire, offers with approval and letter templates, employee referrals, employee records with effective-dated employment history, organization units, positions with vacancy tracking, a company directory with opt-out, onboarding and offboarding workflows, and documents issued, signed with a typed name or acknowledged, and filed.
Work and requests
An HR request desk with ten request types, queues per function, handlers, due dates and escalation; workflow templates with steps, owners, due offsets and group queues, five in use and six defaults to copy; announcements with acknowledgment tracking; and a To do list that holds everything routed to one person.
Time and leave
Daily decimal entry against authorized charge codes, late-entry flagging with a reason, entry on an employee’s behalf recorded as such, employee certification bound to an authenticator code, segregated supervisor approval with reject or ask-a-question, corrections that withdraw the certification and keep the original, leave plans with accrual rules and an append-only balance ledger, supplemental travel leave, holiday calendars, work schedules including 9/80, and pay periods with a readiness view.
Travel
Travel requests with authorization, per diem estimates, and expense reports reviewed by accounting.
Growth
A training catalog with validity periods and expiry warnings, a compliance matrix of who holds what, performance goals at individual, team and company level, recorded check-ins, review cycles with self and manager reviews, and recognition.
Pay and benefits
Effective-dated pay rates readable only with explicit authority, compensation proposals with a rationale, band check and approval chain, job grades, benefit plans with per-period amounts, open enrollment, dependents and life events, and a payroll run that builds, approves, exports and reconciles a period.
Control and evidence
An append-only, hash-chained audit trail verifiable on demand with CSV export; a role-conflict report; an end-to-end trace from one time entry to its export; evidence packages for period close, floorcheck, payroll and disposal review; labor distribution across direct, indirect and unallowable; retention policies with the regulation behind each class; and legal holds.
What we do not claim
Payroll and general-ledger export batches are produced, hashed and acknowledged against a mock provider adapter; no named commercial payroll integration ships. Signatures are a typed-name attestation, not a third-party e-signature service. Document files are stored in the database. HelmRow reports what is past retention and never destroys records on a schedule. There is no native mobile app; the product is responsive in a phone browser. HelmRow is not certified or approved by any government agency.
See the platform with your own people in mind.
We will walk the same screens, using your roles and contracts as the example.