Normalize new-hire PDFs into structured fields, review before HRIS entry, and limit contractor access to the parsers you assign in Parsedit.
Create your first parser in minutes. No code, no setup calls.
Split mixed FNOL and claims PDFs into reviewable children, extract policy and loss fields, and send structured rows to Sheets or your API. Split mixed FNOL and claims PDFs into reviewable children, extract policy and loss fields, and send structured rows to Sheets or your API.
Onboarding packets arrive as mixed PDFs: tax forms, direct deposit authorizations, policy acknowledgements. HRIS entry waits on someone to retype names, addresses, and IDs. Typos here create payroll and compliance cleanup later.
A parser with a tight schema and mandatory review turns those files into a table you can trust before anything hits the HRIS.
Onboarding packet to HRIS handoff.
Extract fields you actually key:
Defer handbook initials and essay-like acknowledgements unless a system requires structured capture. Template library includes payroll/tax oriented types you can customize. Document templates.
New hires often upload one combined PDF. Use packet splitting so tax forms and other docs become child rows when types differ. Packets.
Keep Save & send manual. PII belongs behind least-privilege seats: Restricted roles for contractors who should only see assigned parsers. Team collaboration, Data security.
Never use real employee PII in public screenshots.
CSV/JSON export and Zapier cover many HRIS import paths. Sheets works for coordinator checklists. Webhooks fit custom onboarding apps.
Extraction and review ahead of HRIS, not a replacement for payroll systems. Soft CTA: pilot one form type through a hiring week. Related: Workflows to automate.
Phase 1: tax forms only (highest retype cost).
Phase 2: direct deposit authorizations if policy allows.
Phase 3: acknowledgements only if an HRIS import requires structured flags.
Measure minutes per hire before and after phase 1. Expand only when coordinators trust review.
For demos and training, use redacted samples. Production parsers should live in a workspace with tight membership. Avoid forwarding real packets to personal emails outside your retention policy.
Parsedit covers steps 1–3 well. Steps 4–5 stay in HRIS/process tools.
Friday afternoon you receive five combined PDFs from the recruiting inbox.
Time budget: if each hire takes three minutes of review, five hires are fifteen minutes, not two hours of retyping.
If AP and HR share a workspace, keep parsers and destinations separate so finance destinations never see onboarding packets by accident.
During hiring spikes, assign one coordinator as reviewer-of-the-day so packets do not sit unowned. Unowned review queues recreate the same delay as unowned email inboxes.
A short daily standup on “hires stuck in review” prevents Friday surprises.
Keep a redacted sample pack for training so new coordinators practice without touching live PII.
Onboarding form OCR searches need PII caution and HRIS handoff language. Keep the schema short and access control explicit.
Are W-2 / 1099 templates available? Payroll and US tax templates are part of the library; customize fields to your process.
Can employees upload themselves? Typically HR or an intake mailbox uploads; product seats are for operators.
Mobile photos of forms? Supported with OCR; expect more review.
Stand up an onboarding parser and run last month’s anonymized samples. Start free.
