You buy for the fire you can see
The gap you can name is the one that already announced itself. The others are still open, and choosing between them means guessing about the exact subject you already suspect you don't know well enough.
All Four Digital HR Toolkits · Built for Canada
The People Systems Bundle is all four toolkits: hiring, onboarding, workplace policies, and the manager system. One toolkit documents one moment. Four document the whole employment — so the day something goes wrong, the file doesn't start on the day you started worrying.
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Four complete toolkits Built for Canadian rules Plain language, no jargon
Most founders arrive at these toolkits with one thing in mind — the resignation that ended badly, the fifth hire, the manager who was promoted and never given a system. Buying for that is the right call for that. But the reason HR keeps feeling unfinished is that the part you can name is rarely the whole of it. Everything you haven't named is still running on what you said once, to one person, in a conversation nobody wrote down. And you're now past the point where you're the only one saying it: there are people making calls on your behalf, from a version of the rules they worked out themselves.
The gap you can name is the one that already announced itself. The others are still open, and choosing between them means guessing about the exact subject you already suspect you don't know well enough.
Each toolkit ends exactly where the next one starts — the signed offer, Day 1, the 90-day decision, the written warning. Document one stretch and the file goes quiet in the middle, usually at the stretch you get asked about.
The probation decision lands 90 days after Day 1 whether or not you own the review form. The handbook has to be signed on Day 1, not found afterwards. A record is the one thing you cannot build backwards.
The toolkit you buy at the moment you need it is the one you needed six months ago.
Each one is a finished product, sold on its own page at its own price, and each stands alone. Together they run the length of the employment — from the job posting to the record behind the hardest decision you'll ever have to make about a person.
$167 on its own. Twelve modules, from “we need someone” to a signed offer:
$167 on its own. Twelve modules, from offer accepted to probation passed:
$247 on its own. Ten workplace policies already written, plus the handbook that carries them:
$167 on its own. Twelve modules, from the weekly 1:1 to the conversation you've been putting off:
You bought for the problem you had. Hiring is documented and the start isn't, or the policies exist and nothing tells a manager how to apply them. Every file has a stretch in the middle that nobody wrote down — and it's rarely the stretch you get asked about.
One record the length of the employment: how you decided to hire them, what they were given on Day 1, what they signed, what was expected at 90 days, and every conversation since. When someone asks you to point at something, there is something to point at.
Underneath, all four sell the same thing: evidence. And evidence is worth what its weakest stretch is worth — a file with a blank section isn't half a file, it's a file that goes quiet at the point that matters. These are the four places where one toolkit hands off to the next.
The signed offer. The hiring toolkit ends with pre-boarding — a 14-point checklist and a welcome email covering the weeks between offer accepted and Day 1. The onboarding toolkit opens in the same window with its own 17-point checklist across three windows. Hire well and start badly and you still have a turnover risk.
Day 1. The onboarding toolkit's nine-point Day 1 checklist asks for TD1 federal and provincial, SIN, direct deposit — and a signed handbook. The handbook framework and the signature-ready acknowledgment form live in the Policy pack. One toolkit asks for the signature; the other is what gets signed.
Day 90. The probation review ends in three outcomes: passed, extended with an improvement plan, or discontinued with notice per your provincial standards. The improvement plan is the full PIP in the Manager guide. The notice standards are its legal module. With one toolkit, two of those three doors are closed on a date you don't control.
The rule and the record. The Policy pack sets progressive discipline — verbal warning, written warning, improvement plan, termination — each with the documentation it requires. The Manager guide produces those documents, including the eight that must exist before any termination decision. A rule you can't carry out, or paperwork with no rule behind it — you need both halves.
One senior HR partner behind all four. Built for Canada, written in plain language for the person who built the company. 20+ years of HR, distilled — and clear about its own limits: it shortens your lawyer's job, it doesn't replace them.
One-time payment. No subscription and no per-employee fee — yours to keep and reuse for every person you hire, for as long as you own the business.
The whole employment documented, in one go.
$497 CAD
Founders past the informal point — people already deciding in your name, and nothing written down behind it.
Hire them, then start them properly.
$227 CAD
Founders whose next hire is the whole question right now, and whose team is still small enough that everything runs through them.
Each one is complete, and each has its own page.
Founders with one gap they can already name — start where it hurts most.
Tell me which package you'd like and I'll send your secure Stripe checkout link, with the toolkits delivered the moment you're done. Drop your email below.
One-time payment via Stripe. All four toolkits are delivered as soon as your payment clears.
Not sure it's the right fit? Start with the free First 90 Days guide, or book a free clarity call and I'll point you to the right thing.
Four professionally designed digital toolkits (PDF) — the complete First Hire Hiring Toolkit, Employee Onboarding Toolkit, HR Policy Starter Pack, and Manager 1:1 and Performance Guide, exactly as each one is sold on its own page. Print them and work straight from them: every worksheet, scorecard, checklist, script and signature block has space to write in, and the policies are finished text with the fields you need to complete marked in brackets — company name, province, your own numbers, your contact for complaints.
Because what you're paying for is the record each toolkit produces, and a record can't be built backwards. The performance guide says it plainly: the expensive version of performance management is the one you start the week you want to act. The same holds everywhere else — the probation decision lands 90 days after Day 1 whether or not you own the review form, and the handbook has to be signed on Day 1, not found afterwards. Buying at the moment of the problem means buying after the window closed. That said, this is a fair question of size: if you're at three employees and everything still runs through you, one toolkit is the right call and you can wait on the rest. If you're past five, and other people are already making decisions on your behalf, you're past the point.
It's one payment, with no subscription and no per-employee fee, reused for every person you hire for as long as you own the business — $748 worth of toolkits for $497, which is $251 less. The comparison that matters isn't four PDFs against a free template. It's what a decision made with nothing on paper can cost you: the performance guide works that exposure through in dollars in its final module. The toolkits are a one-time cost. That exposure isn't.
You don't read them front to back — you open the one you're standing in. If you're hiring this month, start with the hiring toolkit and its role definition worksheet. If someone starts in three weeks, go to onboarding and the Day 1 agenda. Start the policy pack early whatever else is happening: its implementation guide puts a legal review at step two, so it's the one with a waiting period built in. And install the manager guide while everything still looks fine — that's the whole design of it. The rest sits on the shelf until the week you need it, which is exactly why you want to own it before then.
No, and none of the four claim to. They're professional Canadian starting points, not legal advice. The policy pack builds a legal review in as step two of its implementation guide, and the performance guide tells you to get legal advice for any termination decision — every time. What changes is what you're paying that lawyer for: reviewing something already written, instead of drafting it from scratch. They're honest about their edges, too. Canadian standards vary by province and territory — eight provinces are compared in the hiring toolkit, seven appear in the policy pack, Ontario is used as the baseline and labelled as such, and you're told to verify your own province wherever it differs.
Send the form above and I'll email your secure Stripe checkout link personally — all four toolkits are delivered together as soon as your payment clears. Any trouble at all, email hello@melstreamhr.ca and I'll sort it out myself. And if you'd rather have someone look at the whole picture before you buy anything, the HR Audit and advisory are there: do you want to know what to fix, or do you want help fixing it?