The reg manual,
finally explained.
GovHR untangles civil service classification, merit system rules, and union step increases — so your two-person team can manage 3,000 employees without inheriting a spreadsheet older than the building.
Average time-to-hire saved per position
Positions filled across public agencies
Compliance audit pass rate
No form fields yet — just a 2-question qualifier to match you with the right solution.
Sound familiar?
Every agency has a version of this story. The question is whether it's still yours.
Paper Requisition Forms
Handwritten job req forms routed through three departments, two signatures, and one fax machine that jams every Tuesday.
Avg. 18 days just to open a positionClassification Spreadsheets from 2009
A 47-tab Excel file nobody fully understands, maintained by someone who retired in 2021 and left no documentation.
3.2 hrs per reclassification requestMerit Certification Bottlenecks
Waiting on civil service board approval while qualified candidates accept private sector offers that arrived two weeks earlier.
62% of top candidates drop off by day 45Union Grievances on Hiring Order
A grievance filed because a step-3 employee wasn't offered the promotional opportunity before external candidates were contacted.
1 in 4 hires triggers a compliance reviewOnboarding Backlog
New hires starting without system access, ID badges, or any idea who their supervisor is — because nobody owns the checklist.
Avg. 11 days to productive first dayAudit With No Paper Trail
State HR audit arrives and the documentation is in three different shared drives, a filing cabinet, and one person's inbox.
34% of agencies fail first-pass audits"There has to be a better way."
Flip the problem.
Click any card to see how GovHR turns your biggest headache into a solved problem.
Classification Chaos
Is this role a Grade 7 or Grade 9? Nobody agrees, the union contract says one thing, the state manual says another.
Instant Classification Engine
Answer 6 questions about the role. GovHR maps it to the right pay grade using your jurisdiction's actual rules — with a citation.
"Saved my team 4 hours on the last reclassification."
— Deputy HR Director, Maricopa County, AZ
Candidate Drop-Off
Your top candidate accepted a private sector offer while you were waiting for board approval on the cert list.
Parallel Approval Workflows
Cert list requests, board notifications, and candidate communications run simultaneously — not in sequence.
"Time-to-offer dropped from 67 days to 31 days."
— Talent Acquisition Manager, State of Oregon
Compliance Blind Spots
You find out about a veterans' preference violation during an audit, not before you made the hire.
Compliance Guardrails
GovHR flags veterans' preference rules, ADA requirements, and bargaining unit obligations before you post — not after.
"Passed our state audit with zero findings for the first time in 6 years."
— HR Manager, City of Fort Collins, CO
Onboarding Entropy
Day one: the new hire has no system access, no ID badge, and no idea who their supervisor is. HR gets the blame.
Structured Onboarding Checklists
Automated task routing to IT, facilities, and payroll the moment an offer is accepted — with accountability timestamps.
"New hires are productive on day 1 instead of day 12."
— HR Analyst, Allegheny County, PA
Click any card to reveal the solution
Four modules.
One coherent system.
Hover any module to see screenshots, micro-stats, and real words from agency HR teams.
From req to cert list in days, not months
Position requisition routing, job posting automation across civil service boards, applicant tracking with merit rule compliance checks built in at every step.
"Finally, a system that knows the difference between a promotional cert and an open competitive cert."
— HR Analyst II, Sacramento County
Every grade, every jurisdiction
Automated classification mapping against your MOU, state civil service rules, and FLSA requirements — with a full audit trail for every decision.
"Our classification appeals dropped 60% in the first year."
— Deputy HR Director, Maricopa County, AZ
Day-1 ready, not day-12
Automated task routing to IT, payroll, and facilities the moment an offer is accepted. Every new hire has access, credentials, and a supervisor on day one.
"IT used to get access requests on the new hire's first day. Now it's done before they leave the offer call."
— HR Manager, City of Fort Collins, CO
Audit-ready on any given Tuesday
Continuous monitoring of veterans' preference, ADA reasonable accommodation tracking, equal opportunity reporting, and bargaining unit notification requirements.
"Zero findings in our last state HR audit. First time in six years."
— HR Director, Allegheny County, PA
Before & after, in days.
Toggle between legacy process timelines and post-implementation reality.
2-question qualifier · No email required yet