Hire your team the right way.
Choose employee or contractor. Put the offer in writing. Protect your IP. Loop in a lawyer to guide you.
From job offer to first day
Inhouse executes every step, from the first offer to a new hire’s first day.
Decide employee
or contractor
- Your role checked against the IRS and state tests, so you choose W-2 or 1099
- Salary, exempt or hourly status and overtime, set against your state’s thresholds
Put the job
offer in writing
- Offer letters and employment agreements with pay, bonus, duties and at-will terms
- Internship, part-time, temporary and executive terms when the role calls for them
Protect your
business from day one
- Confidentiality and IP assignment, so the company owns what your hire creates
- Non-solicit and non-compete terms only where your state allows them
Set up policies
and paperwork
- An employee handbook with the notices and leave policies your state requires
- Your first-hire checklist: I-9, W-4, background checks and workers’ comp
Pricing
Two ways to hire
Do it yourself with expert AI. Bring in a lawyer when it counts.
Inhouse AI
Inhouse drafts your hiring documents and guides each step.
- Advice on classification, pay and your state’s hiring rules
- Offer letter, employment agreement, IP assignment and NDA
- First-hire checklist with forms, notices and deadlines
- Step-by-step help to onboard, register and stay compliant
Legal services
Dispute Guard
Accuracy Guarantee
Discounted legal services
24-hour money-back guarantee If you're not happy with the product or service, we'll refund everything.
Cancel anytime. No long-term commitment.
What we
see go wrong
Cheap to avoid before day one. Expensive to fix later.
Paying a worker as a contractor when it looks like a job
Set hours, assigned sites and daily direction point to an employee. Check the state and IRS tests before you choose 1099.
Using another company’s handbook as it is
One 5-person spa’s handbook had leave rules that didn’t apply and lacked sections it needed. Fit every policy to your state and size.
Skipping your state’s required notices
One New Jersey practice was missing notices on earned sick leave and pay transparency. Check your state’s list before the first day.
Choosing an out-of-state venue for a local employee
In California, an employee can often void a clause that sends disputes to another state. Use the state where your employee lives and works.
Adding a non-compete your state won’t enforce
Colorado ties non-competes to salary, and California bans most of them. Check your state’s rules and thresholds before anyone signs.
Leaving IP ownership out of the offer
Without a written assignment, who owns a new hire’s work can be unclear. One employer with no NDA put work-product terms in the offer letter.
Results
Real examples of how we’ve helped businesses hire.
A styling company had paperwork ready for 15 temp hires before a 4-day event.
Inhouse adapted its employment agreement into a temporary one: $68.75 an hour, set pay for training and short days, paid only for dates worked, and direct deposit through payroll.
15
temporary W-2 hires for one event
$68.75 an hour, paid for dates worked
Its new marketing manager got a $90,000 offer, with the first bonus tied to 30, 60 and 90-day goals.
With three on payroll, it built an offer letter, background check forms and a contractor agreement.
Probably not. The role looks like employment under Maryland and IRS tests, so we drafted W-2 templates.
We sorted each person, then drafted founder employment and contractor agreements under Colorado’s salary thresholds.
An offer with a 30-hour weekly cap, approval for any overtime and no promise of a full-time job.
One agreement per role, with each salary checked against California’s $70,304 exempt threshold.
The amendment and a matching notice, with commissions paid when the customer pays.
Probably not. California law likely lets her void an out-of-state venue, and she needs California workers’ comp.
W-9s in employee packets, a non-compete typo and missing notices on sick leave and pay transparency.
No. You can drop sections like FMLA, and we listed the spa-specific ones to add.
A Washington rewrite with paid sick leave, family leave and a single PTO bank.
An FCRA disclosure and authorization, plus the notices you send if you decide not to hire.
Related documents
Employment agreement
Pay, duties and terms for a new employee.
Offer letter
Make the offer clear, at-will and signed.
Employee handbook
Your rules, leave and state notices in one place.
Independent contractor agreement
Set scope, pay and ownership with contractors.
Workplace policy
One policy, written for your state.
Onboarding checklist
Every form and notice for day one.
IP assignment
Make sure the company owns what they create.
NDA
Keep client and business details private.
Commission plan
Set how and when commissions are paid.
Non-solicit agreement
Protect clients and staff after someone leaves.
Internship offer letter
Set hours, pay and term for an intern.
Executive employment agreement
Terms for your leadership team.
Temporary employment agreement
Short-term hires, paid for dates worked.
Background check authorization
Run a check the way the law requires.
Job description
Define the role, duties and status.
Compensation change notice
Change pay in writing, going forward.