Know which HR compliance leads are worth discovery call time
Ask business clients how many employees they have, which HR areas need review, and how soon they need results — then collect their current handbook or policies before the discovery call so you're not scoping blind.
The exact intake your hr compliance review leads complete
This is the real 7-question guided intake for HR Compliance Review — the same flow your customers finish before you ever pick up the phone.
What a qualified hr compliance review lead should tell you
A structured review of an organization's existing HR policies, pay practices, hiring, leave, and safety documentation to flag compliance gaps before they become legal exposure.
- Main Reason Hr Compliance
- Many Employees Organization Have
- Hr Areas Want Reviewed
- Have Authority Approve Hr
- Soon This Compliance Review
- Have Written Hr Policies
- In Which State Or
The questions your team needs answered
Every hr compliance review intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| What is the main reason you need an HR compliance review right now? | Separates routine, low-pressure checkups from government notices or investigations that need an immediate response. |
| How many employees does your organization currently have? | Employee count sets the likely scope and complexity of the review, from a single-location handbook check to a multi-department audit. |
| Which HR areas do you want reviewed? | Tells you which specific areas — pay, hiring, leave, safety, policies — to prepare for before the discovery call. |
| Do you have the authority to approve HR policy changes for your organization? | Confirms whether this contact can actually approve engagement work or whether a decision-maker still needs to be looped in. |
| How soon do you need this compliance review completed? | Surfaces true urgency, particularly when paired with an audit or investigation as the review trigger. |
| Do you currently have written HR policies or an employee handbook? | Indicates whether the engagement starts from an existing document baseline or needs to be built from scratch. |
| In which state or region does your organization primarily operate? | Determines which state and federal employment regulations apply to the review. |
How Cliont scores hr compliance review leads
Every answer is weighted automatically — no manual review required.
Value signals
- Employee complaint or internal issue
- Government notice, audit, or investigation
- Company growth or organizational change
- Not sure
- Have Authority Approve Hr: yes
- Within a month
Urgency signals
- Proactive checkup or routine review
- Immediately
See the lead your team receives
HR Compliance Review Lead
From first click to qualified lead
Follow prospects and clients through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the project
Smart questions adapt to their project and capture the full scope.
They share the details
The scope and any documents come attached, so you can scope before the first call.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for hr compliance review workflows
| Cliont capability | HR Compliance Review application |
|---|---|
| Automatic lead scoring | A government notice or investigation paired with an immediate timeline scores this lead above a proactive checkup with no deadline, so audit-driven requests surface first. |
| Decision-maker flagging | The policy-approval-authority question surfaces whether the contact can greenlight work themselves, so you don't build a full scope for someone who needs sign-off elsewhere. |
| Structured scope capture | The multi-select HR areas question tells you upfront whether the client needs a handbook review, pay classification audit, or safety practices check, so you can prep the right materials before the call. |
| Document collection | Clients can submit their existing handbook, policies, or any audit notice at intake, so you walk into the discovery call having already seen their baseline documentation. |
Common hr compliance review lead scenarios
Audit or investigation pressure
A client selects a government notice or investigation as the reason and needs it done immediately — the intake flags this combination so it lands ahead of routine requests.
Employee complaint triggered review
An internal complaint prompted the review, which often means sensitive documentation and a narrower scope than a full policy audit.
Growth-stage policy gap
A company scaling past 50 employees wants pay practices and onboarding reviewed before they outgrow their current handbook — a higher-scope, less urgent engagement.
Routine proactive checkup
No urgent trigger, no specific timeline — still a real lead, but one that needs nurturing rather than a rushed discovery call.
Contact without approval authority
The person filling out the intake can't approve policy changes themselves, signaling the need to loop in a decision-maker before scoping work.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book projects
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More human resources consulting intake templates
HR Compliance Review lead-intake FAQs
How does the intake flag a compliance emergency versus a routine request?
The reason-for-review question distinguishes a government notice or investigation from a proactive checkup, and combined with the timeline question, an urgent audit-driven request scores well above a no-deadline routine review.
Does the intake check whether the person can actually approve HR policy changes?
Yes — one question asks directly whether the respondent has authority to approve policy changes, which helps you avoid scoping full engagements with someone who has to go back to a decision-maker.
What happens if a client isn't sure which HR areas need review?
The HR areas question includes a "Not sure" option, so those leads still come through with everything else you need — you just know upfront that the scope needs to be defined on the call.
Can this intake handle clients operating in more than one state?
The intake collects the organization's primary state or region as free text, so you can see jurisdictional complexity before the discovery call rather than discovering it mid-conversation.
Does company size change how leads are prioritized?
Employee count is captured on every lead so you can see whether you're looking at a 5-person shop or a 250+ employee organization before deciding how deep the review needs to go.
What do I actually get before the call if the client already has a handbook?
The intake asks whether written HR policies or a handbook already exist, so you know going in whether this is a from-scratch build or a gap review against existing documentation.
Turn hr compliance review visitors into qualified clients
Give every hr compliance review visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you take the first call.