Handbook intake that captures your multistate footprint up front
The intake confirms who actually has authority to adopt a policy, checks for multi-state or remote employees, and flags sensitive topics like overtime, leave, and harassment before anyone drafts a page. Collect an existing handbook draft or state list upfront so you know the real scope before the consultation.
The exact intake your employee handbooks and policies leads complete
This is the real 7-question guided intake for Employee Handbooks and Policies — the same flow your customers finish before you ever pick up the phone.
What a qualified employee handbooks and policies lead should tell you
Drafting or updating an employer's internal workplace handbook and policies — covering areas like pay, leave, discipline, harassment, and termination — tailored to the business's size, industry, and the state(s) where it employs people.
- Employer, Hr Manager, Or
- Help Creating New Employee
- Have Employees (Or Plan
- Want Handbook/Policies Reviewed Reduce
- Policies Cover Any Sensitive
- Operate In More Than
- Legal Help (Not Just
The questions your team needs answered
Every employee handbooks and policies intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Are you an employer, HR manager, or business owner who can make or change workplace policies for a U.S. workplace? | Confirms the person filling out the form has authority to adopt or change policy, so a firm doesn't spend consultation time with someone who can't approve the engagement. |
| Do you need help creating a new employee handbook or updating an existing one? | Separates a from-scratch drafting engagement from a lighter update or review, which changes both scope and likely fee structure. |
| Do you have employees (or plan to hire employees) in the next 6 months? | Flags whether there's an active workforce or a near-term hiring plan that actually needs a handbook, versus a business with no employees yet. |
| Do you want the handbook/policies reviewed to reduce the risk of employee complaints, government investigations, or lawsuits? | Signals the lead is treating the handbook as risk mitigation rather than paperwork, which usually points to a more substantive engagement. |
| Do your policies need to cover any sensitive topics like pay, overtime, breaks, timekeeping, leave, harassment, discrimination, discipline, or termination? | Identifies which high-stakes policy areas the handbook must address, so the attorney can gauge liability exposure before the call. |
| Do you operate in more than one U.S. state or have remote employees in different states? | Multi-state or remote workforces need state-specific policy language, which is a materially larger engagement than a single-state handbook. |
| Are you looking for legal help (not just a template) to tailor the handbook/policies to your business and state(s)? | Distinguishes people seeking actual legal tailoring from those looking for a free template, so the firm doesn't spend consultation time on a non-billable ask. |
How Cliont scores employee handbooks and policies leads
Every answer is weighted automatically — no manual review required.
Value signals
- Employer, Hr Manager, Or: yes
- Help Creating New Employee: yes
- Have Employees (Or Plan: yes
- Want Handbook/Policies Reviewed Reduce: yes
- Policies Cover Any Sensitive: yes
- Legal Help (Not Just: yes
See the lead your team receives
Employee Handbook Lead
From first click to qualified lead
Follow people and businesses seeking counsel 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 matter
Smart questions adapt to their matter and capture the full scope.
They share the documents
The facts, dates, and any paperwork come attached, so you can assess the matter before the consultation.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for employee handbooks and policies workflows
| Cliont capability | Employee Handbooks And Policies application |
|---|---|
| Conditional branching logic | Only surfaces the multistate question path when a business confirms remote or out-of-state employees, so single-location employers aren't asked irrelevant jurisdictional follow-ups. |
| Weighted lead scoring | Weighs decision-making authority and requests for legal tailoring heavily, so HR staff without approval power or template-only shoppers score lower than owners seeking a state-specific rewrite. |
| Document upload capture | Collects the employer's current handbook or policy draft before the consultation so the attorney sees what exists rather than asking for it on the call. |
| CRM auto-routing | Routes leads that flag sensitive policy areas like overtime, harassment, or termination directly into the CRM tagged for a compliance-focused review. |
Common employee handbooks and policies lead scenarios
Growing company, first real handbook
An owner confirms they have employees now or plan to hire within six months and have never had a formal handbook, signaling a from-scratch drafting engagement rather than a light edit.
Remote team across several states
The business flags employees in more than one state and asks for legal tailoring rather than a generic template, which pushes the lead toward a higher-scope, higher-value engagement.
Post-complaint compliance cleanup
An employer wants existing policies reviewed specifically to reduce exposure to complaints or investigations, and flags sensitive areas like discipline or harassment as the trigger.
HR staffer without sign-off authority
Someone fills out the intake but isn't the employer or decision-maker who can actually approve a handbook rewrite, which scores lower and helps the firm route the call appropriately.
Template shopper, not a client
The requester wants a document but explicitly isn't looking for legal tailoring to their business or state, which the intake flags as a lower-value fit before a consultation is offered.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book matters
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 employment and labor law intake templates
Employee Handbooks and Policies lead-intake FAQs
How does the intake tell an owner from someone who can't authorize a handbook rewrite?
The intake directly asks whether the respondent is the employer, HR manager, or owner who can make or change workplace policy, and that answer carries the heaviest weight in the score.
Does the intake separate a full rewrite from a quick policy review?
Yes — it asks whether the business needs a new handbook or an update to an existing one, so the attorney can see scope before the call instead of discovering it live.
How does the intake handle employers with staff in more than one state?
It asks directly whether the business operates in multiple states or has remote employees elsewhere, since that changes the handbook's legal complexity and pricing.
Can it filter out people who just want a free template?
It asks whether the lead wants legal help tailored to their business and state or just a document, which lets you spot template-only requests before offering consultation time.
What happens if the business doesn't have employees yet?
The intake asks whether the business has employees or plans to hire within six months, so you can see early-stage inquiries that may not be ready for a handbook engagement yet.
Does the intake surface which policy topics actually matter for this client?
Yes — it asks whether the handbook needs to cover sensitive areas like pay, overtime, leave, harassment, discrimination, discipline, or termination, so you know the liability exposure going into the consultation.
Turn employee handbooks and policies visitors into qualified cases
Give every employee handbooks and policies visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.