For tax accountancy firms

Employee onboarding without e-mail ping-pong and paper trails

One onboarding form collects everything before day one: personal data, bank details, qualifications, software skill level, required access rights. Complete, structured, in one place.

Create your onboarding form
What gets captured?

1 Link replaces five e-mails, two paper forms and a phone call per new hire

How a new hire starts today

Personal data via e-mail ping-pong

First e-mail: tax ID and social insurance number. Second e-mail: bank details forgotten. Third e-mail: health insurer requested. Sensitive data scatter across a mail thread nobody ever cleans up.

Access rights requested too late

Which programmes does the new colleague need from day one? That often gets sorted on day one — and then she waits two days for practice-software access, mailbox and token. Productive time simply lost.

Skill level stays unknown

Does the new hire know the bookkeeping module or just payroll? Which trainings do they have? Without a structured query you plan induction and client assignment blind.

Onboarding with a system

  1. 1

    Build the form once, reuse forever

    Personal data, bank details, health insurer, tax ID, emergency contact, qualifications, self-assessment on software modules, required access rights, document uploads (certificates, professional credentials). Set up once, used for every hire.

  2. 2

    New hire completes it before day one

    The link goes out with the signed contract. The new hire completes it calmly at home — one question per screen, draft saving available, documents uploaded directly. Required fields make sure nothing is missing.

  3. 3

    Day one is a real working day

    Payroll has the personal data, IT has the access list, management knows the skill level — all before day one. The new colleague starts at a ready desk instead of with a stack of forms.

Built for the firm's HR process

Document upload

Upload certificates, diplomas and credentials right in the form — no follow-up e-mails.

Conditional logic

Trainee, working student or qualified professional — each role only sees the questions that apply.

Draft saving

Social insurance number not at hand? Pause, find it, continue later.

Password protection

The onboarding form is not public — only those with access can fill it in.

E-mail notifications

Form submitted → management notified. Access setup and payroll onboarding start at once.

Hosted in Germany

Employee data stay GDPR-compliant on German servers — with an Art. 28 DPA.

Worth it from the first hire

Free to try (3 forms, 100 responses/month). Pro with unlimited forms and your own branding — €12/month, €9/month billed yearly. No HR suite required.

Free

3 forms, 250 responses/month

Pro

Unlimited, 10,000 responses/month, AI included

View all plans

Questions on firm onboarding

Are personnel data like social insurance numbers safe here?
Yes — and considerably safer than in a mailbox: Questee hosts exclusively in Germany, transfers encrypted, isolates data per tenant and provides the Art. 28 GDPR DPA. Personnel data no longer sit as plain text in mail threads readable by anyone with mailbox access.
What should a firm onboarding form ask?
Four blocks work well: (1) payroll-relevant data — address, tax ID, social insurance number, health insurer, bank details. (2) Qualifications — degrees, trainings, professional exams, with certificate upload. (3) Skill level — self-assessment on the firm's programmes and software modules. (4) Logistics — emergency contact, required access rights, lunch/parking topics.
Don't I need proper HR software for this?
From around 50 employees with absence management and org charts: perhaps. For a firm of 3-20 people an HR suite is usually oversized and bills per employee per month. The actual problem — complete data before day one — is solved by a well-built form at a fraction of that.
Can I query software skill levels in a structured way?
Yes — for instance as a matrix of modules (bookkeeping, payroll, organisation, DMS) and self-assessment (never used / basics / confident / trained). From that you can read off the required induction and which engagements to assign from week one. Note: Questee captures the skill level — it is not a technical DATEV integration.
Why not keep the paper personnel form?
The paper form arrives on day one — exactly when the data should already have been processed. It is handwritten (transcription errors), has no required fields (gaps) and cannot carry attachments. The online form comes back before day one, complete and legible.
Can several people at the firm view the responses?
Yes — Questee works with workspaces: management and the colleague handling onboarding access the same responses. E-mail notifications tell the right people the moment a new form arrives.
Can the form vary for interns and trainees?
Yes, without building a second form: the first question captures the role (qualified professional, clerk, trainee, intern), and conditional logic then shows only the relevant blocks — trainees get vocational-school questions, professionals the credential upload. One form, every case.

The next first day runs smoothly

Build the form, send it with the signed contract, start prepared. Try free, no contract.

Digitise your onboarding now