Food safety training, no training system required
You hire them.
We certify them.
You already run payroll, a scheduler, maybe a spreadsheet that's supposed to track food handler cards. That's enough. We plug accredited training into what you have — workers get invited on day one, managers see progress by store, and the records come back keyed to your employee IDs.
Nobody chases a card again.
Every worker's status — trained, in progress, expiring — lives in one dashboard your managers can see by location, and in reports HR can pull any time.
New hires arrive already invited.
Whether that's a link in your onboarding checklist or a roster feed that invites them automatically — training starts without anyone remembering to start it.
Audits become an export.
Certificates are publicly verifiable, expirations are tracked, renewals start before cards lapse — and the whole picture lands in a file keyed to your employee records.
What you stop doing
Each step below makes a chore disappear. Start with the first — it's five minutes — and stop wherever you like: every one of them is a fine place to stay, and going further is a conversation, not a project.
Stop walking new hires through signup
Setup: five minutes, todayYour onboarding checklist gets one line: the link to your branded training page. New hires claim their seat with a team code and sign in with a magic link — no passwords, no company email needed, personal phones are fine. Nobody sits with them; nobody resets anything. You could be running this before lunch.
From you: paste a link. That's it.
Stop tracking who needs training
Setup: an afternoon, mostly oursConnect your roster — a scheduled export or a direct connection, whatever your system speaks — and hiringis the trigger. New people are invited automatically under rules you set ("servers need Food Handler"); people who leave stop getting invites, and their unused seats come back. Your first sync is a preview, not a commitment: you see exactly who'd be invited before anything sends.
From you: a roster export on a schedule, or credentials for a direct connection. We do the wiring.
Stop assembling compliance reports
Setup: a conversationCompletions, scores, and expiry dates come to you on a schedule — as ready-made compliance exports, over our API, or written into your HR system where it supports training records. Every row keyed by your employee ID, so the file you hand an auditor matches the records you already keep.
From you: tell us where the records should land.
Wherever your roster lives
"HR system" means different things in food service. All three of these are normal, and all three work — here's what the rollout actually looks like for each.
A classic HRIS
BambooHR · Gusto · ADP · Paychex
Day one
Our link goes into your onboarding checklist template once. From then on, every new hire self-enrolls before their first shift — the checklist you already maintain does the assigning.
When you connect
Most of these platforms let your admin hand us a scoped API credential — a five-minute settings task, no vendor partnership required — or schedule a report export. Either one feeds the sync: hires trigger invites, departures tidy up after themselves.
Coming back to you
Best case: your platform keeps training records on the employee file, and results write straight back into it — the card shows up on the employee record, no export shuffling. Everywhere else, scheduled compliance exports do the job. Ask us about yours; we'll be specific.
The restaurant stack
Toast Payroll · Homebase · 7shifts · Push
Day one
The same link works wherever your crew actually reads — shift notes, the group chat, a QR code taped by the time clock. Workers are on their phones; the whole flow is built for that.
When you connect
Payroll and scheduling tools know your roster even if they don't call themselves HR — their exports carry everything the sync needs. Your locations map to store dashboards, so each GM sees exactly their own crew and nobody else's.
Coming back to you
Managers get progress by store; ops gets the roll-up across all of them; expiring cards trigger renewals before a health inspector ever asks. Training becomes one less tab anyone has to keep open.
A spreadsheet
Excel · Google Sheets · "the binder"
Day one
Same link, no software required at all. Genuinely fine — half the industry runs this way, and we treat it as a first-class citizen, not a case to apologize for.
When you connect
Email us the sheet, or drop a CSV on any schedule — nine columns, no formatting rules. Your first sync is a preview: you see exactly who'd be invited before anything sends, so a messy sheet costs you nothing.
Coming back to you
A clean sheet of who's certified, in progress, and expiring — keyed to your employee numbers, ready to hand an auditor. And if you move to a real HRIS later, nothing gets redone; the rollout doesn't change.
The rule that makes all of this trustworthy
Your employee ID is the key on every record — from first invite to certificate.
Email is contact, not identity. Personal gmails, shared inboxes, and typos are normal in this workforce — they can reach a worker, but they can never cross wires between two.
No fuzzy matching, ever. Anything we can't bind to your records deterministically waits in a reconciliation view for a human click. A pending row beats a wrong merge.
Terminations are careful. They stop invites and free seats — and never touch completed training. The card belongs to the worker; the audit trail stays with you.
The data, concretely
For whoever reviews this — IT, or the ops person wearing that hat. Two directions, both boring on purpose.
GET /api/v1/hris/certificates?expiration_status=expiring_soon
{
"certificates": [{
"certificate_number": "FX-2026-018841",
"external_employee_id": "4471", // your ID, not ours
"user": { "full_name": "Jordan Diaz" },
"course": { "name": "Utah Food Handler Course" },
"issued_at": "2026-05-12T16:03:00Z",
"expires_at": "2029-05-12T16:03:00Z",
"valid": true
}],
"meta": { "total_count": 63, "per_page": 25 }
}employee_id,first_name,last_name,email,phone,
location,role,hired_on,terminated_on
4471,Jordan,Diaz,jdiaz@gmail.com,+18015550119,
Salt Lake City,server,2026-08-03,
# Full snapshots; re-sent files are no-ops.
# A missing row never terminates anyone —
# only an explicit `terminated_on` does.- Least data, by design: employee ID, name, contact, location, role, hire/term dates. We decline SSNs, birthdates, and pay data — even when the feed offers them.
- Per-client credentials: your organization gets its own API keys — scoped, rotated without downtime, revocable independently of every other client.
- Idempotent everywhere: duplicate rows can't double-enroll, replayed events are no-ops, and a reconciliation export ("what you have vs. what we have") is available any time.
- TLS everywhere, SFTP for file feeds, magic links instead of passwords for a workforce that shouldn't need any.
The questions worth asking us
- We're in four states. Who decides which course a worker takes?
- You approve the list of jurisdictions once; each worker picks theirs when they start. One rule covers your whole footprint, nobody lands in a course their county won't accept — and we deliberately refuse to guess jurisdiction from location names in your HR data.
- Our crew uses personal email addresses. Problem?
- The normal case, and what we designed for. Identity rides your employee ID; email is just where the invite lands. Shared or changed addresses can't corrupt anyone's records.
- What about new hires who already have a valid card?
- Enter their certificate number — ours are publicly verifiable — and the requirement shows satisfied without burning a seat. Cards earned with us at a previous employer reattach to their history automatically.
- Do we need single sign-on for this?
- No. Magic links handle sign-in without passwords or SSO projects — which matters when your workforce isn't in a corporate identity provider. If your salaried staff use SSO, that's a later conversation, not a prerequisite.
- Which platforms do you actually support?
- Anything that can export a roster works today — that's every system we've met, plus spreadsheets. Deeper connections depend on your platform: name it and we'll tell you exactly what the integration looks like before you commit to anything.
- Who owns the training records?
- The certificate belongs to the worker — their credential, portable to their next job. The compliance reporting belongs to you: exports, dashboards, and API access keyed to your employee records, retained for your audit trail.
Tell us what you run
Your HR or payroll system, roughly how many people, which states — that's all we need to come back with the exact rollout, from day-one links to full sync.