HR Technology Editing and Proofreading Services

HR software writing is read by people at the moments they are least receptive: applying for a job, being reviewed, requesting leave they are worried about being refused, or reading a policy after something has gone wrong. It is also, uniquely in enterprise technology, writing that can end up quoted in an employment tribunal. A performance review template with a leading question, or a policy sentence that can be read two ways, does not stay a writing problem for long — it becomes a legal one, in a setting where the ambiguity will be interpreted against whoever drafted it.

We edit what HR technology vendors and people teams produce — applicant tracking and careers site copy, job description templates and interview scorecards, candidate communications including rejections and offers, onboarding and induction content, employee handbooks and policy libraries, performance review templates and calibration guidance, engagement and pulse survey questions, compensation and benefits explanations, leave and absence policies, learning and development course descriptions, manager guidance and enablement material, product documentation for HR platforms, and data protection notices covering employee data. Our editors check that policy language is unambiguous under adversarial reading, and that survey and review questions do not lead the respondent towards the answer.

Rejection emails deserve more editorial attention than they get, because they are the single most-sent message in recruitment and the one that determines what a candidate says about your company for years. The standard version — "we had many strong applicants and have decided to progress others" — is not merely bland; it fails the only two jobs it has, which are to close the loop clearly and to leave the relationship intact. We rewrite these so the decision is unmistakable in the first line rather than softened into ambiguity that leaves candidates waiting, so the message does not promise feedback the team will not provide, and so any invitation to apply again is specific enough to be believed. Where a candidate reached a late stage, we write a version that says something true and particular about their application, which costs a few minutes and is the difference between a recruiter who can source from past candidates and one who cannot.

Everything you send is handled confidentially, including policy drafts, survey results and candidate communications. Whether you are a vendor documenting an HR platform, a people team rewriting a handbook that has grown inconsistent, or a founder writing an offer letter template for the first time, we can make the language clear, humane and careful.