Employee Referral Program Tracker
Let employees submit referrals, link each one to an open req, track it to hire, and queue referral bonuses for payroll only when your eligibility rules are met - with HR approval on every payout.
A private internal tool where employees refer candidates, HR tracks each referral to outcome, and bonuses are calculated and queued for payroll only after eligibility rules pass and a human approves.
Before you start
- A free Supabase account
- A free Vercel account
- A free Resend account
- Your open-req list and your referral bonus rules (amounts, eligibility, payout timing)
The problem this kills
Your referral program lives in a Google Form and a spreadsheet, and it mostly works until someone asks the question you dread: "Did my referral ever get paid?" Now you're scrolling tabs trying to remember whether that candidate was actually hired, whether they cleared the 90-day mark, whether the bonus amount was right for that role, and whether two people referred the same person before payroll closed.
Meanwhile bonuses slip. Self-referrals and duplicate referrals sneak through. The retention clock for "must stay N days" is tracked in someone's head. And payroll just wants a clean file in their exact columns, on time, with no surprises.
This plan builds the tool that ends all of that.
What you'll build
A private web app for your team where:
- Employees submit referrals through a simple form (referrer, candidate name and email, role, relationship, a note).
- HR links each referral to an open req and the actual candidate, then follows it all the way to an outcome (hired / not hired).
- Bonus eligibility is calculated automatically against your rules table - amount by role or level, tenure and good-standing conditions, and payout timing like a 90-day retention hold.
- Nothing is paid without a human. HR reviews and approves each referral-to-hire link and each bonus calculation, and the referrer's manager confirms the employee is in good standing, before anything is queued.
- Payroll gets a clean CSV in your one-time-payment columns - the only thing that ever leaves the tool.
What's inside the Implementation Plan
The plan opens by interviewing you about your actual program - your roles and bonus amounts, your eligibility and retention rules, who approves what, and the messy edge cases - so the tool fits how you run referrals, not a generic template. It reads a short spec back to you and waits for your thumbs-up before building a thing.
From there it walks you, one copy-paste prompt at a time, through standing up the database, the referral form, the HR tracking board, the eligibility engine, the approval gates, the manager good-standing check, and the payroll CSV export - plus a "no integration yet?" path that runs entirely off a spreadsheet import.
The governance it includes (this is the point)
- Login so only your team can open the tool.
- Row-level security so people only see their own organization's data.
- A full audit trail - who submitted, linked, approved, and queued each item, and when.
- A hard human approval gate before any bonus is queued to payroll - the tool drafts, a person approves, and only then does it commit.
- Duplicate guards - a "first referrer wins" rule keyed on candidate email plus req, and flags for self-referrals.
Who it's for
HR and recruiting coordinators and people-ops generalists who run a referral program out of a form and a spreadsheet, and who are tired of fielding "did my referral get paid?" questions and chasing the retention clock by hand.
You've got this - paste the first prompt and let the agent interview you.