Solar HR and Administrative Back-Office Support

Solar companies scale on people. Every hire matters and every hiring cycle takes time your operations team doesn't have. HR administrative work (candidate sourcing, interview coordination, onboarding documentation, employee records) piles up while your hiring managers focus on operations. RIH Engineering delivers HR and administrative back-office support as an outsourced service for US solar EPCs, installers, and developers.

What you get

• Recruiting research: candidate sourcing across LinkedIn, Indeed, job boards, and industry networks
• Candidate screening: initial resume review, phone screen coordination, interview scheduling
• Interview coordination: scheduling across multiple team members, sending calendar invites, follow-up
• Onboarding documentation preparation: offer letters, employment agreements, benefits enrollment
• New hire information collection and setup coordination
• Training documentation management
• Employee record maintenance in HRIS platforms
• Payroll data entry support
• Time-off request tracking
• Employee handbook maintenance

What we handle for you

HR administration is essential and time-consuming. Every open position generates dozens of hours of recruiting, screening, interviewing, and onboarding work. When operations managers do this, operations slow down. When it's dropped, hiring cycles extend and good candidates go elsewhere.

We take HR administration off your plate. You give us hiring criteria and access to your HR systems. We handle candidate sourcing, screening coordination, onboarding paperwork, and employee record maintenance to your standards.

The cost of doing this in-house

Slow hiring cycles cost solar companies in two ways. First, positions stay open longer, extending operational strain. Second, good candidates accept offers elsewhere while your team drafts responses. Companies with 2-week hiring cycles hit close rates 2 to 3 times higher than companies with 6-week cycles.

HR administrative overhead also scales linearly with headcount. Companies without dedicated HR support hit walls at 20 to 30 employees where either the founder or an operations lead becomes the de facto HR person. Both are bad outcomes.

Why RIH Engineering is safe to try

Give us one open position for one month. We handle candidate sourcing, screening, and interview coordination through offer stage. If our candidate quality or workflow doesn't meet your bar, you don't extend the engagement.

Our HR team works in your applicant tracking systems, your interview processes, and your onboarding workflows. We adapt to your hiring standards rather than forcing you into ours.

Our process

1. You share hiring criteria, job descriptions, and access to your HR systems
2. Our specialist reviews your interview process, onboarding workflow, and record-keeping conventions
3. Candidate sourcing initiated across LinkedIn, Indeed, and applicable job boards
4. Resumes screened against criteria; phone screens coordinated
5. Interview scheduling coordinated across your hiring team
6. Onboarding documentation prepared for successful candidates (offer letters, agreements)
7. New hire records set up in HRIS with complete information
8. Ongoing employee record maintenance, time-off tracking, and administrative support

Tools and standards

Our HR team works in LinkedIn Recruiter, Indeed Employer, Workable, Greenhouse, Lever, BambooHR, Gusto, Rippling, Justworks, Paychex, ADP, and other HRIS and payroll platforms. We follow your interview process and adapt to your organizational standards.

Client-preferred tools: Our team can be trained to use the tool preferred by the client. If your workflow depends on a specific platform, template, or software, we adapt to it rather than force you into ours.