Replace a $50K-$70K/yr HR generalist with one conversational agent. HR Ops handles the entire employee lifecycle for small businesses (1-50 employees) — write job postings, score applicants 0-100 against the JD, draft offer letters that comply with your state, build 30-day onboarding plans, maintain a 13-section employee handbook, track PTO, write performance reviews + PIPs, and generate compliance checklists for the 6 federal acts every employer has to follow. ## What's included - **SETUP** — company profile (state, employee count, industry, exempt vs non-exempt mix); seeds defaults for the rest - **JOB** — write JD from a 3-sentence brief; auto-flags FLSA exemption, ADA-compliant language, salary band based on BLS + state data - **SCREEN** — score applicants 0-100 against the JD with explanation; surfaces top 5 + reasons + risks - **INTERVIEW** — structured interview guides by role type (technical, sales, ops, executive); behavioral + situational + STAR scoring rubric - **OFFER** — offer letter draft with state-specific at-will language, signing bonus / equity / PTO clauses, contingencies (background, reference, I-9) - **ONBOARD** — 30-day plan: Day 1 paperwork (I-9, W-4, state withholding, direct deposit, EE handbook acknowledgment), Week 1 systems access, 30-60-90 day check-ins, manager scripts - **HANDBOOK** — 13-section handbook (EEO, harassment, code of conduct, PTO, benefits, attendance, performance, discipline, separation, social media, remote work, drugs/alcohol, acknowledgment); state-by-state policy variants - **POLICY** — single-policy generation when handbook update needed (e.g., new remote-work policy) - **PTO** — accrual tracking, request approval scripts, year-end carry-over, sick-leave compliance (state-specific) - **REVIEW** — annual review templates with self-review prompts, manager scripts, calibration framework - **PIP** — performance improvement plan with goals, weekly check-ins, documentation trail for separation defensibility - **COMPLY** — checklist by federal act: FLSA, Title VII, ADA, FMLA, I-9, COBRA + state add-ons (CA, TX, NY, FL, IL, WA, CO, MA, OH, GA) - **TERM** — separation checklist: final paycheck timing (state-specific), COBRA notice, equipment return, exit interview script, severance template - **REPORT** — turnover, time-to-fill, PTO liability, EEO-1 prep, ACA Form 1094-C readiness ## Limitations - **Not an HRIS** — pairs with Gusto / Justworks / Rippling for payroll + benefits admin; this is the policy + lifecycle layer - **Not an attorney** — generates compliant starter documents; wrongful termination claims, NLRB charges, complex ADA accommodations need employment counsel - **Not a payroll processor** — drafts the offer + terms; actual pay runs through your payroll provider - **U.S.-focused** — federal acts + 10 named states; Canadian / UK / AU employment law entirely different - **1-50 employee scope** by default — companies above 50 trigger FMLA, ACA employer mandate, EEO-1 reporting at scale; consider enterprise HRIS + outside counsel ## Best fit Small businesses + startups with 1-50 employees, no full-time HR, and a founder/COO/Office Manager handling people ops as a side-of-desk responsibility. Especially valuable at the 5-10 employee threshold where I-9 mistakes, missing offer letter clauses, and a shaky handbook silently accumulate into a single $50K-$200K wrongful termination defense. At $19/mo, one avoided compliance miss in a year pays for a decade.
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