HR Edition
Hiring through exit, with the operational systems modern HR teams actually build — resume pipelines, sentiment monitors, pay-equity audits. Starts with the org profile that all other workflows build on.
What the full pack includes
The HR pack covers two layers: 21 operational playbooks for hiring, performance, and exit work, and 10 step-by-step builds of automated HR systems that modern teams now run.
Operational playbooks (21 workflows)
Org Profile, job descriptions that attract the right people, resume screening with AI (without bias), tailored interview question generation, new-hire onboarding plans, fair-and-specific performance reviews, company policy documents, difficult conversation scripts + prep, employee handbook sections, compensation benchmarking briefs, rejection emails that don't burn bridges, employee surveys that get honest answers, fair PIPs, career ladder + leveling frameworks, exit interview synthesis, internal communications (announcements, changes, bad news), meeting-free / async work policies, team offsite agendas, D&I initiative proposals, weekly HR reporting, full HR playbook documentation.
Systems you build once and run repeatedly (10)
- 01Resume-screening pipeline — Rank 100 CVs in 5 minutes. Bias controls, role-fit scoring, structured rationale per candidate.
- 02HR knowledge Q&A bot — Handbook → searchable AI. Employees self-serve "what's our parental leave policy" instead of asking HR.
- 03Onboarding orchestration system — First 30 days, automated. Equipment, accounts, intros, manager check-ins, week-by-week curriculum.
- 04360-feedback aggregator — Collect → cluster themes → draft review. Turns a week of synthesis work into a structured pass.
- 05Team-chat sentiment monitor — Detects burnout signals in Slack/Teams before exits happen. Patterns, not message content.
- 06Exit-interview pattern detector — Clustering across N exits. Finds the recurring reason people leave, separate from the polite reason on file.
- 07Pay-equity audit pipeline — Finds compensation outliers across role, level, gender, tenure. Quarterly run.
- 08Manager-coaching assistant — Slack bot for tough conversations. Pulls the right playbook for the situation, prompts the manager before the meeting.
- 09Internal-mobility matcher — Employees → open roles based on skills. Cuts external hiring on roles internal people could fill.
- 10Policy-compliance monitor — Jurisdiction-aware updates. Flags when CA, NY, EU, UK rules change in ways that affect your handbook.
Start here — Foundation
Free with email signup (7)
Write a job description that attracts the right people
Generic job descriptions attract generic candidates. You get 200 applications and none of them fit. This workflow produces a JD that's specific enough to self-select — the right people lean in, the wrong people opt out.
Generate interview questions tailored to the role
Generic interview questions ("tell me about yourself," "what's your greatest weakness") reveal nothing. This workflow generates behavioral questions tied to the actual competencies the role requires, with a scoring rubric so interviewers evaluate consistently.
Write an onboarding plan for a new hire
Most onboarding is a firehose of information in week 1, then silence. New hires flounder for months because nobody defined what success looks like or gave them a structured path to get there. This workflow creates a 30-60-90 day plan with clear milestones.
Write a performance review (fair, specific, useful)
Most performance reviews are either vague ("great team player"), inflated (everyone gets "exceeds expectations"), or dreaded busywork. This workflow produces reviews that are specific, evidence-based, and actually help the person grow.
Handle a difficult conversation (script + prep)
Difficult conversations get avoided because they feel high-stakes and unpredictable. This workflow gives you a structured script, prepared responses to likely reactions, and de-escalation paths — so you walk in prepared instead of anxious.
Write a rejection email that doesn't burn bridges
Most rejection emails are either so generic they feel insulting, or so delayed they damage your employer brand. This workflow produces rejections that are respectful, specific enough to be useful, and leave candidates with a positive impression of your company — even though you're saying no.
Summarize and act on exit interview data
Exit interviews generate pages of qualitative data that sits in a folder. This workflow turns 5-10 exit interviews into pattern analysis with root causes and specific actions — not just "people leave for more money."
Premium workflows (23)
The 23 workflows below are now built into the app as first-class pages. They cover the heavier strategic work and system-building infrastructure, and open with the relevant full-pack access or all-access.
Screen resumes with AI (without bias)
Manually screening 50+ resumes is slow and inconsistent. You get tired by resume #20 and start skimming. AI can apply consistent criteria — but only if you set explicit guardrails against bias.
Draft a company policy document
Policy documents are either too vague to enforce or too dense to read. This workflow produces policies that are clear, specific, and written so employees actually understand them — without requiring a law degree.
Write an employee handbook section
Employee handbooks are either unreadable legal documents that nobody opens, or so vague they don't actually answer questions. This workflow produces handbook sections that are legally sound AND actually readable — so employees use them instead of asking HR the same question for the 50th time.
Create a compensation benchmarking brief
Compensation decisions made without market data lead to either overpaying (burning cash) or underpaying (losing people). This workflow produces a structured brief that gives hiring managers a defensible range with clear rationale.
Design an employee survey that gets honest answers
Most employee surveys produce useless data because questions are vague ("rate your satisfaction 1-5"), leading, or employees don't trust anonymity. This workflow creates surveys that surface real problems you can actually fix.
Write a PIP (Performance Improvement Plan) that's actually fair
Most PIPs are either too vague to be actionable ("improve communication skills") or designed as a paper trail for termination rather than genuine improvement. This workflow creates PIPs that give someone a real shot at succeeding — and protect the company if they don't.
Build a career ladder/leveling framework
Without clear levels, promotions feel arbitrary, compensation is inconsistent, and high performers leave because they can't see a path forward. This workflow creates a leveling framework with concrete expectations — not vague competency matrices no one reads.
Write internal communications (announcements, changes, bad news)
Internal comms often fail because they're either corporate-speak that says nothing, or blunt announcements that create panic. This workflow creates communications that are honest, clear, and answer the question every employee actually has: "What does this mean for me?"
Create a meeting-free day/async work policy
Teams drowning in meetings with no time for deep work, especially across time zones. This workflow creates a practical async-first policy with clear rules, exceptions, and a rollout plan that actually sticks.
Design a team offsite/retreat agenda
Team offsites often waste expensive in-person time on things that could be done remotely (status updates, presentations) while skipping the things that actually require being together (relationship building, hard conversations, creative work). This workflow designs an agenda that makes the most of face-to-face time.
Write a diversity & inclusion initiative proposal
D&I initiatives often fail because they're either vague aspirations ("be more inclusive") or performative programs without accountability. This workflow creates a proposal with specific actions, measurable goals, realistic timelines, and budget — something leadership can actually approve and fund.
Automate your weekly HR reporting
HR teams spend hours every week manually pulling data from multiple systems, formatting reports, and writing narratives that no one reads carefully. This workflow creates a repeatable reporting system that takes 15 minutes per week and actually surfaces what matters.
Create your HR playbook (processes documented)
Most HR knowledge lives in one person's head. When they're on vacation, sick, or leave the company, processes break. This workflow turns tribal knowledge into a documented playbook that a new HR hire could follow from day one.
Build a resume-screening pipeline (rank 100 CVs in 5 min)
Your job posting gets 200 applications. Your recruiter has 3h to triage before the hiring manager loses patience. The current process is reading CVs in the order they arrived until energy runs out — meaning candidate #150 never gets a fair read. This workflow builds a pipeline that ingests all CVs, scores them against a structured rubric, surfaces top 20 for human review, and produces explainable reasoning per candidate. Same rubric, candidate #1 and #150, every time.
Build an HR knowledge Q&A bot (handbook → searchable AI)
"How many vacation days do I have?" "What's the parental leave policy?" "Can I expense a coworking space?" Your HR inbox is 80% the same 20 questions. Each one takes 3–8 minutes to answer (look up policy, copy-paste, personalize). This workflow builds a Slack bot (or web chat) that ingests your handbook + policies, answers employee questions in plain language with citations, and routes the rare actually-novel question to a human. The AI doesn't replace HR — it deflects the FAQ tier so HR can do the work that matters.
Build an onboarding orchestration system (first 30 days, automated)
Every new hire's first 30 days has 15–25 required touchpoints: paperwork, IT setup, manager 1:1s, intro meetings, training modules, milestone check-ins. In small companies, this lives in a Notion checklist someone forgets to follow. In bigger ones, it's spread across HRIS, IT-ticketing, Slack reminders, and email — and steps get dropped. This workflow builds a single orchestration system that triggers each touchpoint at the right time, emails the right person, and tracks completion. No more "I think we onboarded them" guesswork.
Build a 360-feedback aggregator (collect → cluster themes → draft review)
Performance review season means asking 5–8 colleagues to write feedback for each report. You get back 6 paragraphs of mixed signal: vague praise, one specific complaint, half-remembered project mentions, conflicting takes on the same behavior. Synthesizing this into a fair review takes 4 hours per person. This workflow builds the collection-to-synthesis pipeline: structured prompts to reviewers, deduplication of themes, AI clustering of feedback patterns, and a draft review the manager edits (not writes from scratch).
Build a sentiment monitor for team-chat (detect burnout signals before exits)
Exit interviews tell you why someone left — 8 weeks after you could have done anything about it. Engagement surveys give you a quarterly snapshot. Neither catches the day-to-day signals: a team that suddenly stops joking, a manager whose 1:1s get cancelled twice in a row, a high-performer who's quieter in standups. This workflow builds a sentiment monitor that reads PUBLIC team channels (with explicit consent) and flags shifts before they become exits.
Build an exit-interview pattern detector (clustering across N exits)
Each exit interview is a story. Manager X "wasn't a good fit," compensation "wasn't quite right," "wanted new challenges." Individually, every one makes sense and doesn't justify action. But across 12 interviews over 6 months, three of them mentioned Manager X. Four mentioned compensation specifically below market for senior IC roles. Five mentioned a lack of growth path in the data team. These patterns are invisible in 1:1 review but obvious when clustered. This workflow builds the synthesis pipeline that finds them.
Build a pay-equity audit pipeline (find compensation outliers)
Pay-equity audits are necessary, expensive, and rarely repeated. You hire a consultant for $15–25k, get a report 6 weeks later, find 4 outliers, fix them, and don't audit again for 18 months. By then new comp decisions have created new outliers. This workflow builds the audit as a pipeline you run every quarter in 10 minutes — flagging outliers by role/level/demographic, explaining them statistically, and surfacing which need fixing vs. which have legitimate explanations.
Build a manager-coaching assistant (Slack bot for tough conversations)
Managers avoid hard conversations. The PIP draft sits in a folder for three weeks. The conflict-resolution chat keeps getting bumped. The promotion-rejection conversation gets delegated to HR. Most of the time, the reason isn't avoidance — it's not knowing how to start. This workflow builds a Slack-native coaching assistant that managers DM with "I need to tell Sarah her project isn't getting funded" and get back: an opening line, a conversation structure, anticipated reactions with fallback responses, and a "what success looks like" definition. Not a script — a thinking partner.
Build an internal-mobility matcher (employees → open roles based on skills)
Internal mobility is the highest-ROI hiring source — internal hires onboard 50% faster, retain longer, cost zero recruiter fees. But it relies on a manager remembering the right person at the right moment. Most internal moves are random: "Oh yeah, talk to Sarah, she did something like this." This workflow builds a matcher that ingests employee profiles + open JDs, scores fit using AI, and surfaces "Sarah scored 87% match for the PM role she didn't know existed." It turns internal mobility from chance to systematic.
Build a policy-compliance monitor (jurisdiction-aware updates)
Labor laws change constantly. CA passed SB-1162 (pay transparency), NY passed pay-range disclosure, EU enacted Pay Transparency Directive, UK updated parental leave, your APAC entity is now subject to local AI Act provisions. Each affects specific policies in your handbook. Currently you find out when a law firm sends a quarterly brief, when LinkedIn HR influencers post about it, or — worst case — when you're audited. This workflow builds a monitor that tracks regulatory changes in your jurisdictions, AI-classifies which of your policies they affect, and flags "policy X needs review based on regulation Y" before the compliance deadline.
Get notified about new workflow drops
The library is now fully in the app: free workflows, premium workflows, and pack pages all share the same catalog. We send weekly updates with new workflows, blog posts, and what we shipped. One email Sundays. No spam.