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.
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."
Coming with premium tier (23)
The 23 workflows below dig deeper — they cover heavier strategic work and system-building infrastructure. Get notified when premium launches by subscribing below.
Screen resumes with AI (without bias)
Structured rubric + bias-guard checks before any AI scores a CV.
Draft a company policy document
Policy structure that actually gets read + enforced, not shelved.
Write an employee handbook section
Handbook sections in plain English — not legalese employees ignore.
Create a compensation benchmarking brief
Market data + role analysis + recommended bands in one structured pass.
Design an employee survey that gets honest answers
Question design + anonymity guardrails for surveys people actually complete.
Write a PIP (Performance Improvement Plan) that's actually fair
Fair, specific PIP with measurable criteria + support plan + clear exit conditions.
Build a career ladder/leveling framework
Levels + competencies + progression criteria your team can actually use.
Write internal communications (announcements, changes, bad news)
Comms that respect the team — honest about hard things, clear about what changes.
Create a meeting-free day/async work policy
Policy + rollout plan + how to handle the exceptions that will come up.
Design a team offsite/retreat agenda
Agenda balancing work + connection + rest — not corporate-retreat-bingo.
Write a diversity & inclusion initiative proposal
D&I proposal with measurable goals + budget + accountability.
Automate your weekly HR reporting
Headcount + hiring + retention dashboard delivered Mondays.
Create your HR playbook (processes documented)
Every HR process documented in one playbook — the capstone artifact.
Build a resume-screening pipeline (100 CVs in 5 min)
Bulk CV upload → structured-rubric scoring → ranked shortlist with fit-quotes.
Build an HR knowledge Q&A bot (handbook → searchable AI)
Slack bot answers 60-80% of HR FAQ from your handbook, with citations.
Build an onboarding orchestration system (first 30 days)
Every onboarding touchpoint scheduled and tracked — no more "we forgot to X".
Build a 360-feedback aggregator
Multi-reviewer feedback → AI clusters themes → drafted review.
Build a sentiment monitor for team-chat (detect burnout)
Public-channel signal detection — team-level patterns, never individual surveillance.
Build an exit-interview pattern detector
Cluster themes across N exits — what no single interview reveals.
Build a pay-equity audit pipeline
Quarterly audit replacing the annual $20k consultant report.
Build a manager-coaching assistant (Slack bot)
Slack bot scaffolds difficult conversations — opening lines, anticipated reactions, escalation triggers.
Build an internal-mobility matcher
Skills-based matching: employees ↔ open roles, with opt-in privacy.
Build a policy-compliance monitor (jurisdiction-aware)
Tracks regulatory changes across jurisdictions, flags affected policies.
Get notified when premium ships
We send weekly updates with new workflows, blog posts, and what we shipped. One email Sundays. No spam.