for your team
People & HR
Draft job posts, screen notes, policies, and onboarding docs — consistent, inclusive, and fast.
playbooks
Full worked systems, not one-off prompts — each walks the whole workflow end to end. Pick one and follow it.
Write a job description that widens the pool
Turn a rough role idea into a clear, inclusive job description — genuine must-haves only, no gendered or exclusionary language, every quiet screen-out flagged for you.
open the playbook →Turn five interviewers into one fair verdict
Synthesize a scattered panel into one balanced read — shared strengths, shared concerns, the real disagreements kept visible, and 'culture fit' language flagged as bias, not evidence.
open the playbook →Rewrite a policy into plain English
Turn a jargon-heavy policy into something a new hire understands on the first read — every rule kept, a one-line summary up top, and a human confirming nothing legal or factual shifted.
open the playbook →Build a reusable onboarding-in-a-box
Build a role-specific first-week checklist and a 30-day plan — accounts, people to meet, docs to read, one clear early goal — grouped by day and reusable for every new hire in the role.
open the playbook →Draft a sensitive message you can stand behind
Draft a reorg note, hard feedback, or an org-change announcement carefully — honest, kind, no over-promising, names kept out, placeholders for what only you can confirm, and a shape you read word-for-word before it ships.
open the playbook →Run a hire from open to offer
Run a whole role end to end — inclusive JD, structured interview kit and scorecard, a fairly synthesized panel, a bias check, and the offer and rejection comms — one consistent, defensible system where the human always makes the call.
open the playbook →