People playbooks

Given attached CVs, a screening desk scores candidates against the role scorecard on job-relevant evidence, ranks them into tiers, and prepares competency-based interview questions; a fair-hiring reviewer audits the ranking before you approve.

A people agent drafts or updates your employee handbook and people policies from your inputs and published model policies; an HR/legal reviewer runs a ripple-and-promise check before you review and adopt.

Given a role brief, a people agent researches comparable postings, builds a structured job description and a job post in your employer-brand voice, and self-critiques it for inclusive language before handing it to you to approve.

Given a candidate and agreed terms, a people agent assembles the package and drafts a precise, warm offer letter; a compliance reviewer runs a jurisdiction and classification check before you approve and it is routed for signature.

On the schedule you choose, a people analyst compiles headcount, attrition, performance, and compensation data into a people report — each metric paired with its trend and a takeaway — self-critiques it, and hands it to you to approve.