AI is a skill your HR team can learn.
A person makes every people decision. AI helps you think. It does not decide.
We ask about your business. No pitch. If we do not see a fit, we say so.
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THE CASES
Yours. Names out.
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THE TOOL
The one your company already allows.
Two skills. Not prompts, not a tool, not a rulebook.
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01
Spot the repeatable task.
What a tool can draft on its own. What needs a person.
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02
Use AI as a thought partner.
Give it the case and your procedure. Ask for pushback.
What we do not teach.
- 01Not prompt engineering. We do not teach wording tricks. The tool answers the question it is given. What makes the answer fit your company is the context you give it. That is the skill.
- 02Not tool setup. We do not install software, connect systems, or pick a vendor. Your team uses the tool your company already allows. The skill moves with the person, not the product.
- 03Not a list of questions to reuse. A fixed list breaks the first time the case is different. We teach your team to build the questions from the case in front of them.
If your team already pastes questions into a chatbot, that is the starting point. Nothing gets thrown out. What we teach is a way of working, and it starts from your team's judgment.
A floor walk, worked through with the tool.
- 01Give it the setting. The operation and your worksheet.
- 02Build a skills file. What each seat requires. Seats, not people.
- 03Work through what you saw. Ask it to challenge your read.
- 04Decide, then write. The plan carries your name.
The compliance side, same four steps.
The second skill takes most of the time. We practice it on the development side and on the compliance side.
We use the same four steps on the compliance side, with one difference. There the tool works on your procedure before you use it. It checks the steps, the questions to ask, and what is missing. The case itself stays out.
Working sessions, inside your own cases.
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01
Pick the cases.
One development, one compliance.
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02
Sort the tasks.
Yours to keep.
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03
Work the cases.
Each person asks the tool to push back.
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04
Write it down.
Your team's working notes. The deliverable.
We run every session ourselves.
We work at least one case start to finish with each person on your team. We work this way every day. We give it the context. We ask for the challenge. We make every decision.
We make no claim about what this has done at another company. The proof on this page is how we work. The rest we show you in the room.
The rules, in plain words.
- 01The account.
- 02What it drafts.
- 03What it never decides.
- 04Which records stay out.
- 05Who signs.
Each rule in full, and where counsel comes in.
- 01Which account the work happens in. The one your company has approved. If there is no approved account, that is the first conversation, before any case goes in.
- 02What the tool may draft. A first draft of a job profile, a training outline, a checklist, or the questions for a meeting. A person reads every draft before anyone uses it.
- 03What it never sends or decides. It sends nothing. A person sends. It decides nothing about a person: not hiring, pay, discipline, or the end of a job. A person makes each call and owns it.
- 04Which records it never touches. Employee files, medical information, pay records, and notes from any open matter stay out of the tool. Names stay out. A case goes in as a shape, never as a person.
- 05Where a person signs. Every document that affects a person carries a person's name as its author. The tool is never the author of record.
We work alongside your attorney. Legal questions stay with counsel.
Start with one kind of case from your own team.
George Zamora, Co-Founder. 17 years in HR and operations. Lean Six Sigma Black Belt. SHRM-SCP. English and Spanish.