People Ops

Hire an AI HR Department for Your Business

You started the company to build the product, not to write performance-review templates and chase candidate emails. An AI HR Department from Sysora handles the people-ops work that piles up the moment your team grows past three — job descriptions, sourcing pipelines, screening calls, onboarding flows, policies, and answering the same HR question twelve times a quarter.

Hire This AI Employee See pricing

ActiveTrained on your brandAlways onCancel anytime

What an AI HR Department does for you

A Sysora AI HR Department covers the operational core of HR for a 1–30 person company. It is not a replacement for a senior People leader at scale — it is the thing that gets you to the point where you actually need one, without burning the founder's nights and weekends to get there.

Writes role-shaped JDs and runs sourcing

Drafts job descriptions tuned to your team's level and culture, posts to LinkedIn / Wellfound / RemoteOK, and pulls inbound applications into a structured pipeline.

Screens candidates without bias drift

Runs a structured first-pass interview by email or async video, scores against a rubric you approved, and surfaces the top 5 with notes — so your hiring time goes only to people who deserve it.

Builds onboarding that actually onboards

Generates a 30/60/90 plan, sends signed offer letters, schedules the first-week intros, and checks in on day 14 to catch the things new hires never tell you on day 3.

Owns policies and the handbook

Drafts and maintains your handbook, leave policies, code of conduct, and remote-work agreement. Updates them when laws change.

Answers HR questions on Slack

Sits in your #people channel and answers the questions that hit your inbox at 11pm — leave balances, expense rules, who to ask about laptops, what the parental policy is.

A typical day with your AI HR Department

Morning

Pipeline and inbox.

Reviews overnight applications and updates each candidate's ATS stage.
Sends scheduled-interview invites with the right rubric attached.
Drafts replies to two candidate questions, holding them for your approval.

Midday

Screens and structures.

Runs async screening interviews by sending a structured form to 6 new candidates.
Scores yesterday's submissions and writes 3-line summaries for the top 5.
Updates the role JD based on signals from the candidates dropping off.

Afternoon

Onboards and supports.

Sends day-7 check-in to your latest hire and surfaces any flags.
Updates the team handbook with the new expense-policy decision from yesterday's meeting.
Triages 4 #people-channel questions, answering 3 directly and escalating the fourth.

Evening

Reports and queues tomorrow.

Sends the weekly hiring report: 12 applications, 5 screened, 2 to interview.
Updates the rolling team-health snapshot — eNPS, retention signals, blockers.
Drafts tomorrow's candidate outreach so the morning starts moving.

Tools your AI HR Department works with

Plugs into the platforms you already use. Onboarding maps every tool you have to the access this role actually needs — no broader, no narrower.

LinkedInWellfoundRemoteOKLeverGreenhouseNotionSlackGoogle WorkspaceDocuSignDeel

What you’ll get in week one

Real outputs in your tools, not "we’re still onboarding" emails. By Friday of week one, every item below is in your workspace.

Audit of every open role JD with rewrites where needed.
A structured screening rubric for each role, agreed with the founder.
A working onboarding flow with offer letter template, day-1 plan, and 30/60/90 outline.
A first-pass employee handbook saved to your workspace.
#people-channel coverage live with a 4-hour SLA on basic questions.
A weekly people-ops report delivered every Friday.

Sysora vs hiring a human HR Department

Honest trade-offs. There are scenarios where a human hire is the right call — we will tell you when.

Factor	Human hire	Freelancer	Sysora AI
Cost	$8,000–$15,000/mo for a People Ops Manager	$2,500–$5,000/mo for a fractional HR consultant	$49/mo, all-in
Speed of response	Same day	1–3 days, depending on availability	Within minutes for inbox + Slack
Coverage	8 hours, one timezone	Limited hours under contract	24/7 across timezones
Policy upkeep	Yes, time-permitting	Often de-prioritised	Always current, auto-flags law changes
Hiring volume	Up to ~5 simultaneous roles	Up to ~3 simultaneous roles	Up to 10 simultaneous roles without breaking
Bias check	Variable	Variable	Structured rubric on every screening, every time

FAQ — AI HR Department

Is this a replacement for a Head of People at scale?

No. The AI HR Department is built for companies under 30 people. Above that headcount you need a senior People leader for compensation strategy, leadership coaching, and cultural depth — but the AI HR Department handles the operational layer underneath them, freeing the senior hire to do the strategic work.

How does it handle confidential conversations?

Sensitive issues — harassment, performance-management, legal matters — are auto-routed to the founder or designated leader. The AI HR Department never tries to handle those alone. Confidentiality is enforced at the workflow level, not just trusted at the prompt level.

Does it understand my country's labour laws?

It is calibrated for India, the US, the UK, Canada, and most EU countries on standard employment matters — leave entitlements, notice periods, contract templates. It will not give you legal advice on edge cases; for those it flags and recommends a lawyer.

Can it run performance reviews?

Yes. It runs the operational part of the review cycle — scheduling, sending self-review templates, collating peer feedback, surfacing patterns — and gives the manager a clean packet to lead the conversation from. The conversation itself stays human.

What about payroll and benefits?

Payroll execution stays in your existing payroll provider (Deel, Gusto, Razorpay, etc.) — the AI HR Department does not move money. It handles the data flow, change-orders, and answers employees' "where is my pay slip?" questions on your behalf.