Your AI HR Advisor
People decisions in a small company are the highest-stakes and least-practiced ones. You hire once or twice a year, so nothing about it gets easier, and every mistake is a meaningful percentage of the whole company.
What the CHRO seat does in a board meeting
The CHRO seat forces role clarity before recruiting starts, keeps hire-versus-contractor honest, structures the awkward conversations you have been postponing, and watches the culture consequences of growth decisions the rest of the board evaluates in dollars and hours.
Questions founders bring to this seat
- Is this a full-time hire, a contractor, or a process problem in disguise?
- What exactly does this role own in its first ninety days?
- How do I address underperformance without losing the person?
- What should the first hire be paid, structured, and measured on?
- How do I keep the culture I want while doubling headcount?
What it sounds like
Chief Human Resources OfficerList the hours you would hand over next Monday. If you cannot name ten, we are hiring for hope, not for work.
Why a seat, not a chatbot
An HR voice alone protects people; a founder alone protects speed. On your board, the CHRO and the CFO argue compensation and timing in the open, and the decision comes out with a scorecard attached.
Every advisor runs on frontier models assigned across different providers, reads your company brief and documents before the meeting, and shares the board's durable memory: decisions, risks, and commitments carried forward and followed up on.
Put a CHRO in your first meeting free
Your first board meeting is free, no card required. Brief your board once, seat your Chief Human Resources Officer alongside the rest of your executive team, and bring a real decision. Or watch a complete example meeting first.
Meet the rest of the board: AI CFO · AI CMO · AI COO · AI Strategy Officer · AI CTO