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AI Automations

People processes that run themselves.

We design and build AI automations inside your systems for the five people processes that eat the most time and produce the least trusted numbers. Fixed fee, 30 to 60 days, owned by your team.
Book a scoping callSee the five automations

The five automations. Tap or hover a node; select one to see them.

Why now

Your HR team is doing this by hand.

Every one of these is a spreadsheet, an inbox, and a person who is too senior to be doing it.

The five automations

Five automations. Pick the one that hurts most.

Each one produces a named artifact on a schedule, and someone inside your company owns it.

Automation one

Workforce planning that updates itself

What runs on its own: the headcount and cost plan refreshes from your HRIS and finance actuals every month, with spans, ratios, and revenue per employee against benchmark.

What you get: a living headcount model, three scenarios, and a one-page board view that is never more than 30 days old.

30 to 45 days

Scope this

Automation two

Critical roles and succession, kept current

What runs on its own: the critical role list, exposure scoring, and succession coverage refresh every month from the roster, with alerts when a critical role loses its cover.

What you get: a succession map the board can read, a coverage number on the scorecard, and a development plan per named successor.

30 to 45 days

Scope this

Automation three

Career paths every employee can see

What runs on its own: job descriptions, level assignments, and ladder pages are generated from one framework and stay consistent as roles are added.

What you get: a leveling framework, a ladder per job family, a title-to-level map, and a self-serve career page your people can use in a review conversation.

45 to 60 days

Scope this

Automation four

Onboarding that runs without chasing anyone

What runs on its own: from offer accepted, every hire gets a written 30-60-90 plan, the manager is prompted at day 7, 30, 60, and 90, and the check-ins are logged.

What you get: plan coverage and day-90 outcomes on the scorecard, and managers who own onboarding because the system makes it easy.

30 days

Scope this

Automation five

Integration tracking from signing to day 100

What runs on its own: the people integration workplan, retention watch list, and harmonization gaps update weekly from both entities' data, with a status page the deal team and the board read.

What you get: one integration plan across pay, benefits, policies, systems, and leadership, a readiness score that moves, and the first 100 days run on a schedule instead of in a war room.

45 to 60 days

Scope this

How we build it

Whiteboard to running workflow in four weeks.

  1. 1

    Discover

    Week 1

    Map the process, the data, the owner, and the decision it serves.

  2. 2

    Design

    Week 2

    The workflow, the prompts, the guardrails, and the artifact it produces, signed off by the CEO.

  3. 3

    Build and test

    Weeks 3 to 5

    In your systems, with your data, run in parallel with the manual process for one cycle.

  4. 4

    Hand over

    Week 6

    Runbook, owner trained, 30 days of support.

Sprint packages run the steps in an overlapping sequence.

Packaging

Two ways to buy. One recommendation.

Single automation

One process, built and handed over

One of the five automations, built in your systems: discovery, design, build, test, handover, runbook, owner training, and 30 days of support.

30 to 45 days

Fixed fee, quoted after a scoping call

Recommended over 150 people

Automation sprint

Three automations, sequenced

Three automations chosen with the CEO, sequenced so the shared data, the anonymized roster and the role list, is built once.

60 to 90 days

Fixed fee, quoted after a scoping call

We steer companies over 150 people, or post-acquisition, to the sprint, and everyone else to a single automation. Every automation is a fixed fee quoted after a 30-minute scoping call; retainer clients scope it inside the engagement.

Travel at cost. Tool subscriptions and AI usage run on your own accounts.

Data and guardrails

Built for diligence.

Employee identities never reach the model.

Names and identifiers are anonymized on the way in and rejoined only inside your systems.

The AI runs under your own account.

Your data is not used for training, and nothing leaves the tools you already hold.

A person signs off first.

Nothing reaches an employee or the board without a named owner approving it.

Every automation logs what it did and why.

Each run leaves a record a diligence team can read.

More on the data position in AI in HR without the data risk.

Before you scope

The Automation Readiness Guide.

How to tell which of the five processes to automate first, what data it needs, and what an owner has to be able to do. Written for a CEO, not a systems team.

Send me the guide

Four fields. We send it within one business day.

For operating partners

Rolling this across a portfolio?

  • The same five automations, built the same way in every company.
  • A shared runbook, so a new HR lead in any portfolio company can run it.
  • A portfolio dashboard of the numbers each automation produces.

Refer a portfolio company

One business day to a view on which automation to start with.

FAQ

Questions CEOs ask.

What tools do you build with?

Claude for analysis, drafting, and agent workflows; Zapier or Make for triggers and scheduling; Google Workspace or Microsoft 365 for the models and board views; Smartsheet for registers and dashboards; a small internal page built with Lovable when one is needed. Each runs on your own account or a standard subscription you hold.

What if our HRIS data is a mess?

Then the first two weeks clean it, and the automation is what keeps it clean. Every build starts with the roster and the role list, and both are reconciled before anything runs on a schedule.

Who owns it after you leave?

You do. The runbook, the prompts, and the logic are documented and handed to a named owner on your team, with 30 days of support after handover.

Do we need to buy new software?

Usually not. The automations run inside the systems you already have. Where a standard subscription is needed, it is yours, on your account, and named in the scoping call.

What does it cost to run each month?

The tool subscriptions and AI usage on your own accounts, which are small, and an owner's time to review what the automation produces. There is no ongoing fee to ScalePath unless you ask us to keep supporting it.

Can this start inside a Fractional CPO engagement?

Yes. Options B and C include the discovery and design work, and the build is added as a project. Option C already includes one project add-on, which can be an automation.

Thirty minutes. One process.

Tell us which people process is eating the most time. You will leave with a read on whether it should be automated, and what it would take.

Book a 30-minute callSee the five automations