Examples

How owners use ai2HR.

Plain situations. Clear deliverables. Soften the scramble without pretending we are your lawyer.

Illustrative examples only. Every engagement is scoped to your facts. ai2HR provides HR operations support—not legal advice, not attorney advertising. Ask counsel when a matter needs a licensed employment attorney.

Example 1 · Any owner

You need to let a few people go this month

Typical trigger: Client loss, automation, slow sales, or a role that no longer fits.

What you do

  • Tell us who is in scope and your target date
  • Share how you pay people and what benefits you offer
  • Name who owns IT, payroll, and the building keys

What you get (sample)

  • A simple exit checklist for each person
  • A list of documents to prepare (and which ones counsel should review)
  • An access cutoff list (email, apps, building, equipment)
  • A short note for the team that stays
  • A folder structure for any unemployment notices that follow

Usually fits: Termination / RIF Pack · See package

Example 2 · Any owner

You got an unemployment notice in the mail (or email)

Typical trigger: A former employee filed a claim. The form has a short deadline.

What you do

  • Forward the notice the same day you get it
  • Send whatever you already have (dates, reason for separation, emails)
  • Tell us who can sign / submit for the company

What you get (sample)

  • Deadline on a shared tracker
  • A draft employer response for your review
  • An evidence packet outline (what to attach, what is missing)
  • Help submitting through the state portal when you authorize it
  • A short log of what was filed and when

Usually fits: Unemployment Claim Defense · See package

Example 3 · Any owner

You are not sure your I-9 files are complete

Typical trigger: Growth, remote hires, a new office manager, or an upcoming audit worry.

What you do

  • Point us to where I-9s live today (cabinet, Drive, HRIS)
  • Share your current hire checklist if you have one
  • List locations and who verifies documents

What you get (sample)

  • A simple inventory of what is on file vs. missing
  • A gap list in plain language (no jargon dump)
  • A remediation order (what to fix first)
  • A hire-day checklist so new files stay clean
  • A short handoff for whoever runs hiring day to day

Usually fits: I-9 / E-Verify Cleanup Sprint · See package

Example 4 · Any owner

AI (or a big process change) will reduce headcount over a few months

Typical trigger: You are automating work with AI Bloom—or your own tools—and roles will change in waves.

What you do

  • Share the rough timeline and which teams are affected
  • Name one internal owner for decisions
  • Tell us if claims or I-9 cleanup are already behind

What you get (sample)

  • A monthly desk for staged exits and claim follow-up
  • A simple calendar of “who exits when”
  • Policy / handbook touch-ups tied to the new org shape
  • One place for HR inbox items related to the restructure
  • A clear split: what we run vs. what counsel should own

Usually fits: AI Restructuring Retainer · See package

See yourself in one of these?

Book a short scoping call. We will map your situation to a pack, a sprint, or a retainer—and say clearly when you should bring in an employment attorney.

Book a scoping call Example pricing