Best fit
Single wave or small multi-role RIF
You know who is leaving in the next 1–4 weeks and need consistency across exits without standing up a full HR function.
Services
Packages for the work nobody wants to own.
Four employer-side offerings. Mix them for a one-time RIF or keep the monthly desk while AI rewrites the org chart.
01 · One-time
Termination / RIF Pack
When you eliminate roles—after an AI pilot, a client loss, or a hard quarter—you need a repeatable exit process, not a scramble. The Termination / RIF Pack is a one-time engagement that builds the pack around your facts.
What you get
- Exit checklist tailored to your entity, pay cycle, and benefits setup
- Document pack outline (what to issue, what counsel should review, what stays internal)
- Systems and access cutoff map (IT, payroll, SaaS, building)
- Internal messaging notes for remaining staff (ops tone, not PR fluff)
- Claim-ready file structure so unemployment responses have somewhere to live
- Handoff summary for whoever owns HR day-to-day after we leave
Example starting price: from $1,500 (Charlotte SMB scoping). Final fee depends on headcount in scope and complexity.
Pair with
Unemployment Claim Defense
Most RIFs produce claims. Add per-claim defense or a short retainer so responses do not fall on the COO’s calendar.
02 · Per claim or retainer
Unemployment Claim Defense
This is the highest-stakes ops work—and the one that hits your tax rate when ignored. We run employer-side claim response: deadlines, evidence assembly, portal filings, and a clear log of what was submitted.
What you get
- Intake of each notice (NC DES and common out-of-state formats)
- Deadline tracking and response calendar
- Evidence packet assembly from what your managers actually have
- Draft employer statements for your review before filing
- Filing support and confirmation capture
- Optional monthly retainer for ongoing claim volume during a restructure
Example starting price: from $750 per claim, or retainer scoped to expected volume. Subject to complexity and jurisdiction mix.
Pain first
The notice sat in a shared inbox
By the time someone opens it, you have days—or hours. We prioritize the clock, then the narrative.
Boundary
We are not your lawyer
Complex protests, hearings, and legal strategy belong with employment counsel. We prep the ops file and coordinate handoff when counsel is engaged.
03 · Time-boxed sprint
I-9 / E-Verify Cleanup Sprint
Restructures and audits expose file debt. The Cleanup Sprint inventories what you have, logs gaps, and installs a hire process that does not recreate the problem.
What you get
- Inventory of active (and, if scoped, terminated) I-9 files
- Gap and error log with severity ranking
- Remediation plan you can execute or have us support
- E-Verify process check against how you actually hire (including remote)
- New-hire checklist and ownership map
- Written summary suitable for leadership or counsel review
Example starting price: scoped by headcount and file condition; ask for a Charlotte SMB quote on the contact form.
Trigger
Someone asked for “all I-9s”
Buyer diligence, a government letter, or a new fractional CFO. You need a true picture before you promise anything.
04 · Monthly
AI Restructuring Retainer
When AI Bloom (or your own automation) is changing roles over months—not one Friday—you need a standing ugly-HR desk. The retainer is that desk: RIF coordination, claim queue, light policy hygiene, and a named ops contact.
What you get
- Named monthly contact and response SLA for HR ops tickets
- Staged RIF support using the Termination Pack playbook
- Claim queue management (volume bands defined in the SOW)
- Light handbook / policy hygiene tied to restructuring (not full HRIS rebuild)
- Coordination notes for AI Bloom delivery or your internal AI owners
- Monthly written status: open claims, upcoming exits, file risks
Example starting price: from $2,500 / month. Subject to headcount, claim volume, and whether AI Bloom is also engaged.
Best fit
~10–200 people, multi-month org change
Too much for an office manager alone; not enough to justify a full-time HR director for the duration of the AI rollout.
Not sure which package fits?
Tell us what is on fire—RIF date, claim letter, or file audit—and we will recommend a scope.