Twelve AI agents draft the work a fractional CHRO is hired for — set defensible pay, close equity gaps, build an attorney-review-ready handbook, stand up a real hiring system, and design the org — each a board-ready document in minutes. You keep the judgment; your data is never stored on our servers — it runs on your own Claude key.
Built for growing teams — and the fractional CHROs and HR advisory firms who deliver this work to clients.
Market-benchmarked salary bands, a pay-equity audit, and total rewards so comp is consistent and diligence-ready.
Representative: equity exposure quantified & fundedA current, state-specific handbook, a wage-hour and classification audit, and clean records and I-9s.
Representative: misclassification risk surfaced before the DOLA structured hiring system, real onboarding, manager enablement, and an engagement plan.
Representative: cut the attrition you can't affordAn accountability chart, clear decision rights, career paths, and a succession plan.
Representative: scales past the foundersA fractional CHRO runs a monthly retainer; a full-time CHRO is a quarter-million-plus all-in. The suite is a flat annual price — on your own Claude key.
| Traditional fractional CHRO | The Fractional CHRO · Mulkern AI | |
|---|---|---|
| Cost | $5–12k/mo retainer | from $1,200/yr · $10,500/yr full suite |
| Turnaround | Days to weeks | Minutes |
| Capacity | Limited to one person's hours | Unlimited deliverables, on demand |
| Consistency | Rebuilt by hand each time | QC-reviewed + scored on a rubric every time |
| Availability | Scheduled, by the meeting | 24/7, the moment you need it |
| Your data | Emailed around in spreadsheets | Never stored on our servers |
Drop in your own Anthropic API key and your license. Your key is sent only to run your report and is never stored — it pays only for that run.
Answer a focused intake — your workforce, the people pain, your pay practice, your goal and constraints. A few minutes of typing.
The agent writes it section by section, runs a pre-delivery QC pass, scores itself against a 100-point rubric, and hands you a polished document.
A real Compensation Bands & Pay-Equity Plan, generated by the agent for a fictional B2B SaaS company. No key, no signup — just the deliverable you'd get.
View a sample deliverable →Market-benchmarked salary bands, a privileged pay-equity audit, and a funded remediation plan a comp committee would approve.
Open the agent →The full rewards mix beyond base — a defensible variable-pay plan, a benefits portfolio people actually use, and a total-rewards statement that makes pay visible.
Open the agent →Defensible executive pay packages, a governed equity/option plan, and a commission model with teeth — to attract and keep the leadership your next stage demands.
Open the agent →A legally current, state-specific handbook — gap-assessed against today's law and rolled out with signed-acknowledgment tracking — built to survive a plaintiff's lawyer or a buyer's diligence.
Open the agent →A rigorous FLSA exempt/non-exempt and contractor audit, quantified exposure, and a prioritized remediation plan — before the DOL surfaces it for you.
Open the agent →Audited personnel files and I-9s, a defensible records-retention schedule, and a repeatable workplace-investigation framework from intake to findings.
Open the agent →A defensible, bias-aware hiring system — optimized job descriptions, structured scorecards and rubrics, a mapped candidate experience, and an offer strategy that closes.
Open the agent →A structured 30-60-90 onboarding journey, role-specific ramp plans, and a New-Manager Academy — with ramp-velocity and retention metrics a CEO would track.
Open the agent →A competency model, structured career ladders, a skill-certification roadmap, and a mentorship and high-potential program that measurably closes capability gaps.
Open the agent →An eNPS baseline, attrition-risk segmentation, exit-interview themes, and a funded recognition and action plan with an owner cadence leadership will commit to.
Open the agent →A future-state org chart, clear decision rights, a role-clarity matrix, and a sequenced hiring plan a leadership team would actually execute.
Open the agent →Bench-strength for every critical role, a skills-gap roadmap, HiPo acceleration, and a legally-sound RIF contingency on a quarterly talent-review cadence.
Open the agent →Annual is the default. Short terms are available on single agents and bundles (3 months = 50%, 6 months = 75% of annual).
Want the whole executive team? The Full Office bundles all 60 agents — CFO, COO, CHRO, CRO and CEO — on one license: your complete C-suite, finance to strategy, in a single subscription. See all five suites →
12 AI agents for the people function — compensation bands and pay-equity plan, employee handbook and policy pack, hiring system and interview scorecards, wage/hour and classification audit, onboarding and manager enablement, workforce and succession, and more. Each is QC-reviewed and scored against a 100-point rubric.
You bring your own Anthropic (Claude) API key, fill out a short intake about your situation, and the agent drafts the deliverable, checks it, and scores it against a 100-point rubric — then you review and ship. All you need is an Anthropic key, about two minutes to set up the first time.
A single agent is $1,200/year ($600 for 3 months, $900 for 6). A 3-agent bundle is $3,000/year, and the full CHRO Suite (all 12 agents, 5 seats) is $10,500/year. On top of that you pay your own Anthropic usage — usually a few cents to a couple of dollars per deliverable, with no markup from us.
Yes. Everything runs on your own Anthropic key, and your data passes through our gateway only in the moment to call Claude — never written to disk, logged, or stored. Because HR data is sensitive, you also control what goes in: provide only what a deliverable needs. We keep only your license details and basic usage counts, and never sell or share your data.
Treat every deliverable as an expert-quality, attorney-review-ready first draft — not legal or HR advice. It is rubric-scored, but have qualified employment counsel review anything policy- or compliance-sensitive before you rely on it.
Yes. Every agent has a free live demo — no key and no signup — so you can judge the output first. Licenses also come with a 14-day guarantee: if your first deliverable is not board-ready, email us within 14 days for a full refund of the license fee.
Every deliverable is shaped by your intake — your situation, constraints, and goals — and you can re-run as many times as you like to refine it. Suite owners can also have a custom agent built for their exact workflow.
No — by design. You provide what a deliverable needs; nothing connects to your systems, which keeps sensitive employee data private.