Real moment
Where the hard conversations actually happen
Performance reviews, terminations, conflict resolution — every day, every workplace.
PIPs. Terminations. Layoffs. Comp denials. Complaint outcomes. The messages that get companies sued when they go wrong — written in the senior-HRBP voice you'd hire if you could find one, at the price you can put on a credit card.
Each moment has its own research dossier, its own anti-pattern catalog, its own jurisdictional overlays, and its own template structure. Pick the moment, answer five questions, get a draft your counsel will sign off on.
Performance Improvement Plan — issuance, mid-cycle check-in, close-out. Achievable standards, not set-up-to-fail.
See the framework → SeparationIndividual termination — conversation script + same-day written follow-up + team communication.
See the framework → SeparationAll-company announcement + individual notification + team comms + surviving-team 1:1s. Chesky-pattern default.
See the framework → HiringOffer letter, decline post-final-round, decline early-stage, rescission, no-show closure.
See the framework → CompensationRaise denial, promotion denial, bonus shortfall, equity refresh denial — without protected-class proxies.
See the framework → PerformanceAnnual, quarterly, project. Aligns with documented feedback. Survives subsequent actions.
See the framework → Recognition1:1 + team + function-wide + suggested external. Specific to contribution, not personality.
See the framework → StructuralAll-company or function announcement + individual conversations + team-of-leader transitions. Answers the headcount question.
See the framework → PolicyPolicy announcement + individual accommodation conversation + geographic-mismatch case. Days, hours, locations.
See the framework → InvestigationsReporting-party letter + subject letter + witness closing. Speak Out Act compliant. No re-litigation.
See the framework → ConflictIC-initiated, manager-initiated, skip-level-initiated. Respects all three relationships. HRBP-routed.
See the framework → SeparationResignation acceptance + exit interview + team announcement + final day. Voluntary departures with dignity.
See the framework → OnboardingFirst-day welcome with concrete first-week plan, contacts, and dignity of being expected.
See the framework → RetentionProactive retention conversation before notice — what's working, what's at risk.
See the framework → AccommodationADA interactive process for mental-health conditions. No diagnosis, process-floor enforced.
See the framework → AccommodationTitle VII religious accommodation interactive process response.
See the framework → LeavePre-leave planning, coverage, return logistics. FMLA / PWFA aware.
See the framework → LeaveWelcome-back after FMLA / parental / medical leave. Position restoration, no retaliation.
See the framework → MobilityInternal-candidate accept/decline coordinated with current manager and HRBP.
See the framework → AlumniStandardized reference response — dates/title/comp policy. Negligent-reference managed.
See the framework → PerformanceMid-cycle coaching — not formal review, not PIP. Documented for the record.
See the framework → SeparationFixed-term contract non-renewal. Different from termination; UK/EU + US regimes.
See the framework → StructuralReporting / scope changes without headcount cuts. Explicit no-cuts statement required.
See the framework → InvestigationsInviting an employee as interview witness — confidentiality + anti-retaliation.
See the framework → Structural1:1 with an IC whose scope / manager / reporting line is changing.
See the framework →No prompts to engineer. No legal jargon to decode. Five plain-English questions that capture the situation — you get a draft built from PhD-grade research the moment you click generate.
PIP, termination, layoff, RTO, comp denial, complaint outcome — pick from the 25 most-consequential HR conversations.
Who's writing. Who's receiving. Legal posture. Severity. What's documented. Plain English; no HR-jargon required.
One recommended draft per moment, structurally complete. Plus a "before you send" checklist that catches what you would have missed.
Most managers writing a PIP at 11pm reach for ChatGPT (generic), a downloaded template (rigid), or stall on calling counsel (expensive, slow). The HR Edition is built for exactly that moment.
| ChatGPT | Free templates | Lawyer ($400/hr) | HR Edition | |
|---|---|---|---|---|
| Knows employment law | Generic | Static | Yes | 9 US-state overlays + UK / EU / CA / AU |
| Catches pretext / banned-phrase risk | No | No | Yes | 200+ banned phrases enforced |
| Routes to counsel when warranted | No | No | n/a | 16 documented counsel-only triggers |
| Adapts to your jurisdiction | No | No | Yes | US default, with EU / UK / CA / AU layers |
| Includes structural required elements | Inconsistent | If template is good | Yes | Floor enforced per moment |
| Cost for one message | ~$0 | ~$0 | $200–$1,000+ | $0.40 (lifetime average) |
| Cost for 100 messages | ~$0 | ~$0 | $20k+ | $0.40 — still |
Not a platform. Not a workflow. A writing tool calibrated to the moment you're actually in — and the file you'll defend a year from now.
You're it. Sole HRBP, no in-house counsel, sometimes a fractional advisor. You handle PIPs and complaint outcomes and the occasional RIF. The HR Edition gives you the documented research base that a 200-person HR team would have spent two years building.
"Now I have the playbook senior HRBPs at unicorns have. For $39.99."
HR signed off on the decision yesterday. The PIP needs to land tomorrow morning. You've never written one. The template HR sent you has 17 fields and zero guidance on what "specific gaps" means. The HR Edition writes the PIP in 8 minutes and tells you what's missing.
"I went from staring at a template to having a defensible draft ready for HRBP review."
25 people in scope. No comms team. No outside counsel on retainer. You read the Chesky memo and the Better.com horror story and you want to be the first, not the second. The HR Edition produces the all-company announcement + individual scripts + surviving-team comms — coordinated.
"I'd rather pay $39.99 for the playbook than $50k to figure it out in front of 25 people."
You serve 8–15 small businesses. Every week brings a different client's hard HR conversation. The HR Edition is the writing layer of your practice — consistent quality across clients, your judgment + your relationships on top.
"It's the senior associate I haven't been able to afford to hire."
Not testimonials we wrote for ourselves. Real practitioners describing what changed.
We had a fractional employment lawyer on retainer for $4k/mo just for PIP and termination drafts. HR Edition replaced him for the writing — we kept him for the cases that need a lawyer.
The pretext-check alone saved us in a separation last quarter. A manager wanted to use 'cultural fit' framing. The tool refused and explained why. That refusal is worth the $39.99 by itself.
I had to do my first layoff — 4 people. I'd read the Brian Chesky memo five times and still couldn't write the announcement. The Edition produced it in eight minutes. Cleaner than I would have written in three days.
Industry data, not our marketing. Each citation links the source.
No per-seat. No annual. No "talk to sales." You buy it once, you keep it forever, including every moment we ship after today.
7-day refund. No subscription. No upsell. No "starts at." You buy it once and use it forever.
Get HR Edition →Twenty documented anti-patterns drawn from wrongful-termination cases, NLRB rulings, EEOC consent decrees, and the viral failure cycles you've already heard of. The HR Edition is built to not be in the next one.
Every draft passes a silent 10-point check: verifiable facts, no protected-class proxies, no state-of-mind admissions, no contradiction with the file.
16 trigger scenarios — claim filed, protected-activity adjacent, accommodation-without-process, separation-agreement requests — get routed instead of drafted.
No "we're excited to share," no "cultural fit," no "blessing in disguise." Plain, dignified, structurally complete writing in the voice you'd actually want to receive.
CA same-day final pay. NY pay-transparency. MA wage-act treble damages. IL ban-the-box. WA pay-range posting. Built in, not bolted on.
UK statutory notice, EU works-council consultation, Canadian Bardal factors, Australian NES, JP / KR cultural register — surfaced when relevant.
Not a substitute for counsel review of your specific situation. A real substitute for "ChatGPT plus hope" — the actual workflow most HR comms run on today.
No. The HR Edition is a writing tool calibrated to the documented patterns of US (and select international) employment law. It does not establish an attorney-client relationship, does not substitute for counsel review, and explicitly routes 16 trigger scenarios — separation agreements, claim-filed cases, accommodation denials without process, position statements, NDAs — to counsel rather than drafting them.
Every moment includes a silent counsel-routing check. If the employee has engaged in protected activity in the prior 90 days, is currently on FMLA / ADA / PWFA / USERRA leave, or if the legal posture is anything other than routine, the HR Edition stops drafting and routes you to counsel with the specific risk named.
Yes — the layoff / RIF moment is one of the 12. It produces the all-company announcement (CEO-signed structural template based on the Airbnb / Slack model), individual notifications, team and function communications, and surviving-team 1:1 guides — all coordinated. Plus the WARN / mini-WARN compliance check and OWBPA framework surfacing.
US default with specific overlays for CA, NY, MA, IL, WA, NJ, TX, FL, CO, OR, MD, DC. Plus UK, EU (general + DE / FR / NL / ES / IT / Nordic specifics), Canada, Australia, New Zealand, Singapore as supported. For jurisdictions outside this list, the HR Edition produces a US-default draft with explicit local-counsel-adaptation flagging.
ChatGPT is a general LLM with general training. The HR Edition is a moment-specific writing tool built on 21 PhD-grade foundational research documents (plus 25 per-moment research docs) (85,000+ words) covering employment-law defensibility, power dynamics, trauma-informed layoff patterns, the empirical anti-pattern catalog, jurisdictional overlays, and generational and cultural calibration — all encoded into the per-moment system prompts. ChatGPT will draft "cultural fit"; the HR Edition refuses and explains why.
Not yet. Today the HR Edition is sold per-account at $39.99 lifetime. Team licenses ($399 / yr for 10 seats) and HRIS integrations (BambooHR, Rippling, Workday read-only) are on the v3 roadmap.
Full refund within 7 days, no questions asked. Email [email protected].
100 Ways to Say is the consumer version of this same engine — the 25 hardest personal conversations (apologies, condolences, breakups, eulogies). The HR Edition is a focused, defensibility-first vertical built on the same architecture, calibrated to the workplace context.
$39.99 one-time. No subscription. 7-day refund. Lifetime access.