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 never leaves your browser, 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 | Stays in your browser — nothing stored |
Drop in your own Anthropic API key and your license. Your key stays in your browser and pays only for your 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 →