Our Services
Three services, designed to be used in sequence or on their own
Some organisations come to us knowing exactly what they need. Others want to start with a review before committing to anything further. Either approach is fine — each service is designed to stand alone, and the outputs from one can inform the next.
Back to HomeOur Methodology
How we approach every engagement
We do not begin by recommending tools. We begin by reading — your policies, your process maps, your existing documentation. Before any technology is involved, we want to understand where your HR team's time actually goes, which tasks are genuinely repetitive, and where human judgement is irreplaceable.
This reading phase is not billable time. It is preparation. What you pay for is the working session with your HR director and the written output that follows. If the working session surfaces nothing worth acting on, you receive a written brief that says so — and that is also a valuable outcome.
When tools are configured, they are tuned to your context: your tone of voice, your terminology, your sensitivity requirements. The supervised rollout period is designed so that any output the tool produces is reviewed by a human editor before it reaches anyone outside HR. Only after that period do we hold the closing reflection session to decide whether the arrangement should continue.
Ongoing stewardship operates on a quarterly rhythm because HR patterns shift with hiring seasons, legislative changes, and organisational restructures. A once-a-year review would miss too much. Quarterly is sufficient without becoming intrusive.
Policy & Process Review
A focused four-week engagement in which we read your existing HR policies, payroll handoffs, and recruitment workflows, then sit with your HR director to map where careful AI support might reduce paperwork without altering judgement calls. The output is a written brief naming candidate areas — job description drafting support, leave summarisation, exit interview note clustering — each with a note on PDPA implications and union-friendly framing. No tools are deployed in this stage.
- Document reading and process mapping
- Two to three working sessions with HR director
- Written brief with candidate areas and PDPA notes
- Union-friendly framing for each recommendation
- No tools deployed — purely advisory
Process
We receive your policy documents and workflow maps. (Week 1)
We hold working sessions with your HR director to walk through each process. (Weeks 2–3)
We deliver the written brief with candidate areas, PDPA implications, and framing guidance. (Week 4)
Drafting Assistant Setup
A measured deployment of a writing-support assistant for your HR team — used for first drafts of job descriptions, internal memos, and leave-policy summaries in English and Bahasa Melayu. We tune it on your tone-of-voice samples, set guardrails for sensitive topics, and run a four-week supervised period in which every output is reviewed by a human editor before sending. Includes training, a written usage policy template, and a closing reflection session.
- Assistant tuned on your own tone-of-voice samples
- Guardrails configured for HR-sensitive topics
- Four-week supervised period with human review
- English and Bahasa Melayu outputs
- Written usage policy template provided
- Closing reflection session at week eight
Process
Configuration and tuning using your documents and tone samples. (Weeks 1–2)
Supervised rollout: every output reviewed by a human editor. (Weeks 3–6)
Team training session and written usage policy handover. (Week 7)
Closing reflection session to assess outcomes and document decisions. (Week 8)
Quarterly HR Stewardship
An ongoing relationship with your HR leadership for organisations already using AI in their processes. Each quarter we audit model behaviour against your written principles, review fairness signals across hiring and promotion data with consent, and provide a measured written report to your people committee. Includes private review sessions, a confidential question line, and an annual board-ready summary suitable for ESG disclosures.
- Quarterly audit of AI tool against written policy
- Fairness signal review with consent
- Written report to people committee each quarter
- Private review sessions with HR leadership
- Confidential question line between sessions
- Annual board-ready ESG summary
Quarterly rhythm
Audit of AI tool behaviour against your documented usage policy.
Review of fairness signals in HR data — with consent, in writing.
Written report delivered to people committee. Private review session held.
Annual board-ready summary compiled for ESG disclosure use.
Which Service is Right for You?
Choosing the right starting point
| What you need | Policy Review | Drafting Setup | Stewardship |
|---|---|---|---|
| Understand where AI could help without commitment | |||
| PDPA-noted data flow documentation | |||
| AI tool configured and ready for your HR team | |||
| Bilingual drafting (English + Bahasa Melayu) | |||
| Quarterly fairness signal review | |||
| Annual ESG-ready board summary |
Best for:
Organisations curious about AI in HR but not yet ready to deploy anything.
→ Policy Review
Best for:
Teams that want to reduce drafting time and have a clear use case in mind.
→ Drafting Setup
Best for:
Organisations already using AI and wanting ongoing governance and oversight.
→ Stewardship
Shared Standards
Protocols that apply across all services
No employee data without a signed agreement
A written data flow agreement is signed before any personal data is processed in any engagement.
Every output documented and dated
Written deliverables include date, scope, and author. You have a clear record of every recommendation made.
Human review before external use
During supervised periods, no AI-generated output reaches anyone outside HR without a human review step.
Malaysian employment law context
Our employment law advisor reviews every engagement against the Employment Act 1955, IRA 1967, and PDPA 2010.
Pricing
Fixed rates, stated upfront
Policy & Process Review
RM 1,240
One-time, four-week engagement
- Document reading & mapping
- Working sessions with HR director
- Written brief with PDPA notes
- No tools deployed
Drafting Assistant Setup
Most requested
RM 990
One-time, eight-week engagement
- Tool configured & tuned
- 4-week supervised period
- Usage policy template
- EN + BM outputs
- Closing reflection session
Quarterly Stewardship
RM 4,720
Per year, billed annually
- 4 × quarterly audits
- Fairness signal reviews
- People committee reports
- Confidential question line
- Annual ESG board summary
Not sure which service fits your situation?
We are happy to have a short, informal conversation to help you think it through. No sales process, no obligation — just a direct discussion about where you are and what might be useful.
Book a Conversation