This isn't about "saving 15 minutes on a single task." It's about the AI operations layer for HR already existing — you just need to assemble it from Claude Projects and Skills. While some keep drafting offers by hand, others run a single command and get the result.
Claude Projects are workplaces for each HR process with their own knowledge base and rules. Skills are the tools inside, which you assemble for your company. A Plugin packs everything into a single bundle you can hand to your team.
On this course you don't memorize prompts. You build a system that works for you and walk away with a ready-made HR Plugin.
SKILL.md files. Claude loads them
automatically when the task matches. Works in Claude.ai, Cowork, and Claude Code.
One Project per session — each builds a specific part of your HR ops layer. By session 8 you have a working stack of 8 Projects, 6+ Skills, and one master plugin that ties it all together.
Foundational Project in Claude + a set of Skills for platform-level HR tasks: team, organizational structure, baseline policies. The HR ops foundation — what the other 7 layers stand on.
Full recruiter pipeline in one Project: auto-generated JDs, resume screening, scorecards, follow-up emails. One Project = the entire recruiting flow.
Onboarding plugin: personalized welcome letters, day-by-day checklists, 30/60/90 plans. Scripted once — runs for every new hire.
Performance reviews and evaluation cycles as a Project: question prep, feedback templates, 1:1 meeting summaries. AI keeps context on every employee.
L&D Project: individual development paths, skills matrix, course and resource recommendations matched to employee goals.
Comp & Benefits operations: salary bands, letter generation, ad-hoc queries "how much do we pay people with these skills in this country." Comp answers in minutes, not hours.
Internal communications: announcements, culture content, Slack messages, follow-up. One Project owns the HR voice — consistent tone across every channel.
The final layer. 6+ custom Skills packed into your personal HR Plugin — a single interface to the entire HR ops layer that you walk away with. Not a "helper" — an autonomous executor.
Each session — one letter of the framework, one Claude Project, one set of Skills for a specific HR process. Click a session to expand the content, outcome, and deliverable.
The lay of the land: Claude.ai vs Cowork vs Claude Code, Pro/Team/Enterprise plans,
where Projects, Skills, Plugins, and MCP connectors live. Install Claude Desktop + Cowork,
activate the official Human Resources Plugin from Anthropic, connect
Google Drive/Gmail/Slack. Case study TechCore — meet the company.
A workplace in Cowork with connectors and the official HR Plugin enabled. Project "TechCore HR OS" with a company-wide knowledge base (org chart, employee handbook, brand voice) and shared instructions for every other Project in the course.
TechCore is hiring a Senior Backend Engineer. Build the Recruiting Project:
recruiter custom instructions, knowledge base with the leveling framework and comp bands.
Write SKILL.md for 4 custom Skills: auto-JD generator, resume screener,
boolean search builder, personalized outreach. Break down the architecture of the official
/draft-offer command and adapt it for TechCore.
A complete recruiting Project, ready to work. The student drops a Senior Backend role into it and gets back: a JD, 10 boolean strings, a screening rubric, outreach templates, and a draft offer aligned with TechCore's salary band.
The Senior Backend hired in the previous session starts at TechCore. Build the
Onboarding Project: customize the official
/onboarding command for the company's process, write Skills: welcome-pack generator,
30-60-90 plan, Day-1 checklist, employee-FAQ knowledge base for self-service.
An Onboarding Project that, in a single command, returns: a role-specific welcome pack, a 30-60-90 plan with concrete KPIs, a Day-1 checklist, an access list for IT, and agendas for first 1:1s with the manager. Access provisioning runs through MCP connectors.
Six months in — TechCore's first performance review. Build the Performance Project: self-assessment Skill, manager-notes-translator (turns "she's great" into behavioral feedback), calibration prep Skill, 1:1 agenda generator. Knowledge base of feedback frameworks (SBI, STAR).
A Performance Project for the entire review cycle. The manager brings 5 lines of free notes — they get a structured review with concrete examples, ratings against competencies, and a draft of growth goals. Calibration prep takes an hour instead of a day.
The performance review surfaced competency gaps. Build the L&D Project: skill-gap-analyzer (review → concrete competencies), learning-path-generator (a learning journey per role), micro-course builder (brief → ready module with quiz), quiz-generator.
An L&D Project that delivers in an hour what used to take a week: team gap analysis, a personal quarterly learning path, a ready-made micro-course with text, examples, and a test. Content stays consistent with TechCore's brand voice.
TechCore's annual comp review. Build the Compensation Project:
adapt the official /comp-analysis command to the company's leveling framework,
Skills: pay-equity-checker (flags outliers and gender gaps),
offer-letter generator with a DocuSign route via MCP, bonus-calculator using the company formulas.
A Compensation Project that ingests an HRIS export and returns: a pay equity report with outliers, review recommendations, and ready offers with variable comp and equity for promotion cases. All in one click instead of two days of work.
TechCore employees are flooding HR with PTO, relocation, and policy questions.
Build the PeopleOps Project: customize /policy-lookup
with the full company knowledge base, an employee-relations triage Skill (case classification
and routing), policy-drafter (new policies tailored to the company), HR-helpdesk Skill.
A PeopleOps Project that employees query directly in Slack via the connector. HR only handles complex cases — 70% of questions are closed by the assistant with an exact link to the internal policy. A new policy gets drafted in 30 minutes instead of a week.
TechCore's CEO asks for a quarterly people report. Build the
People Analytics Project with a customized /people-report.
The final architecture session: pack all 20+ Skills from the previous 7 sessions
into a single HR Plugin. Publish via private marketplace or GitHub —
hand it out to TechCore's team.
Your own HR Plugin as a folder with 20+ Skills,
a plugin.json manifest, and MCP connectors. Installs in Cowork
with a single command, works equally well for every HR on the team.
That's the AI HR Operations Layer in your hands.
Self-paced. Watch on your schedule. 1-year access included.
Four reasons this course delivers a result, not another set of instructions on "how to write prompts for HR." The output: not notes — a working AI ops layer in your company.
By session 8 you have 6+ custom Skills in SKILL.md format,
packed into a single Plugin bundle. It installs in Claude Cowork with a single command
and gets handed to your team: every HR works equally well. That's the
AI HR Operations Layer — the thing no SaaS provides.
Recorded with full 1-year access — watch on your schedule. Submit homework in the LMS — Mike personally reviews each submission and provides feedback. Get questions answered in the Telegram community. Earn an Accredible diploma at the end.
HRBP, Senior Recruiters, L&D Leads, People Ops Managers. For people working in 2–5-person teams, where the business is growing and pressing for output, but expanding HR headcount is off the table. If you already know how to prompt and want architecture, not another checklist — this is your course.
IT company of 200 people, growing, the CEO wants an HR ops layer without expanding the team. Session 2 — we hire a Senior Backend; session 3 — onboard them; session 4 — first performance review; session 8 — pull together a people report and pack everything into the plugin. By session 8 you see how 8 Projects work as a single system, not a stack of isolated instructions.
Three packs. One obvious choice. For exactly the price of this course — you unlock 160+ courses in the academy. That's not a discount, it's a different category of product.
Nothing exotic: recorded sessions, practice, feedback from the author. The whole academy has run this way for 14 years — 150,000 students have gone through this model.
Watch on your schedule, at your own pace. Every session stays in your personal LMS for the full year.
Every session has a hands-on assignment. The course author personally reviews your homework and gives feedback. No homework — no diploma.
Join the academy's Telegram community: discuss cases, share prompts, find like-minded HRs. It's an important part of learning.
Session recordings, slides, 8 ready-made Projects, 6+ custom Skills, the final HR Plugin, tests, homework. All in one place, available 24/7 for the whole year.
After completing your assignments — a personal diploma with a unique code on Accredible (same platform as Google, Udacity, Rosetta Stone). Adds to LinkedIn in one click.
The Telegram bot sends you Zoom links to first lessons of every academy course — live, on the launch schedule. No spam. No subscription. Just hit "Start."
1 click · bot opens in Telegram · no signups, no spam
After completing the course you receive a personal diploma on the Accredible platform — the same one used by Google, Kaplan, Udacity, Rosetta Stone. Unique code, QR verification, one-click LinkedIn integration.
Built the HR system at Preply 🦄 on its path to a $1.2B valuation. Author of the HR competency model. 20 years in the industry.
I work with Claude every day — it's my HR ops layer. This course is the live Plugin I use myself, built together with you across 8 sessions.
Recorded · self-paced · 8 sessions · 45 min each · 1-year access
Questions about the course, subscription, or team pack — message us in any messenger or by email. We respond fast.