This course contains the use of artificial intelligence.

In a company of thirty people there is no HR department, so all three of its jobs land on you. You do them badly, and you know it.

Three gaps, and no budget to fill them

You hire four times a year, which is exactly the frequency at which nobody gets good at it. The advert is a list of duties, the CVs blur together, and the interview is a conversation you improvise. You have never run a performance review, because nobody ever showed you what one contains and the templates online assume a department that does not exist. And pay is set by feel: the last three salaries were decided by who negotiated hardest and how nervous you were about losing them, which means two people doing the same work are almost certainly on different money and one of them will find out.

What this course covers

Forty-four lessons across the three jobs. The foundation first: what these models can and cannot do, how to write a prompt that returns something usable, working with documents and files, and building an assistant on top of your own material. Then hiring, in full: defining the role, writing an advert that attracts rather than lists, comparing it to competitors, reading CVs against requirements and generating interview questions from them, sourcing and outreach that gets replies, communication scripts and objection handling, preparing the interview and assessing the answers, attracting people before they apply, and the hiring metrics worth tracking. Then the same work in a second tool, because they are not interchangeable: where each model wins, what candidate data you must never upload, projects set up per vacancy, screening at volume, outreach and offers, connectors and browser working, and instructions and skills assembled into a system. Then reviews: goals and objectives written with AI, monitoring performance and spotting a trend early, building the review form and preparing objective data, running the meeting, and development plans generated from real performance. Then pay: job architecture and grading in hours rather than months, market benchmarking across several sources, geographic differentials, the merit matrix from performance against position in range, finding who is underpaid in minutes, a payroll budget in three scenarios, personalising benefits and finding the ones nobody uses, and personal statements of total reward. Finally the rest of it: automating routine questions, analytics and forecasting, learning, implementation, data security, and a readiness checklist.

Written for a company with no HR department

There are a great many AI courses for people who work in HR. This one is for the person who does not, and never intended to — the owner or manager who ended up holding the hiring, the reviews and the pay decisions because there was nobody else. Everything here is chosen because it works without a team, without a budget and without an HR system: a chat window, a spreadsheet and about an hour. The material comes with working templates, prompt libraries and ready projects rather than theory.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 44 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working material: prompt frameworks by hiring stage, the job advert checklist, CV screening criteria, the model comparison matrix, job architecture and grading scorecards, market pricing and salary structure builders, the pay equity analyser, the budget modeller, benefits segmentation and the total reward statement builder

• Two different AI tools taught on the same tasks, so you can tell which one to reach for

Where to start

Write down what you pay your last three hires and why. If any of those "why" answers is "because they asked", that is the specific problem this course solves. Enrol now and start today.