AI-Powered HR & Talent Mastery
The People Operations Accelerator
Transform HR with AI, job descriptions, CV screening, interview kits, onboarding journeys, policies, and people analytics, while keeping fairness and privacy intact.
Who it is for: HR professionals, recruiters, people managers, and founders building teams without a big HR department.
Created by
ZLearning Faculty
Instructor
ZLearning Faculty
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one-time · ≈ $3.13 per course day
- All 15 days, fully interactive
- Copy-paste prompt vaults in every day
- Auto-saved workbooks + download kits (PDF, Word)
- Knowledge quests with instant feedback
- Official certificate of completion
Secure checkout via Stripe · instant access · no subscription
Digital product, non-refundable once delivered, unless the course differs from this page. Refund policy
- Duration
- 15 days
- Learn
- 120 min/day
- Total time
- 30 hours
- Price
- $47 one-time
- Level
- All levels · No coding required
- Access
- Lifetime + certificate
Start free. Upgrade when you are convinced.
Try the complete first day with any account, then decide. No card, no trial timer, no pressure.
Free Introduction
The complete Day 1 experience, the same lesson paying students get, in your portal.
- Full Day 1, every section, interactive
- Real prompt vault + hands-on mission
- Workbook + knowledge quest with instant feedback
- Progress saved in your own portal
- Signup only, no payment details
Instant portal access after signup
Full Course
Every day of the 15-day journey, plus your official certificate.
- All 15 days, fully interactive
- Copy-paste prompt vaults in every day
- Auto-saved workbooks + download kits (PDF, Word)
- Official certificate of completion
- Lifetime access, one-time payment
Secure Stripe checkout · one-time · lifetime access
What You Will Learn
Concrete, job-ready outcomes, hover (or tap) any point to see exactly where and how it is practiced inside the course.
- Write job descriptions and ads that attract the right candidates, not spam
Days 2-3, R.E.A.D. Postings & the Sourcing Playlist
Rebuild any job description around Results, Environment, Advancement, and Deal, de-biased and requirement-capped at five, then pair it with a sourcing playlist, AI-built boolean strings, and 3-Line outreach with verified hooks that earn replies instead of blocks.
ChatGPTLinkedIn - Triage 200 CVs in an hour with the S.C.R.E.E.N. model, fairly and defensibly
Day 4, The S.C.R.E.E.N. Triage Model
Six fixed passes, Skills, Context, Requirements, Evidence, Experience, Notes, turn a 200-CV weekend into one defensible hour: AI summarizes into a fixed format, you score the five must-haves with cited evidence, and every yes, no, and maybe carries a one-line note.
ChatGPTClaude - Generate structured interview kits, scorecards and role-play scenarios
Day 5, Interview Kits & Anchored Scorecards
Build the complete role kit, behavioral questions with probes, 1-4 anchors per competency, a fixed sequence, and a logistics split, then rehearse against an AI mock candidate that grades your questioning and exposes your three worst habits before any real candidate meets them.
ChatGPTClaude - Draft offer letters, contracts and policy documents in minutes
Days 6-7, The Comms Spine & the 72-Hour Offer Machine
Every candidate state gets a message, owner, and deadline, zero unanswered applicants, then close with pre-templated offer letters, AI consistency checks across documents, a rehearsed counteroffer playbook, and a dated close plan that beats the market’s two slow weeks.
ChatGPTGoogle Workspace AI - Design a 30-60-90 onboarding journey that retains new hires
Day 8, The 30-60-90 Onboarding Blueprint
Three gates, Navigate, Contribute, Own, with AI-personalized milestones, five scripted check-ins from day 1 to the 90-day review, a pre-boarding checklist counted backward from the start date, and a buddy contract that surfaces what managers never hear.
ChatGPTNotion AI - Run engagement surveys and turn verbatims into action plans
Day 9, Surveys That Earn Honesty
The 10-minute instrument, anonymity at n≥5, and two verbatim questions, then AI clusters hundreds of comments into themes with representative quotes, and you ship the three-action plan with owners, dates, and the not-yet list where credibility actually gets earned.
SurveyMonkeyClaude - Build learning paths and appraisal templates with AI
Days 10-11, Evidence-Backed Reviews & the Grow Loop
The monthly artifact habit feeds AI-assembled review files, timeline, themes, goal status with evidence lines, while the skill map, role ladders, and 70/20/10 development plans turn training spend into dated, measurable mobility moves.
ClaudeChatGPT - Apply responsible-AI guardrails: bias checks, privacy and transparency
Days 13-14, People Analytics & the Fairness Firewall
Five decision-grade metrics with written definitions and a one-page dashboard leadership reads in ninety seconds, plus the rigorous four-pass bias audit (inputs, outputs, rates, language), privacy tiers per tool, and a candidate disclosure statement that turns compliance into a recruiting pitch.
ChatGPTClaude
Inside the Course
The engine behind every single day, hover (or tap) any card to see exactly what is included.
15 Days × 120 Min
A complete guided journey, one focused session a day, fully interactive, zero fluff.
Copy-Paste Prompt Vault
A professional prompt vault in every day, copy, paste, get results. Prompts become your assets.
Fully Engaging Workbooks
Interactive in-app workbooks with auto-save, plus fillable PDF, Word and printable versions.
Real-World Missions
Every exercise uses your actual job context, not toy examples. Practice while you learn.
Progress That Shows Everything
A living dashboard tracks every section, quiz and workbook field, and flags what is missing.
Certificate of Completion
Finish the journey and graduate with an official ZLearning certificate for your resume and LinkedIn.
Day-by-Day: Key Highlights
Exactly what happens on each day of your 15-day journey, hover (or tap) any day to see the full detail. Each day blends interactive lessons, a prompt vault, hands-on missions on your real work, a workbook and a knowledge quest, days unlock in sequence.
The AI-Era People Operations Map
Day 1 · 120 min · 8 sections
- Draw your Talent Funnel
- Baseline your funnel numbers
Hover or tap for details
The AI-Era People Operations Map
- Draw your Talent Funnel, Map all five stages of the Talent Funnel Flywheel, Attract, Screen, Interview, Offer, Onboard, plus the two always-on loops of Engage and Grow, and mark where each stage breaks today.
- Baseline your funnel numbers, Capture time-to-fill, cost-per-hire, offer-accept rate, and 90-day retention so every improvement this month has a before number to beat.
- Meet your AI HR stack, Tour the eight tools this program trains on, ChatGPT, Claude, Notion AI, LinkedIn, Google Workspace AI, Typeform, Otter.ai, and SurveyMonkey, and what each does best for people work.
- Install the Fairness Firewall, Adopt the non-negotiable rule of this course: AI drafts, a human decides, and every screening output gets a bias check before it touches a candidate.
Job Descriptions That Attract
Day 2 · 120 min · 8 sections
- Apply the R.E.A.D. standard
- De-bias the language
Hover or tap for details
Job Descriptions That Attract
- Apply the R.E.A.D. standard, Rebuild any job description around Results, Environment, Advancement, and Deal terms, the four things strong candidates scan for first.
- De-bias the language, Spot and replace the gendered, jargon-heavy, and requirements-inflation phrasing that quietly shrinks your applicant pool.
- Co-write with AI in drafts, Use a two-pass workflow, AI drafts, you sharpen, that produces a finished, on-brand posting in under 30 minutes.
- Qualify on purpose, Separate must-haves from nice-to-haves so the posting itself screens out bad fits and invites great ones.
Sourcing & Outreach at Scale
Day 3 · 120 min · 8 sections
- Build a sourcing playlist
- Write reusable boolean strings
Hover or tap for details
Sourcing & Outreach at Scale
- Build a sourcing playlist, Assemble the channels where your target talent actually gathers, and stop relying on whatever board happens to be cheapest.
- Write reusable boolean strings, Construct LinkedIn boolean searches with AI assistance that surface qualified people in minutes, not evenings.
- Send outreach that lands, Use the 3-Line Outreach pattern, hook, specific evidence, easy ask, to earn replies without sounding like a template.
- Run a talent pool, not a scramble, Turn every response, even a no, into a tagged pool entry so your next search starts warm.
S.C.R.E.E.N.: Fair, Fast CV Triage
Day 4 · 120 min · 8 sections
- Run the six passes
- Triage 200 CVs in an hour
Hover or tap for details
S.C.R.E.E.N.: Fair, Fast CV Triage
- Run the six passes, Master S.C.R.E.E.N., Skills, Context, Requirements, Evidence, Experience, Notes, one focused pass per layer, same order every time.
- Triage 200 CVs in an hour, Use AI-assisted summarization plus your own eyeballs so throughput rises without the judgment leaving your hands.
- Decide with evidence, not vibes, Write a one-line evidence note per decision so every yes, no, and maybe can be defended six months later.
- Keep the Firewall on, Screen against job-related signals only, no names, photos, dates of birth, or protected characteristics in your decision path.
Interview Kits & Scorecards
Day 5 · 120 min · 8 sections
- Build the role kit
- Write anchored scorecards
Hover or tap for details
Interview Kits & Scorecards
- Build the role kit, Assemble questions, probes, anchors, and logistics into one document every interviewer uses, per role, every time.
- Write anchored scorecards, Define what a 1, a 2, a 3, and a 4 actually look like per competency, so scores mean the same thing across interviewers.
- Rehearse with AI, Run a mock interview where AI plays the candidate, including the hard, evasive, and over-rehearsed versions.
- Train hiring managers in 30 minutes, Use the kit as the manager's training document, no more 'just have a chat with them'.
Candidate Experience & Comms
Day 6 · 120 min · 8 sections
- Build the comms spine
- Personalize at the edges
Hover or tap for details
Candidate Experience & Comms
- Build the comms spine, Map every candidate state, applied, screening, interviewing, offered, rejected, ghosted-by-us, to a message with an owner and a deadline.
- Personalize at the edges, Use AI to tailor the first line of every human-facing message while keeping the body consistent and compliant.
- Kill the silent week, Set status-update cadences that keep warm candidates warm, because silence is how you lose the person you want most.
- Reject like a professional, Write rejection messages that preserve dignity, give real signal where possible, and leave the door open for silver medalists.
Offers, Contracts & Paperwork
Day 7 · 120 min · 8 sections
- Build the offer machine
- Plan the negotiation
Hover or tap for details
Offers, Contracts & Paperwork
- Build the offer machine, Template every recurring document, offer letter, contract summary, benefits sheet, first-day logistics, so drafting takes minutes, not days.
- Plan the negotiation, Enter every offer call with your band, your trade-offs, and your walk-away, so counteroffers are a conversation, not a panic.
- Draft contracts with AI, review with judgment, Use Claude for first drafts of employment documents and a named human (you or counsel) for every clause that carries risk.
- Close in 72 hours, Run the same-week close: call, letter within 24h, documents inside 72, start-date logistics booked the same week.
The 30-60-90 Onboarding Blueprint
Day 8 · 120 min · 8 sections
- Build the blueprint skeleton
- Personalize per hire
Hover or tap for details
The 30-60-90 Onboarding Blueprint
- Build the blueprint skeleton, Create the 30-60-90 structure: what is learned, what is delivered, and what 'on track' means at each gate.
- Personalize per hire, Use AI to adapt the skeleton to each person's background, role, and manager, in minutes, not planning sessions.
- Design the check-ins, Script the day-1, week-1, day-30, day-60, and day-90 conversations so problems surface while they are still small.
- Wire the buddy system, Give every new hire a named buddy with a real job description, because questions people will not ask a boss keep them stuck.
Engagement Surveys & Action Plans
Day 9 · 120 min · 8 sections
- Design a survey people trust
- Analyze verbatims with AI
Hover or tap for details
Engagement Surveys & Action Plans
- Design a survey people trust, Keep it short, anonymous-by-design, and honest about what leadership can and cannot change.
- Analyze verbatims with AI, Cluster hundreds of free-text comments into themes with representative quotes, in an afternoon, not a consultancy quarter.
- Convert themes into actions, Pick few actions with named owners and dates over many intentions; publish what you chose NOT to do and why.
- Close the loop publicly, Run the you-said-we-did rhythm so the next survey earns higher honesty instead of lower participation.
Performance Reviews Without Dread
Day 10 · 120 min · 8 sections
- Build the artifact habit
- Assemble with AI
Hover or tap for details
Performance Reviews Without Dread
- Build the artifact habit, Capture wins, misses, and feedback moments monthly so review season reads a file instead of guessing.
- Assemble with AI, Turn scattered notes, goals, and feedback into a structured review file with timeline and themes, in one prompt.
- Script the hard sentences, Draft review language that is direct on performance and humane in delivery, no surprise audits, no fluff sandwiches.
- Make the review forward-moving, End every review with next cycle's goals drafted by the employee first, reviews that only grade the past are half a review.
Learning Paths & Upskilling Plans
Day 11 · 120 min · 8 sections
- Map future skills
- Build role ladders
Hover or tap for details
Learning Paths & Upskilling Plans
- Map future skills, Identify the skills your company will need in 18 months that your current roster thin or missing, before the gaps cost you hiring premiums.
- Build role ladders, Create the from-role to-role progression paths with the skills, evidence, and experiences each rung requires.
- Draft IDPs with AI, Generate individual development plans blending on-the-job work, mentoring, and formal learning, 70/20/10, personalized.
- Prove the ROI, Attach a measure to every plan, mobility, retention, or capability, so training spend survives budget season.
HR Policies & Employee Handbooks
Day 12 · 120 min · 8 sections
- Audit the current stack
- Rewrite for the reader
Hover or tap for details
HR Policies & Employee Handbooks
- Audit the current stack, Inventory every policy you have, when it was last touched, and whether anyone can actually find it on the day they need it.
- Rewrite for the reader, Convert policy prose into plain language organized by employee moment, 'my first week', 'I need time off', 'something went wrong'.
- Draft with AI inside walls, Use AI to produce complete first drafts and consistency checks, with a named human review on anything touching money, rights, or discipline.
- Keep it alive, Set the annual review cycle and the change-trigger list so policies update when the world changes, not when a crisis finds them stale.
People Analytics Basics
Day 13 · 120 min · 8 sections
- Pick your five metrics
- Baseline honestly
Hover or tap for details
People Analytics Basics
- Pick your five metrics, Choose the small set of people numbers that drive real decisions in your company, and kill the vanity metrics.
- Baseline honestly, Compute each metric the same way every time, document the definition, and say what the data cannot tell you.
- Build the one-page dashboard, Use AI to assemble trend, comparison, and context into a page leadership reads in ninety seconds.
- Narrate for decisions, Pair every chart with the decision it informs, data without an ask is decoration.
Responsible AI in HR: Bias & Privacy
Day 14 · 120 min · 8 sections
- Audit your AI usage
- Run the bias protocol
Hover or tap for details
Responsible AI in HR: Bias & Privacy
- Audit your AI usage, Inventory every place AI touches your people decisions and grade each on the four firewall tests.
- Run the bias protocol, Apply the four-pass audit, inputs, outputs, rates, and language, to your screening and outreach workflows.
- Draw the privacy lines, Know what candidate and employee data AI tools may see, what they may never see, and how to enforce it in practice.
- Disclose with confidence, Write the plain statement telling candidates how AI assists your process, the trust-building version, not the legal-minimum version.
Capstone: Your People Ops Playbook
Day 15 · 120 min · 8 sections
- Assemble the Playbook
- Audit the flywheel end-to-end
Hover or tap for details
Capstone: Your People Ops Playbook
- Assemble the Playbook, Merge your fifteen days of workbook outputs into one organized operating manual with a table of contents and owners.
- Audit the flywheel end-to-end, Run your funnel once against every system you built and find the two stages still lagging.
- Plan the next 90 days, Convert lagging stages into dated commitments: what ships in month one, two, and three, and who owns each.
- Set your operating rhythm, Install the weekly and monthly rituals that keep the playbook alive, the calendar is the strategy.
Frequently Asked Questions
Tools you will master
ZLearning Faculty
ZLearning faculty, every journey is built on real corporate workflows: reports, pipelines, decks and decisions, not theory.
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Secure checkout via Stripe · lifetime access · Digital product, non-refundable once delivered unless the course differs from this page · Refund policy