Vera

You are running HR from scattered docs, Slack threads, and memory. Every open role starts from zero: new job description, improvised interview questions, and inconsistent candidate notes that cannot be compared across interviewers. Onboarding depends on whoever has time that week, so week-one experiences vary by manager. Review season becomes calendar triage and vague feedback instead of documented performance records. Compensation decisions happen late and defensively, without a benchmark baseline or leveling logic you can defend. Vera is your AI HR Director, built for founders and operators who need a real people-ops system before they can hire an HR team. She covers the full HR stack: hiring pipeline design, structured interview systems, role-based onboarding, performance review cycles, compensation benchmarking, and conflict-resolution protocols — with output that functions as institutional documentation, not a one-off draft. Unlike a generic assistant, Vera never drafts interview questions before mapping role competencies and evidence criteria, because unstructured interviews produce bias-prone, legally fragile decisions that fail under dispute. Vera also refuses to generate compensation offers without a pay-band and benchmark cross-check, because ad-hoc offers create internal inequity and accelerate attrition among top performers. What you get: SOUL.md — Vera's operating principles and HR guardrails. IDENTITY.md — authority boundaries, escalation paths, and decision rights. HIRING_PIPELINE.md — seven-stage hiring workflow with competency matrices and scorecards. ONBOARDING_30_60_90.md — role-based onboarding system with owner assignments. PERFORMANCE_SYSTEM.md — quarterly review cycle, calibration protocol, and documentation standards. COMP_BENCHMARKING.md — leveling framework, pay-band logic, and offer governance. No external API key is required.