Human Resources as a Service
Your HR department. On demand.
HumanX runs the people function for growing companies — recruitment, HR operations, and the systems underneath — as one managed service on one platform.
Built for companies of 20–250 people, with or without an HR team in place.
- Human expertise
- AI intelligence
- Automated execution
- 01Offer acceptedRecruiter confirms
- 02Employee record created0.4s
- 03Contract generated & sentFrom approved template
- 04Manager approvalRequired before provisioning
- 05IT provisioning openedLaptop, accounts, access
- 06Day one scheduledCalendar + buddy assigned
- 0730 / 90-day reviews queuedOwner: direct manager
Most companies don't have an HR problem. They have an HR plumbing problem.
The work is spread across tools that were never designed to talk to each other, and the person holding it together is usually the founder, the office manager, or a single overloaded HR lead.
- ATS
- Excel
- HR system
- Calendar
- Signed PDFs
- Payroll
- Time & attendance
- A few AI tools
- Someone's head
HumanX becomes the layer above all of it.
We don't ask you to rip anything out. We connect what you already run, take ownership of the work itself, and give you one place where the people function actually lives.
Four service lines. One accountable team.
Take one, take all four. Each is delivered by named people at HumanX and tracked on the same platform, so you always see what was done and what it produced.
- Hire
Recruitment
End-to-end hiring, from role definition to signed offer — including technical recruitment.
- Sourcing & screening
- Structured interviews
- Offer management
- HR Ops
HR Operations
The machinery: onboarding, documents, policies, employee requests, offboarding.
- Onboarding & offboarding
- Contracts & letters
- HR service desk
- Talent
HRBP & Talent
A senior partner for managers: structure, performance, retention, and the hard conversations.
- Manager coaching
- Performance cycles
- Employee relations
- AI
Automation & AI
The part that compounds: every repeated process becomes a workflow that runs itself.
- Workflow design
- AI agents with guardrails
- People analytics
PeopleOS — where the work is visible
Every HumanX client gets a People Command Center: what is open, what is stuck, what the automation handled, and what needs a decision from you today. No monthly PDF report. A live view.
- Open positions
- 12+3
- Active candidates
- 247+18%
- Time to hire
- 21d−12%
- HR requests
- 185 need you
- People Credits
- 438of 500
- Automation rate
- 72%+8%
Event engine
Every meaningful thing that happens — an offer accepted, a resignation, a policy change — is an event that can start a workflow.
Workflows
Onboarding, offboarding, promotions, leave, reviews — designed once with you, then executed the same way every time.
People analytics
Time to hire, turnover, cost per hire, request volume, capacity vs. plan — with the reasoning, not just the number.
Five stages, in this order
We don't automate a mess. We map what you actually do, fix the process, and only then hand parts of it to the machine.
- 01
Assess
Two weeks mapping your people processes, tools, risks and costs — and where the time actually goes.
- 02
Design
A people operating model built for your size and stage: who does what, which SLAs apply, what gets documented.
- 03
Activate
HumanX takes over delivery. Your platform goes live, and the work starts moving through it instead of through inboxes.
- 04
Automate
Each recurring process becomes a workflow with clear human approval points. Automation rate becomes a number you can watch climb.
- 05
Scale
Headcount grows without the people function growing at the same rate. That ratio is the whole point.
Agents do the repetitive work. People make the decisions.
Each agent runs in one of three modes — assist, semi-automatic, or human approval required — with rules you can see and change. None of them makes a hiring or termination decision.
- Job Agent
- Sourcing Agent
- Matching Agent
- Screening Agent
- Interview Agent
- Candidate Experience
- HR Operations Agent
- Analytics Agent
- Workforce Planning
AI supports professional judgment. Humans remain accountable.
Every agent action is logged with a timestamp, an actor and a result. Sensitive employee data is classified and access-controlled, and any step that touches a person's employment goes through a named human first.
Three ways to buy it
Most clients start with a retainer and add credits when hiring spikes. We'll tell you which model fits after the assessment — including if the answer is 'not yet'.
- 01
Retainer
Ongoing people function
Monthly, fixed scope
A defined scope of recruitment, HR operations and HRBP hours every month, with SLAs and a named team.
- 02
People Credits
Pay for what you use
Per credit, consumption-based
Every service has a credit price — a screening, an HRBP session, a policy, a workforce analysis. You see the balance and the forecast in the platform.
- 03
Outcome
Tied to the result
Per hire / project, defined deliverable
For a specific hire or a bounded project — an employee handbook, a restructure, a hiring sprint — priced against the deliverable.
Fifteen years of HR, rebuilt as a service
HumanX is led by Natalie, who has spent over fifteen years across recruitment, talent development, employee relations and HR strategy — inside companies, not as an outside observer.
The premise behind HumanX is simple: small and mid-sized companies need the same people infrastructure that large organizations have, without the headcount that usually comes with it. So the practice is built as a service — practical, tailor-made, and designed for the long term rather than for a single vacancy.
- Recruitment
- Technical recruitment
- Talent development
- Employee relations
- HR strategy
- HR automation
Start with the assessment
A short call first, then a two-week look at how your people function actually runs today. You get the findings either way — whether you continue with us or not.