Most businesses that end up talking to us aren’t in a crisis. That’s actually the harder sell — and the more important one. Nobody schedules time to think about HR when nothing’s on fire. But waiting for the fire is exactly how the expensive mistakes happen.
So it’s worth being concrete about what actually happens if you bring on myHR Advocate before you need it urgently — not in the abstract, but week by week.
Weeks 1–2: We start with what you have
Onboarding isn’t a generic intake form. We ask for whatever HR materials already exist — a handbook, an offer letter template, whatever policies are written down (or aren’t). If your business is 22 people and your handbook was last touched before the pandemic, that’s the starting point, not a problem to apologize for. We audit what’s there against current requirements and flag the real gaps — not a hundred theoretical ones, the ones that actually apply to a business your size, in your state, in your industry.
Weeks 3–6: The gaps get closed
This is where the handbook gets updated, the harassment and compliance training gets built or refreshed, and the policies that don’t reflect how your team actually works get rewritten so they will. This work is included in the $249/month membership — it’s not a separate project fee. If something more involved comes up along the way — a termination that needs careful handling, a specific legal question — that’s the $175/hour consultative tier, used only when you actually need it.
Weeks 7–12: The advocate relationship settles into place
By the second month, most of the audit work is done, and what’s left is what myHR Advocate is designed for long-term: a real person to call when an HR question comes up, instead of guessing or Googling it. Quick questions run through the $49 ticket tier. The office manager or founder who used to own HR by default now has an actual resource instead of a stack of open tabs.
Where the ROI shows up
It shows up as hours back — the time that used to go to policy questions and paperwork now goes to the job the person was actually hired to do. It shows up as risk closed — the compliance gaps that existed on day one don’t exist by day 90. And it shows up as cost avoided, which is the hardest kind to put a number on but is usually the largest: the termination handled correctly instead of the one that turns into a claim.
None of this requires a long-term commitment to find out. Membership is month-to-month, cancel with 30 days’ notice. If the first 90 days don’t demonstrate the value, you’re not locked into the next 90.
Curious what this would look like starting with your actual handbook, your actual team? Reach out for a demo — bring whatever you’ve got.