What You Could Sell to HR and People Teams
This is the first of the deeper posts that go with the 50 corporate niches list. It covers the first five on that list, which are all HR and people teams.
If you spent time in HR, recruiting or managing people, you already know where the hours go. Employees ask the same handbook questions every day, every open role needs a new job post and interview questions, and review season takes managers away from everything else for weeks.
Those are all things you could build a tool for and sell back to the teams you used to work with.
Two things to know about HR teams
HR teams work with private information like employee records, pay and candidate details. Keep your tools away from that information unless the company has said it’s okay, and build with the AI tools the company already allows its people to use.
Anything that touches company policy, like a handbook or a policy update, should still be checked by the company’s HR lead or employment lawyer before it goes out. Your tool helps them write and organize it, and they make the final call.
How to read this post
Every team below gets the same four things: the problem they deal with, a few products you could sell them, a starting price to test and where to find them. Each product also has a note on how hard it is to build:
- Easy means you could set it up in Claude in an afternoon or two, with no coding.
- Medium means Claude plus another tool you connect, like an email platform or a spreadsheet, and about a week or two of work.
- Bigger build means an app builder like Lovable or a developer, and a few weeks or more.
The prices are starting points to test with your first few buyers. You’ll learn quickly whether to go up or down. If you’re not sure whether to teach it, build it for them or sell it as a monthly tool, this post walks through all three.
5 HR and people teams and what to sell them
1. Small business HR teams
The problem: Employees ask the same handbook questions every day, like how much PTO they have left or how to submit an expense, and a small HR team ends up answering all of them.
What you could sell:
- A handbook assistant (Easy to start in a Claude project, Medium to roll out to a whole company). Load the company handbook and policies so employees can ask questions and get answers based on the company’s own rules.
- Policy update summaries (Easy). Turns a new or changed policy into a short plain-English note for employees.
- A benefits enrollment FAQ (Easy to Medium). Answers the questions that come up every year during open enrollment.
A price to test: $997 to $2,500 to set up the handbook assistant for a company, plus $199 to $499 a month to keep it updated when policies change.
Where to find them: Local SHRM chapters, HR groups on LinkedIn and former coworkers who now run HR at small companies.
2. Recruiters
The problem: Every open role needs a job post, interview questions and outreach messages, and recruiters write most of them from scratch.
What you could sell:
- A job post writer (Easy). Turns a hiring manager’s notes into a clear job post in the company’s voice.
- An interview question builder (Easy). Builds interview questions for each role based on the skills the job needs.
- Candidate outreach messages (Easy). Writes personal outreach messages for candidates based on their background.
A price to test: $97 to $297 for a Claude skill for one recruiter, or $497 to $997 for a team license at a staffing agency.
Where to find them: Recruiting communities online, staffing agencies and recruiters you already know on LinkedIn.
3. Hiring managers
The problem: Interview notes end up in notebooks, emails and sticky notes, and comparing candidates at the end is a mess.
What you could sell:
- An interview scorecard (Easy). Turns each interviewer’s notes into the same simple scorecard so candidates are easy to compare.
- A candidate comparison summary (Medium). Pulls the scorecards together into one summary for the hiring decision.
- A workshop for managers (Easy to put together). Teach a group of managers how to run better interviews and use the scorecard.
A price to test: $1,500 to $3,000 for a workshop for a company’s managers, which can include the scorecard for everyone who attends.
Where to find them: Through the HR team, since they’re usually the ones who bring in training for managers.
Coming from HR or another corporate job? The Pivot Idea Finder asks you a few questions about your background and who you know, then gives you three ideas, scored, with a first test for the top one. Get it free here.
4. Growing companies without a full HR team
The problem: New hires get a messy first week because nobody has time to plan it, and the owner or office manager is handling HR on top of everything else.
What you could sell:
- An onboarding kit (Easy). Welcome email, first-day checklist and a list of who to meet, ready to fill in for each new hire.
- A first-week plan builder (Easy). Builds a day-by-day first week for each role.
- A done-for-you onboarding setup (Medium). You build the whole onboarding process for the company and train the person who runs it.
A price to test: $297 to $997 for the onboarding kit, or $1,500 and up for a done-for-you setup.
Where to find them: Small business owner groups, local chambers of commerce and business coaches, who work with a lot of growing companies.
5. Managers at review time
The problem: Writing performance reviews takes hours, and a lot of managers put it off until the last minute.
What you could sell:
- A review drafting tool (Easy). The manager adds their notes from the year and gets a first draft of the review to edit.
- Self-review prompts for employees (Easy). Questions that help employees write their own self-review before the meeting.
- A review season workshop (Easy to put together). Train managers on how to write fair, useful reviews with the tool.
A price to test: $497 to $1,500 for a team license, or $1,500 to $3,000 for a review season workshop.
Where to find them: HR leaders at companies you’ve worked with, and HR groups on LinkedIn a month or two before review season starts.
Which one to try first
Start with the team you know best. If you were a recruiter, start with recruiters. If you ran HR at a small company, the handbook assistant is a good first product, because you already know what employees ask.
Then reach out to two or three people you used to work with and offer to set it up for their team. Corporate buyers usually want to see it work for one team before they pay for more, so start small and grow from there.
If you want help building and testing your idea, that’s what we work on together inside the Creator’s MBA AI Mastermind. You can take the quick quiz to see if it’s a good fit for you.
Find three ideas you could sell
Answer a few questions and get three ideas, scored, with a first test for the top one.
Get the Pivot Idea Finder →Frequently asked.
What AI tools can I sell to HR teams?
A handbook assistant that answers employee questions, a job post writer, an interview scorecard, an onboarding kit and a review drafting tool are all good places to start.
Is it safe to use AI with employee information?
Keep your tools away from private employee and candidate information unless the company has approved it, and build with the AI tools the company already allows.
How much can I charge an HR team for an AI tool?
Companies usually pay more than solo business owners. Setups often run from about $997 to $2,500, workshops from $1,500 to $3,000 and team licenses from a few hundred dollars up. Test with one company first.
Do I need HR experience to sell to HR teams?
It helps a lot, because you already know the problems and the language. If you don’t have it, talk to a few HR people before you build anything.
Where do I find HR buyers?
Local SHRM chapters, HR groups on LinkedIn and people you used to work with are the easiest places to start.
Dr. Destini Copp helps digital product creators build sustainable, systems-based businesses through the Creator Growth Flywheel framework. She’s the founder of Creator’s MBA and HobbyScool, and has been teaching online business strategy for over a decade. Learn more →
