HR AI Bootcamp
You only notice someone's underperforming when the problem is already serious.
In 3 hands-on days, your team will build a structured hiring pipeline, onboarding system, performance-review process, employee tracker, and People Command Centre using your company's real roles, SOPs, and expectations. Employee Journey · Hiring Pipeline · AI Hiring System · Onboarding · Performance Review · Benefits Tracker · People Dashboard
Sound familiar?
"Why do I keep hiring the wrong people?" "Why do new staff take so long to learn?" "Why are my people not performing?" Most SME leaders face the same people problems on repeat. Usually it isn't just a people problem — the company simply doesn't have a clear, visible people system.
Hiring decisions depend too much on feeling — candidates are selected based on personal impressions because the company doesn't have clear role scorecards, screening standards, or interview criteria.
New employees take too long to become productive — onboarding depends heavily on senior staff, verbal explanations, and employees figuring things out by themselves.
Company knowledge is scattered — important SOPs, processes, and role knowledge live inside documents, chat groups, or the heads of experienced team members.
Performance expectations are unclear — employees may not know what good performance looks like, while managers don't consistently collect evidence or conduct check-ins.
Management discovers problems too late — performance, probation, training, and engagement issues only become visible when they've already become serious.
The problem is not simply that your company has difficult people. The problem is that your employee journey is not connected into one visible system.
Most people problems do not suddenly appear during appraisal. They were developing quietly for months.
A stronger people system helps leaders identify missing expectations, incomplete onboarding, delayed reviews, and performance gaps before they become bigger problems.
After the Bootcamp
Your Team Leaves With a Working People System
Not just HR knowledge or generic templates. Your team will build practical systems around your company's real roles, SOPs, hiring process and performance expectations.
Connected People System
Bring hiring, onboarding, company knowledge and performance management into one connected operating system.
From Reactive to Structured
Replace scattered documents, unclear follow-ups and last-minute problem-solving with visible processes and clear next actions.
Systems Your Team Will Build
Leave with practical hiring, onboarding, knowledge and performance systems designed around your own company.
Hire to High Performer
Build a clear employee journey that helps the right people get hired, onboarded, supported and developed effectively.
AI Hiring System
Evaluate candidates against clear role scorecards and consistent interview criteria, instead of relying on impressions alone.
No more hiring on gut feel.
Onboarding System
Bring new hires up to speed with structured 30/60/90-day plans, instead of leaving them to learn by osmosis.
New hires productive in weeks, not months.
Company Knowledge Assistant
Turn scattered SOPs and role knowledge into an assistant your team can actually search and use.
Answers live in one place — not in someone's head.
Performance Review System
Collect performance evidence continuously through regular check-ins, not just at appraisal time.
Evidence before the appraisal, not during it.
Benefits & Entitlements Tracker
Track leave, allowances and training against your company's own policies, instead of managing entitlements manually.
Entitlements tracked, not chased.
People Command Centre
Bring hiring, onboarding and performance into one view, so leaders know exactly where to step in.
One dashboard. Every people issue, visible.
6 working systems. Built around your own company, in 3 days.
How Is This Different From the AI Implementation Bootcamp?
The AI Implementation Bootcamp teaches teams how to identify and build role-based AI workflows across different parts of the company.
The HR AI Bootcamp goes deeper into one complete employee journey—helping your team build the full HIRE → HIGH PERFORMER system, from recruitment and onboarding to performance visibility and management action.
The implementation method
HIRE → HIGH PERFORMER, in three days
Don't automate chaos. First see the department clearly, then build the system, then give leaders the visibility to run it.
Day 1
MAP
Map your employee journey
Understand your complete employee journey, hiring gaps, onboarding bottlenecks, unclear expectations, and management blind spots.
Day 2
BUILD
Build your AI people operating system
Turn your company's roles, SOPs, policies, and performance expectations into practical hiring, onboarding, benefits, and review systems.
Day 3
COMMAND
Build your people command centre
Connect recruitment, onboarding, probation, employee benefits, and performance information into one management dashboard.
The 3-day curriculum
Three days. One working system.
Day 01 · Wed, 14 Oct
Map Your Employee Journey
- Map your complete employee journey
- Identify where candidates and new hires are being lost
- Find gaps in hiring, onboarding and performance visibility
Day Output
Employee Journey Map + Gap Analysis
- Map the complete journey: manpower need → recruitment → screening → interview → offer → onboarding → probation → performance → development → retention → offboarding
- Identify where good candidates are being lost and where hiring relies too heavily on personal feeling
- Review gaps in screening and interview standards
- Identify why onboarding is slow or inconsistent, and where role expectations are unclear
- Identify missed probation and performance reviews, and where company knowledge disappears
- Identify where management lacks visibility into people issues
Day 02 · Thu, 15 Oct
Build Your AI People Operating System
AI People Operating System
AI Hiring System
Scorecard · Screening · Evaluation
Onboarding System
Pre-boarding · 30/60/90 plan · Probation checkpoints
Performance Review System
Role expectations · KPI context · Coaching & evidence
Benefits & Entitlements Tracker
Leave · Allowances · Training · Other entitlements
AI organises context and evidence. Your team makes the final hiring decision.
- Build a structured AI-assisted hiring workflow
- Create repeatable onboarding and performance systems
- Organise benefits, policies and employee information
Day Output
AI Hiring System + Onboarding System + Performance System + Benefits Tracker
- Hiring Pipeline: open roles, candidate source, screening status, interview stage, evaluation, offer status, hiring owner, next action, time to hire
- AI Hiring System: role scorecard, JD, screening criteria, interview questions, evaluation, candidate comparison, decision-support summary — AI organises context and evidence, it does not make the final hiring decision
- Onboarding System: pre-boarding and first-day checklists, 30/60/90-day plan, role-specific learning plan, SOP and company knowledge assistant, weekly reviews, probation checkpoints
- Performance Review System: role expectations, KPI and behavioural context, achievements, manager observations, evidence collection, coaching questions, review preparation, agreed next actions
- Benefits and Entitlements Tracker: a customisable tracker built on your company's own policies — leave, allowances, schedules, training, and other entitlements
Day 03 · Fri, 16 Oct
Command Your People Performance
Open Roles
Time to Hire
Onboarding Progress
Upcoming Reviews
Management Attention
- Probation review overdue
- Performance check-in missing
- Onboarding task delayed
3 people issues require attention this week.
- Track hiring, onboarding and performance in one view
- Identify overdue actions and people risks earlier
- Use AI to highlight issues requiring management attention
Day Output
People Command Centre + AI Management Analysis
- Performance Tracker: KPI progress, check-in completion, probation status, manager observations, achievements, development areas, coaching actions, review history, training gaps, performance trends
- People Command Centre: open roles, candidate stages, time to hire, hiring actions, new-joiner onboarding progress, probation status, upcoming reviews, performance check-ins, training gaps, benefits and entitlement status, issues requiring management attention
- Add an AI analysis layer: based on this month's people information, which issues require management attention?
What you walk away with
What Your Team Will Build
MAP
Employee Journey Map
A clear view of how employees move from manpower planning and recruitment through onboarding, performance, retention, and offboarding.
People System Gap Analysis
A diagnosis of where hiring, onboarding, expectations, performance, and company knowledge are breaking down.
BUILD
Hiring Pipeline and AI Hiring System
A structured process for managing candidates, evaluating them consistently, and preparing leaders for better hiring decisions.
Onboarding and Knowledge System
A role-based onboarding journey supported by checklists, 30/60/90-day plans, SOPs, and a company knowledge assistant.
Performance Review System
A repeatable process for documenting expectations, collecting evidence, preparing reviews, and agreeing on development actions.
Benefits and Entitlements Tracker
A customised system for tracking employee benefits according to the company's actual policies.
COMMAND
Performance Tracker
A continuous view of check-ins, KPI progress, achievements, coaching actions, and development gaps.
People Command Centre
One management view connecting recruitment, onboarding, probation, benefits, and performance—with AI helping leaders identify issues requiring attention.
Day 3 · Command
A people command centre that spots problems early
Stop finding out at appraisal. Bring hiring, onboarding and performance into one view — then let AI flag what needs attention.
Then ask the AI layer
“Based on this month's people information, which issues require management attention?”
AI Supports the Decision. Human Leaders Make It.
AI can help leaders organise information, standardise processes, summarise evidence, identify missing context, and prepare for better people conversations.
It must not decide whether an employee is good or bad. Final decisions involving hiring, promotion, compensation, discipline, or termination remain the responsibility of human leaders.
AI should not be used to:
- Automatically approve or reject candidates
- Rank employees without human review
- Predict honesty, loyalty, or personality with certainty
- Make final promotion or termination decisions
- Replace fair conversations between leaders and employees
Is this for you?
This is for you if
- ✓You're a business owner responsible for team performance
- ✓You're an HR director or head of HR
- ✓You're an HR manager or executive
- ✓You're an operations leader or department head
- ✓You're a manager responsible for hiring, onboarding, probation, or employee performance
- ✓You're an SME without a dedicated HR department
Not for you if
- ✕You want AI to automatically judge or rank employees
- ✕You want a passive lecture instead of building
- ✕You are unwilling to document roles, expectations, or company processes
- ✕You want technology to replace difficult management conversations
Recommended Team Combination
Business owner or senior leader + HR representative + department manager.
The programme works best when the people responsible for HR processes attend together with the leaders responsible for managing employee performance.
What to bring
Bring Your Real People Processes Into the Room
The quality of the systems you build depends on the company context you bring. Participants should prepare as much of the following as possible:
- Organisation structure
- Existing job descriptions
- Role expectations
- Hiring process and documents
- Candidate-evaluation templates
- Interview questions
- Onboarding documents
- Company SOPs
- Probation process
- Performance review templates
- KPI structures
- Benefits and entitlement policies
- Relevant non-sensitive sample data
Your data stays yours
Use anonymised, fictional, or sample data whenever appropriate. Do not upload unnecessary identification documents, medical information, bank details, salary records, disciplinary records, or private employee communications.
Why this isn't a normal AI class
Built Around Your Real Employee Journey
Participants work with their company's actual roles, hiring stages, onboarding process, SOPs, policies, and performance expectations.
Build During the Programme
The programme is implementation-led. Participants create and test working first versions during the three days.
Human Judgement Remains Central
AI supports context, organisation, and analysis. Leaders remain responsible for all people decisions.
Systems Your Team Can Continue Using
Participants customise Vertex Mastery frameworks into company-specific systems instead of relying on generic prompts or documents.
Who runs the bootcamp
Led by operators, not lecturers
David Chua
Founder, Vertex Mastery
David helps entrepreneurs strengthen their businesses through strategy, systems, leadership, and execution. After implementing AI across Vertex Mastery's own workflows, he now helps SME leaders identify where AI can improve hiring structure, onboarding consistency, performance visibility, and management decisions.
5000+
Companies Trained
20,000+
Team Members Upskilled
13+
Years in Leadership Training
As featured on
Stop Discovering People Problems Only After They Become Serious.
Build a people system that helps your company hire with clearer standards, onboard employees more consistently, and identify performance issues earlier.