HR service catalog designer

An MVP, or minimum viable product, is the smallest version that your users can actually work with. It is not a cheap version of the full solution. It is a test, built to answer the questions that decide whether the rest is worth building.

1. Pick the riskiest assumption. Here: will people operations teams scaling beyond founders use it to solve "employees cannot tell which HR service to request or who owns it"?
2. Build only what tests it. One team, one use case, a few core modules. People do the rest by hand for now.
3. Run a paid pilot. Agree the acceptance criteria, input limits and reviewer responsibilities before starting.
4. Measure, then decide. Track misrouted requests and catalog completeness. Then expand, change course or stop, with evidence instead of opinions.

MVP scope for this solution. Costed pilot: One organization with manually approved service terms. Start with one buyer organization and a bounded set of representative inputs. Implement the first two modules: extract recurring services; define request inputs. Support the third task through an assisted review queue: map owners. Handle the remaining required functions manually until validated. Include input upload, source references, user correction, a reviewer approval step and export of approved HR service catalog. Authentication, account isolation, deletion controls and basic operational logging are included. Specialized production certification, live write integrations and broader rollout are not included unless explicitly stated.

After the MVP. After paying customers repeatedly accept approved HR service catalog, automate draft response expectations; identify missing routes; export employee catalog. Add one tested read integration, reusable customer configuration and scheduled repeat delivery. Increase supported formats or teams only when evaluation cases and reviewer capacity cover the new scope. One organization with manually approved service terms.

What the build depends on. Stable identifiers, an agreed data schema, reversible imports, mapping review and source ownership. Data quality work can exceed model development effort. Obtain representative authorized inputs, an agreed review rubric and a buyer-side owner. Specific scope: One organization with manually approved service terms.

Pricing to test

Test USD 500-2,500 for one collection cleanup and launch, followed by USD 100-500 monthly for maintenance within agreed record limits. Larger migrations and complex rights management are separately scoped. Prices are hypotheses. For this buyer, package the first sale around map ten recurring HR requests and the defined approved HR service catalog. Record actual review effort before offering a recurring allowance. The commercial pilot fee is distinct from the platform development budget.

Message to test

Make HR services discoverable with explicit inputs and owners. Demonstrate the result with map ten recurring HR requests for people operations teams scaling beyond founders. Use a concrete before-and-after example without promising unmeasured savings.

Where to find buyers

People operations consultants and startup communities

Lead magnet

Map ten recurring HR requests

The first 30 days

1. Week 1: interview five prospective buyers from people operations teams scaling beyond founders and inspect how they handle employees cannot tell which HR service to request or who owns it.
2. Week 2: prepare map ten recurring HR requests using authorized or synthetic material.
3. Week 3: share the demonstration through people operations consultants and startup communities and seek one bounded paid pilot.
4. Week 4: measure misrouted requests and catalog completeness, review delivery effort and ask for a repeat purchase. This is a validation schedule, not a promise that the full product can be built in thirty days.

Paid pilot

Agree the acceptance criteria, input limits and reviewer responsibilities before starting. Run map ten recurring HR requests and deliver approved HR service catalog. Compare misrouted requests and catalog completeness with the buyer's current process on comparable cases; include corrections, missed issues and reviewer time. Seek payment and repeat use. Stop or revise the scope if data access, accuracy or unit economics fail.

Success metrics

Misrouted requests and catalog completeness

Retention and expansion

Build repeat use around approved HR service catalog. Save approved configurations and review decisions with permission, revisit unresolved exceptions and show progress on misrouted requests and catalog completeness. Offer a recurring volume allowance after repeat demand; expand to adjacent tasks only when the buyer asks and delivery quality remains acceptable.

Why clients would pick it

A useful niche taxonomy, customer-approved mappings and accumulated correction history that improve retrieval and reduce repeated cleanup. For this concept, accumulate permissioned examples and reviewer corrections around make HR services discoverable with explicit inputs and owners. The durable asset is reliable task-specific execution and trusted customer configuration, not access to a general-purpose AI model.

Alternatives and positioning

Spreadsheets, shared folders, existing asset or information management systems and manual data cleanup. Position this concept around make HR services discoverable with explicit inputs and owners. Compare it against the customer's current process on the same representative task. This is proposed differentiation; no exhaustive competitor study or uniqueness claim has been established.

Main delivery costs

Import cleanup, extraction, storage, indexing, steward review, duplicate investigation and recurring source updates. Initial validation additionally budgets for HR process workshop. Track model usage, storage, reviewer minutes, exception handling and customer support per accepted deliverable.